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When you hear “power harassment,” the image of your boss harassing your subordinates is generally well established. However, Hiroshi Iguchi, a lawyer who is familiar with harassment issues, noted that “actually, there is a lot of reverse power harassment by ‘monstrous subordinates.’ What is the terrifying reality of subordinate monsters?
* This article is a reissued version of Hiroshi Iguchi’s (Shincho Shinsho) “Power Hara Problem”.
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※ The photograph is an image
Power harassment damage occurs at the same rate for both bosses and subordinates
“We are victims of harassment of power.” I think many managers have noticed. This is clearly shown in the 2016 research survey of the Ministry of Health, Labor and Welfare.
In the last three years, 36.7% of male executives and 36.4% of female executives answered that they had suffered victims or harassment by power. Similar responses were 34.8% for all regular male employees and 35.1% for all regular female employees, so the ratio is almost the same between managers and all regular employees.
Managers are often told by the company not to engage in power harassment, and they are receiving training for that purpose. However, in reality, the percentage of victims is the same for managers and non-managers.
Many bosses cry and fall asleep
Furthermore, in this survey, when asked what they did as a follow-up action for those who felt they had suffered power harassment in the last three years, 59.6% of managerial men and women answered that they did nothing. Although 39.1% were managers, 48.4% were regular male employees and 29.3% were regular employees. This indicates that managers are more likely to fall asleep than those who are not.
This “falling asleep” is also a real feeling for managers. Even if I receive harassment from power, I cannot express myself because I believe that managers can be told to do something for themselves, or that they can be considered unsuitable for managers.
From this point of view, it is necessary to provide training as a victim in addition to training so that managers do not become victimizers.
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