表演型 "甩锅" 8 高市早苗当众施压下属"别让 "黑社会头目 网友批:像 打基础是你赤泽大臣的 视频 对此，负责与美国关税谈判的日本经济产业大臣赤泽亮正和高市早苗受到议员质询。赤泽解释称，"我已与美国商务部长卢特尼克通话，要求美方确保对日 关税不会较此前美日贸易协议中的条件恶化，对方也同意了。但基本上做出（最终）决定的将会是特朗普总统。" 议员随后要求高市早苗确保美国对日本关税不会高于此前贸易协议中的15%，且日方不会为此做出新的让步。高市在回答时辩称，"为了能让我挺胸抬头地 跟特朗普交涉，打基础是赤泽的工作，别让我丢人。我跟你说过吧？"说到这里，高市转头看向赤泽的方向。高市补充说，"日本会遵守协议中的约定，所以 必须也要让对方遵守。" 高市早苗的言论在日本网络上引发强烈争议，不少日本网民批评这是"典型的职场霸凌"。有日本网民说，高市的说法就像"黑社会头目对下属的威胁"。还有 人说，"我绝对不想在这样的上司底下工作。"还有日本网民提到，高市早苗回头说"我跟你说过吧"时，在场者发出一阵"尬笑"，这一幕与日本职场中上司霸 凌下属时的场景一模一样。还有不少日本网民指责高市早苗"甩锅""不敢承担责任"，"没有作为日 ...

Core Viewpoint - Valentino is facing serious allegations from employees regarding workplace bullying and performance falsification by CEO Janice Lam, which has led to a toxic corporate culture and damaged brand reputation [1][3]. Group 1: Allegations Against Management - Employees have accused Janice Lam of engaging in various irregular sales practices to enhance sales figures, including discount promotions funded by the company and misusing employee discount privileges [3]. - The management style of Janice Lam has been described as oppressive, using derogatory language in meetings and creating a culture of fear that stifles dissent [3]. - Reports indicate that employees have faced unreasonable workloads and were pressured to work unpaid overtime, leading to mental health issues and increased turnover [3][5]. Group 2: Employee Experiences - A former employee recounted experiences of bullying and pressure to resign, including being assigned unrealistic sales targets and being monitored excessively [5][6]. - The same individual reported that complaints sent to the Italian headquarters regarding workplace bullying went unanswered, and employees were discouraged from escalating issues [5]. Group 3: Financial Performance and Debt Issues - Valentino's financial outlook is bleak, with a projected 2.8% decline in global revenue to €1.31 billion and a 22% drop in operating profit to €246 million for 2024 [7]. - The company has triggered debt covenant violations due to high debt levels, with net debt reaching €1.08 billion, which is 4.35 times its EBITDA, exceeding the agreed thresholds [7]. - Kering Group has postponed its timeline for a full acquisition of Valentino, which was initially set for 2028, due to the ongoing financial difficulties [8].

Group 1 - Valentino's CEO Janice Lam is accused of performance fraud and workplace bullying by employees in a whistleblower letter sent to the brand's headquarters and parent company Kering [1] - The letter claims that Lam manipulated sales figures through various unethical practices, including discount sales at the company's expense and using employee discounts for customers [1] - Kering's acquisition of a 30% stake in Valentino for €1.7 billion from Mayhoola in Qatar is now delayed, with plans to acquire the remaining 70% pushed to 2029 [1] Group 2 - Valentino's financial performance is declining, with a projected revenue of €1.31 billion for 2024, a 2% decrease year-on-year, and a significant drop in operating profit by 22% to €246 million [1] - Kering is also facing severe market pressures, with a 46% drop in net profit for the first half of 2025, and its key brands Gucci and Saint Laurent experiencing double-digit declines [2] - New CEO Luca de Meo is implementing major reforms, including delaying the acquisition of Valentino and selling the fragrance and beauty licenses of its iconic brands to L'Oréal for €4 billion [2]

