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Link And Motivation Co., Ltd.

Chairman and executive director

Ozasa Yoshihisa

Link and Motivation Inc. Ozasa Yoshihisa
With the social progress of women

Currently there is a declining labor force, and all companies need to take actions to increase their labor productivity per worker. In doing so, creating an environment where women can actively involve is a natural responsibility of a company. Especially because women have many life events, they require the understanding of those around them including companies, families, men, and superiors. At our company as well we want to always keep in mind support for women and continue promoting an environment where all workers can shine.

Year of Birth
1961
Birthplace
Osaka
Name
Link And Motivation Co., Ltd.
Headquarters
Tokyo
Founded
2000
url
http://www.lmi.ne.jp/
As suggested by the name of this company, it is a consulting business for companies focusing on motivation. When it was established in 2000 there were only 7 employees including myself. At the time it was a small company of 5 men and 2 women. The business subsequently continued to grow favorably, and we immediately started mid-career hires. From that time there were many female applicants, it happening to be the time when women started thinking of forming careers. And currently, 18 years after our founding, we have reached about 1,400 employees, about 650 of whom are women. In my opinion, I feel there are many women who attempt to go to extremes in their own fields of specialization. It also seems that many women are very serious in how they engage in social rules and conventions. On the other hand, men tend to intend more leadership, with more of them working toward improving their careers. For this reason, under the present conditions management and administrative positions tend to be filled more by men.
Having said that, I never think about personnel affairs based on gender. In other words, just because there is a higher percentage of men in management positions does not mean I have an inclination to forcibly increase the number of women in management positions. In the end it is a matter of individual performance, and the most important thing is to promote the creation of an environment where every employee can shine regardless of gender. Rather than increasing the number of women in management positions, I believe it is much more important to increase the engagement (degree of mutual understanding and mutual love) between the company and its female employees. At our company we identify factors to increase the level of engagement with employees via an organizational diagnosis survey covering everything from the fulfillment level of treatment and work, sharing of the company's vision, work environment through the relationship with superiors. The data obtained from this survey are used as guidelines. This survey is given anonymously at a pace of once every 6 months, and since introducing the survey no difference of figure has been found between men and women. In other words, regardless of gender it is important how well each employee has secured a relationship of engagement with the company and what degree of satisfaction they have, and the result of survey shows that satisfaction. I think this is the true essence for promotion of women's participation.
Traditional Japanese wage systems pay lower wages to younger employees with pay increasing with age. This can be called a type of structure that male society has created. However, if we don’t tear down that structure and promote women's participation, that would simply become a matter of promoting the "masculinization of women". In other words, I think it is important how we break down those structures. For example, even if women have to leave work for a period due to life events such as marriage, childbirth or childcare, etc., they should keep the relationship with the company in the same work environment and the same salary when they return to work, and sometimes they should have their salary reviewed and raised after a life event. By making such drastic reforms, men will be able to devote themselves to raise children as well, and women will also be able to continue their active involvement in work. I think we are in the time when company side is required to flexibly respond to changes undergone in life events, etc. At our company when a woman comes back to work after giving birth, we provide a variety of options such as letting her choose the hours and days she works, etc. For this reason the rate of return to work rises to 100%. Our evaluation system also includes a unique structure. We conduct evaluations of employees every 3 months and pay bonuses 4 times per year. We are careful to create a system that allows us to constantly evaluate based on changing circumstances. This kind of frequent evaluation has also been conducted since the time of the company's founding. In the future we hope to continue to be a company that can always flexibly support women's participation without getting caught up in old structures.
Link and Motivation Inc. Ozasa Yoshihisa
Link and Motivation Inc. Ozasa Yoshihisa

*Information accurate as of time of publication.

Link And Motivation Co., Ltd.

Chairman and executive director
Ozasa Yoshihisa