上司(♀)「ねえ……あの子、邪魔じゃない？」
A disturbing remark from a female boss—"Hey... isn't that person a nuisance?"—has gone viral online, leaving many employees frozen in their tracks.
This unsettling question is widely seen as a precursor to exclusion or harassment, raising alarms about deteriorating workplace environments and the dark side of human relations.
The incident highlights the urgent need for companies to address subtle forms of abuse and foster psychological safety.
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Power Harassment (Pawahara)
Power harassment refers to actions or words in the workplace, based on a superior relationship, that go beyond what is necessary and appropriate for business operations, thereby harming a worker's employment environment. The Ministry of Health, Labour and Welfare (MHLW) cites six specific types: "physical attacks," "mental attacks," "isolation from human relationships," "excessive demands," "insufficient demands," and "infringement of individuality." The statement "Isn't that person a nuisance?" in the article's title could be perceived as an intent to isolate the target individual from social relations or as the beginning of psychological abuse. This could lead to depriving the person of their place in the workplace and inflicting psychological distress. For example, if actions such as removing someone from a specific project, failing to share necessary information, or restricting their interactions with other employees continue, these could constitute clear acts of harassment. With the revised Act on Comprehensive Promotion of Labor Policies (commonly known as the Power Harassment Prevention Law), enacted in 2020 (and for small and medium-sized enterprises in 2022), companies are now obligated to implement harassment prevention measures. While the establishment of consultation services, consideration for victims, and appropriate measures against perpetrators are required, latent harassment remains prevalent, especially 'insidious behaviors' that are difficult to detect. Therefore, awareness among surrounding employees and proactive corporate responses are indispensable. If such remarks are overlooked, they can not only harm the victim's mental and physical health but also lead to a decline in workplace morale, reduced productivity, and even damage to the company's reputation.
Workplace Bullying (Mobbing)
Workplace bullying, especially Mobbing, refers to actions where multiple employees repeatedly and intentionally engage in aggressive behavior towards a single colleague or subordinate over a long period, isolating and psychologically cornering that individual. This concept was proposed by German psychologist Heinz Leymann, likening it to the behavior of animal groups attacking and expelling specific individuals. If the statement "Isn't that person a nuisance?" in the article title is not a singular act by the boss but involves other colleagues, it is highly likely to be the beginning of mobbing. Typical cases include a boss spreading negative information about a particular employee to others, discouraging other employees from interacting with that person, or orchestrating collective ostracism. Victims of mobbing face a higher risk of developing severe psychological stress, depression, or adjustment disorders, and are often driven to take leave or resign. From a corporate perspective, workplace bullying not only significantly lowers employee motivation and impairs overall organizational productivity but also entails legal risks such as the loss of talented personnel, damage to corporate image, and even claims for damages. To maintain a healthy workplace environment, it is considered essential to establish clear guidelines for early detection and swift, fair handling of bullying signs, along with a system where employees can consult with peace of mind.
Psychological Safety
Psychological safety refers to a state within a team or organization where individuals feel secure enough to express their opinions, ask questions, raise concerns, or admit mistakes without fear of interpersonal risk. This concept gained attention through Google's research and was identified as one of the most significant factors influencing team performance. A workplace where statements like "Isn't that person a nuisance?" from the article title are openly made can be said to have extremely low psychological safety. This is because, in such an environment, employees fear being denied or excluded by their superiors or colleagues for voicing their opinions, causing them to withdraw. As a result, problem identification and improvement suggestions cease, hindering the organization's overall learning capability and innovation. For instance, a situation may arise where even if problematic remarks are witnessed, no one objects or raises a cry for help, fearing they might become targets themselves. In workplaces with low psychological safety, employee engagement (willingness to contribute) decreases, leading to increased stress and higher turnover rates. Conversely, numerous studies have shown that in workplaces with high psychological safety, employees are more likely to challenge themselves without fear of failure, generate better ideas through constructive discussions, and experience improved productivity and creativity. To build such an environment, initiatives are required, such as leaders proactively demonstrating vulnerability, approaching others with curiosity rather than criticism, and fostering a culture that views mistakes as learning opportunities.