Core Viewpoint - Employees of Valentino's Greater China region have reported CEO Janice Lam for alleged performance fraud and workplace bullying, raising concerns about the company's management practices and long-term brand reputation [1][3]. Group 1: Allegations Against CEO - Since her appointment in 2022, Janice Lam has reportedly employed unconventional sales tactics to boost performance metrics, including cost-bearing discount promotions and misusing employee discount privileges [3]. - Employees have accused Lam of creating a fear-based environment in team meetings, often using insulting language to suppress dissent [3]. - There have been claims of excessive monitoring of employees under the guise of "work efficiency tracking," which was only halted after protests from employees in the Hong Kong, Macau, and Taiwan regions [3]. Group 2: Employee Concerns - Employees have expressed significant issues with workload distribution, often being assigned tasks that are impossible to complete on time, coupled with a no-overtime pay policy [3]. - The pressure from performance evaluations has led employees to work unpaid overtime, resulting in mental health issues for some and prompting others to resign [3]. - Employees have submitted reports to the brand's headquarters three times this year, with the latest submission occurring in September [3]. Group 3: Company Background - Janice Lam was appointed as CEO of Valentino's Greater China region in April 2022, with a focus on brand development and retail growth [4]. - Prior to joining Valentino, Lam held managerial positions at Dunhill and Prada in China, indicating a background in luxury brand management [4].

Core Viewpoint - Valentino's CEO Janice Lam is facing serious allegations from employees in the Greater China region, including performance fraud and workplace bullying, which could harm the brand's long-term reputation [1]. Group 1: Allegations Against CEO - Employees have accused Janice Lam of using unconventional sales tactics to boost performance metrics since her appointment in 2022, including cost-bearing discount promotions and misusing employee discount privileges [1]. - The allegations also include conducting promotional activities under the guise of partner names, which, while temporarily enhancing performance, could damage the brand's reputation in the long run [1]. Group 2: Workplace Environment - Reports indicate that Lam's management style involves using derogatory language in team meetings and creating a culture of fear to suppress dissenting opinions [1]. - Employees have raised concerns about excessive workloads and the lack of overtime pay, leading to unpaid overtime and mental health issues among staff [4]. Group 3: Internal Reporting and Response - Employees have submitted complaints to the brand's headquarters three times since the beginning of the year, with the latest submission occurring in September [4]. - An internal audit was initiated by headquarters in May, but the departure of the former CEO in July hindered further action [4]. Group 4: Background of CEO - Janice Lam was appointed as the CEO of Valentino's Greater China region in April 2022, with a focus on brand development and retail growth [4]. - Prior to joining Valentino, Lam held managerial positions at Richemont's Dunhill and Prada in China [4].

Core Viewpoint - The phenomenon of bullying is not limited to children in schools but is prevalent among adults in various social settings, including workplaces, neighborhoods, and online platforms [1] Group 1: Workplace Bullying - The book "Reasons to Fear Work" by Seihei Sakakura focuses on workplace bullying, exemplified by the Kobe City Higashisuma Elementary School incident, where a young male teacher was subjected to extreme bullying by four colleagues [2] - The investigation revealed 125 different forms of bullying, including verbal abuse and physical confinement [2][3] - Specific bullying actions included using derogatory terms, physical restraint, and forced consumption of extremely spicy food [3][4] Group 2: Causes and Context - Sakakura identifies several factors contributing to workplace bullying, such as the personal qualities of the aggressors, the responsibilities of current and former school principals, and the unique culture of the school [5] - A significant factor noted is the overwhelming workload of teachers, leading to immense stress and a search for outlets for that stress, which fosters a culture of bullying [5] - According to the Ministry of Health, Labour and Welfare in Japan, bullying-related consultations have ranked first in labor-related inquiries for nine consecutive years, with 79,190 cases reported in 2020, a significant increase from 45,939 cases in 2011 [5] Group 3: Broader Implications - Sakakura argues that workplace bullying is often a result of companies prioritizing short-term profits over employee well-being, leading to a culture where bullying can thrive [6] - The economic downturn has exacerbated this issue, as traditional employment practices decline, creating a buyer's market for employers who can impose poor working conditions [6] - The book analyzes various forms of workplace bullying, including personal attacks, social exclusion, unreasonable demands, and privacy invasions, often tolerated or even encouraged by companies as a management strategy [7][8] Group 4: Cultural Context - The author suggests that workplace bullying is a symptom of capitalism, but also highlights that the exploitation levels in East Asian countries like Japan and South Korea are significantly higher than in European nations [9] - The emphasis on hierarchy, obedience, and conformity in East Asian cultures is seen as a breeding ground for bullying behaviors in the workplace [10]

Group 1 - The core issue involves a complaint of workplace bullying at the subsidiary Guangzhou Maiyou, which has been investigated thoroughly by the company [1] - The investigation included interviews with both parties involved and team members, as well as reviewing work records to clarify the facts [1] - The investigation concluded that there was no evidence of repeated, targeted, or malicious behavior by the accused, and thus could not be classified as workplace bullying [1] Group 2 - The local labor union and labor inspection team have intervened and completed inquiries and investigations to ensure the objectivity and fairness of the investigation [1]

