ビジネス日本語講座

Japanese companies have positions called regular positions (総合職). They have hired most new graduates for regular positions. In this episode, I will talk about the benefits of developing a career as regular positions.

Japanese companies often provide extensive training, but basically, supervisors rarely teach their subordinates how to do their jobs in hands-on, detailed manner. Verbal communication seems to be neglected. I would like to talk about how to survive in such Japanese companies.

Students-athletes are welcomed by big corporations in Japan because of their characteristics. But there are several problems.

An expert killer at middle-aged men is called “ジジ殺し” in Japanese. Jijigoroshi is good at being liked by middle-aged men at Japanese companies.

Some Japanese businessmen preach to their subordinates that the company is not like a school. In this episode, I examine the veracity of this phrase. For me, the company is a school itself.

If you continue to play the role of the person the company wants you to be, you may not be able to remove the mask before long. In this episode I talk about the problems that arise from that.

Some of you may feel that Japanese business etiquette is trivial. To get ahead In Japanese corporate society, It is helpful to have this etiquette.

Many Japanese salarymen dislike the term status quo. In some industries, the status quo may be correct. Knowing these ideas is important to avoid exhaustion from working in a Japanese company.

This topic is for those who can find job information in Japanese. If the summary section of the job posting states that アットホームな会社です, you should be careful. I will explain the reasons for this.

Office layout has to do with the ease of work for employees. It is impossible to work creatively If you are being watched 24/7 by your boss.

For Japanese Salaryman, cleaning the company may not be a very special thing. Japanese managers often believe that cleaning of the company is a way of fostering the spirit of their employees.

In Japanese companies,the scope of an individual’s duties is not clear, and work evaluation criteria are often vague. Supervisors do not properly evaluate their subordinates. Therefore, subordinates must show motivation and appeal to others that they are competent.