Vendor Profile
Shoeisha Co., Ltd.
| Address | 5 Funamachi Shinjuku-ku Tokyo, JAPAN ZIP:160-0006 |
|---|---|
| Representative Name | Kaoru Usui |
| Annual Revenue | closed |
| No. of Employees | 185 |
| Web Site URL |
Other items from this category
SD item code:13671071
| Detail | Price & Quantity | ||
|---|---|---|---|
| S1 |
Kento Nishiwaki (Author)
 Original text before translation
西脇 健人 (著)
(187780)
JAN:9784798187785
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(187780)
JAN:9784798187785
Wholesale Price: Members Only
1 pc /set
In Stock
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| Shipping Date |
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About 1 week
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| Dimensions |
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Format:46
Number of pages: 256 |
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Country of manufacture: Japan
Material / component: Format:Book (paper)
Year of manufacture: 2025
Product tag: None
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Description
| Save the workplace from being at the mercy of [problem employees]! The secret to getting them to quit without legal risk, emotional stress, or trouble, [I want them to quit, but I can't tell them. ......] We will show you all the professional know-how to solve this problem! Do you have any of the following problems in your workplace? *Repetitive tardiness and absenteeism that demoralizes other employees. *A person who has excellent performance but makes comments such as "I'm the one who earns the money to feed you", which makes others around him or her feel intimidated. *Disobeying the company's or supervisor's instructions and making a fuss whenever there is a problem. *People who do not follow the company's or supervisor's instructions and make a fuss whenever something happens. *A supervisor who routinely engages in power harassment or sexual harassment I am sure you are well aware of how these so-called "problem employees" have an unfavorable impact on the employees around them and cause losses to the company. However, even if you are aware of them, you do not know how to deal with them and leave them alone. And the atmosphere in the workplace becomes worse and worse, and the [good employees] give up and quit from the [good employees]. ...... Mr. Nishiwaki, who has worked daily to save many such workplaces and has been called an "amicable resignation contractor" by managers nationwide for his achievements, has compiled his own methods for "getting problem employees to resign amicably" into a book for the first time. In this book, Nishiwaki not only explains the legal procedures, but also provides a reproducible understanding of the indicators for determining whether an employee should really quit the company, the advance preparations necessary to have the employee quit "amicably," a systematic, speedy, and efficient resignation process after the management has decided to have the employee quit, and how to reorganize the organization after the employee has resigned. The book is designed to provide a highly reproducible understanding of the process from the systematic, lean, and speedy resignation process after the management decision to ask the employee to quit, to [how to restructure the organization] after the resignation. In addition, the book is "useful* and easy to read" for general businesspersons, with "realistic negotiation techniques" that only a lawyer can provide, assuming a meeting with a problem employee, and explanations of difficult and complicated legal terms in an "interactive" format. Now is the time to solve [problems] and restore the productivity of your organization! [Recommended for...] *Managers and human resource managers who have problem employees and are having trouble dealing with them. *Those who feel that it is too hard to ask a lawyer to [fire the employee] out of the blue. [Author] Kento Nishiwaki Attorney at Law / Seiwa Law Offices Resgent is a term coined by combining the words "restructuring" and "agent," and allows lawyers to negotiate directly with employees on behalf of management and human resources personnel to improve business operations and to negotiate resignations. This service aims to improve the overall operations of companies by reducing the mental burden on managers and HR personnel and allowing them to focus on other business activities. With more than 100 cases in the past, the author has come to be known as the "amicable resignation contractor. |
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| Shipping Method | Estimated Arrival |
|---|---|
| Sea Mail | From Nov.4th 2025 to Jan.6th 2026 |
| Air Mail | From Oct.17th 2025 to Oct.21st 2025 |
| EMS | From Oct.16th 2025 to Oct.21st 2025 |
| Pantos Express | From Oct.20th 2025 to Oct.23rd 2025 |
| DHL | From Oct.16th 2025 to Oct.20th 2025 |
| UPS | From Oct.16th 2025 to Oct.20th 2025 |
| FedEx | From Oct.16th 2025 to Oct.20th 2025 |
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Some trading conditions may be applicable only in Japan.
This product (book) is subject to the Resale Price Maintenance Program. The law allows the manufacturer (publisher) to specify the sales price. We ask that your company also adhere to the resale price specified by us. In the unlikely event that you fail to do so, we may terminate the transaction. Thank you very much for your understanding and cooperation.
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Other items from this category:
The secret to getting them to quit without legal risk, emotional stress, or trouble, [I want them to quit, but I can't tell them. ......] We will show you all the professional know-how to solve this problem!
Do you have any of the following problems in your workplace?
*Repetitive tardiness and absenteeism that demoralizes other employees.
*A person who has excellent performance but makes comments such as "I'm the one who earns the money to feed you", which makes others around him or her feel intimidated.
*Disobeying the company's or supervisor's instructions and making a fuss whenever there is a problem. *People who do not follow the company's or supervisor's instructions and make a fuss whenever something happens.
*A supervisor who routinely engages in power harassment or sexual harassment
I am sure you are well aware of how these so-called "problem employees" have an unfavorable impact on the employees around them and cause losses to the company.
However, even if you are aware of them, you do not know how to deal with them and leave them alone. And the atmosphere in the workplace becomes worse and worse, and the [good employees] give up and quit from the [good employees]. ......
Mr. Nishiwaki, who has worked daily to save many such workplaces and has been called an "amicable resignation contractor" by managers nationwide for his achievements, has compiled his own methods for "getting problem employees to resign amicably" into a book for the first time.
In this book, Nishiwaki not only explains the legal procedures, but also provides a reproducible understanding of the indicators for determining whether an employee should really quit the company, the advance preparations necessary to have the employee quit "amicably," a systematic, speedy, and efficient resignation process after the management has decided to have the employee quit, and how to reorganize the organization after the employee has resigned. The book is designed to provide a highly reproducible understanding of the process from the systematic, lean, and speedy resignation process after the management decision to ask the employee to quit, to [how to restructure the organization] after the resignation.
In addition, the book is "useful* and easy to read" for general businesspersons, with "realistic negotiation techniques" that only a lawyer can provide, assuming a meeting with a problem employee, and explanations of difficult and complicated legal terms in an "interactive" format.
Now is the time to solve [problems] and restore the productivity of your organization!
[Recommended for...]
*Managers and human resource managers who have problem employees and are having trouble dealing with them.
*Those who feel that it is too hard to ask a lawyer to [fire the employee] out of the blue.
[Author]
Kento Nishiwaki
Attorney at Law / Seiwa Law Offices
Resgent is a term coined by combining the words "restructuring" and "agent," and allows lawyers to negotiate directly with employees on behalf of management and human resources personnel to improve business operations and to negotiate resignations. This service aims to improve the overall operations of companies by reducing the mental burden on managers and HR personnel and allowing them to focus on other business activities. With more than 100 cases in the past, the author has come to be known as the "amicable resignation contractor.