【編集版】うつ病、適応障害、発達障害、どんな職場で働くのが正解なのか説明します。コミュニケーションが多い職場、ルールが多い職場？ #仕事の悩み #発達障害

03:45 Four types 09:40 Comparison of types 15:50 For people with developmental disorders 17:42 In the future, there will be more jobs with large changes in the environment *This is an edited version of the video released on October 4, 2020. Today, I will talk about organizations from the perspective of "What kind of job should I choose?" When talking with a patient about what kind of job he should do next, I borrowed an idea from a book called "The Five Rules of the Team (Koji Asano / Gentosha 2019)". When choosing a job, the job content and salary are important, but it is also important to consider whether the workplace suits you. In fact, I think that if the atmosphere of the organization is right for you, the job content and salary don't matter much. Rather, there are various things such as the amount of communication being too much/too little for you, too many/too few rules, and the scale being too large/too small. The salary and job content do not change a person's happiness very much, and it is important to choose an organization with a culture. ■Four types We divided the "types" of workplaces into four types based on two axes: "environmental change" and "collaboration and communication." ・Judo team type A workplace with large environmental changes and not much communication. Even if you do judo as a team, you fight one-on-one, and your opponent changes constantly. In terms of work, this would be selling life insurance. You do everything from proposing to customers to closing the deal by yourself. I think the work of a psychiatrist is similar to this. ・Ekiden type A workplace where you do a lot of things individually and there is little change. In Ekiden, the only time you interact with people is when you pass the sash. To put it in perspective, it's like a production team in a factory. ・Soccer type A workplace with large environmental changes and a lot of communication. In soccer, you have to communicate frequently within the team to pass the ball around, and you have to respond instantly to changes in your opponent. Examples of this include developing smartphone apps. ・Baseball type There is a lot of cooperation, but the environment changes little. Everyone works together against one batter. The batter only has to hit the ball, so there are few unexpected movements. In terms of work, it would be a restaurant staff team. I think the Self-Defense Forces and civil servants are also baseball type. ■Comparison of types ・Level of cooperation In the soccer type, it is the team's achievement. If the sales of the app increase, it becomes "everyone's evaluation". On the other hand, in the relay type, when results are achieved, the individual's achievement is clearly seen. The soccer type is diverse. Defenders, goalkeepers, forwards, and midfielders have quite different things to do. They cooperate, but the training content and what is required are different. On the other hand, in the relay type, it is enough for everyone to be fast, so it is fine for everyone to be the same, like clones. It becomes a homogeneous organization. ・Level of environmental change The greater the environmental change, such as creating a team for each project, the easier it is to change jobs. I think that soccer-type system engineers, judo-group sales people, editors, etc. tend to change jobs a lot. On the other hand, relay-type and baseball-type people have a hard time changing jobs. Even in baseball-type, part-time restaurant workers may change jobs a lot, but generally it's not that common. I think bakeries are relay-type. They probably don't change jobs that often, and I think it's hard to get hired. ・Team/individual The more baseball-type, the more the manager's words are everything, and the stronger the dictatorship becomes. This isn't to say that dictatorship is bad. There are many rules, strict hierarchical relationships, and the process is emphasized. The world of banking and bureaucracy is also baseball-type. The more judo-type, the more individualistic it is, and the more importance is placed on the judgment of the players at the time rather than what the manager says. You have to be able to think for yourself. There are fewer rules and manuals, and the emphasis is on results. There is a common baseball debate about whether a manager should be evaluated if he orders a bunt, but the player says it would be better to hit it and it becomes a home run. Basically, in baseball, you should follow the coach's instructions, and although it may have resulted in a home run, that's not good. You have to emphasize the process, so it's more about organizational order than a single fine play. On the other hand, in the judo style, it's meaningless if you don't get results, so it's about practice, not theory. The four organizational styles have quite different requirements and cultures. You may think, "I think this way, but why doesn't the organization understand me?" That's how it is. I think it's bette...