Core Viewpoint - The article discusses a controversial incident at Yuanfudao, highlighting issues of workplace culture, gender objectification, and the treatment of employees who voice concerns [1][29]. Group 1: Incident Overview - A male HRBP at Yuanfudao proposed a "unique activity" involving female employees wearing short skirts to distribute prizes, which was perceived as objectifying women [1][14]. - The proposal was made during a meeting attended by 19 participants, with only 3 being male, and it did not face immediate objections [3][4]. - A female HRBP, Xiaohua, felt offended and reported the incident to her superior, requesting disciplinary action against the male HRBP [4][8]. Group 2: Leadership Response - The HR director, Li, attempted to downplay the incident, suggesting that focusing on details could harm team cohesion, which was seen as a lack of support for Xiaohua [5][15]. - Li's response included a subtle form of manipulation, implying that Xiaohua was being overly sensitive and damaging team morale [6][16]. Group 3: Consequences for Xiaohua - Following her complaint, Xiaohua was summoned for a discussion about terminating her employment, which she did not accept [9][30]. - On July 24, she was dismissed under the pretext of not meeting job performance standards, with the company seizing her work equipment and access [9][20]. - The timing of her dismissal raised suspicions of retaliatory motives, especially as it occurred shortly after her complaint [24][30]. Group 4: Company Culture and Values - The incident reflects deeper issues within Yuanfudao's corporate culture, suggesting a problematic attitude towards gender and employee treatment [29][31]. - The company's response to Xiaohua's complaint and the subsequent dismissal indicate a failure to address the core issues of workplace harassment and gender objectification [29][32]. - The article criticizes the company's approach to employee welfare, equating it to a form of "soft pornography" rather than a legitimate creative initiative [31][32].

Core Points - The nominee for the Minister of Gender Equality and Family, Kang Seon-woo, has withdrawn her nomination, marking the second ministerial candidate to fall during the hearing stage under President Lee Jae-myung's administration [1] - Kang's withdrawal is attributed to allegations of workplace bullying, with reports indicating she had a high turnover rate among her aides, employing 51 aides and dismissing 46 since her election in 2020 [3] - Kang publicly apologized for the disappointment caused to the public and expressed her willingness to accept criticism and reflect deeply on the situation [3] Summary by Sections Nomination and Withdrawal - Kang Seon-woo's withdrawal makes her the first sitting lawmaker to resign during the review phase since the hearing system was revised in 2005 [1] Allegations and Controversies - Allegations against Kang include oppressive management practices towards her aides, such as requiring them to perform personal tasks and subjecting them to verbal abuse [3] - Testimonies from former aides and a previous minister highlight the severity of the accusations, including claims of mental pressure and threats regarding budget cuts [3] Government Response - The presidential office has not made a specific statement regarding Kang's withdrawal but indicated that they will quickly seek a new candidate who meets public expectations [3]

Core Viewpoint - A part-time employee at Nayuki's Tea in Shenzhen reported workplace bullying after being abruptly notified of her dismissal and receiving derogatory comments from staff, sparking widespread discussion on social media [2][4]. Company Response - Nayuki's Tea has taken the matter seriously and has intervened in the situation, with the company acknowledging the issue and attempting to address it [3][10]. Employee Experience - The employee, a student who started working at Nayuki's Tea in May, claimed she was not scheduled for shifts for nearly a month and was told to resign without prior notice. She expressed that if the store did not need her, they should have informed her earlier so she could seek other employment [4][11]. - The employee shared that a staff member made insulting remarks about her age and work speed during a dispute, which she interpreted as workplace bullying [4][11]. Industry Context - The incident is not isolated, as multiple well-known tea brands have faced similar complaints regarding workplace bullying. Experts suggest that such issues are prevalent in the industry, often due to poor management practices and a lack of effective personnel management [10][11]. - The management consultant highlighted that many chain restaurants prioritize sales and customer experience over employee management, leading to a culture where bullying can occur [11]. Financial Performance - Nayuki's Tea reported a revenue decline of 4.71% to 4.921 billion yuan for 2024, with an adjusted loss of 919 million yuan. The company transitioned from a profit of 20.912 million yuan in 2023 to a significant loss, reflecting a year-on-year decline of 4476.2% [11]. - As of December 31, 2024, Nayuki's Tea had 1,798 stores, an increase of 143 stores year-on-year, comprising 1,453 direct-operated stores and 345 franchised stores [11].