米英独における労務管理論の比較研究
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In postwar Japan the studies on personnel administration have developed considerably and many books concerning this field have been issued. However I think, it needs the historical and comparative studies on the theories of it in every countries to intensify the study. This essay intents to generalize the theories in U. S. A., England and Germany, and find the characteristics of them. It contains the follow-(1) preface (the intents of this essay), (2) the reviewing of the principal opinions of personnel administration in U. S. A., (3) the reviewing of the principal opinions of personnel administration in England, (4) the reviewing of the principal opinions of personnel administration in Germany, (5) the temporary conclusions. I picked up the following books as the principal books in U. S. A.; O. Tead and H. C. Metcalf, Personnel Administration, its Principles and Practice, 1920, Dale Yoder, Personnel Management and Industrial Relations, 1938, P. Pigors and C. A. Myers, Personnel Administration -a Point of View and a Method, 1947, and W. H. Knowles, Personnel Management - a Human Relations Approach, 1955. In Ensgland; - O. Sheldon, The Philosophy of Management, 1924, K. G. Fenelon, Management and Labour, 1939, and C. H. Northcott, Personnel Management. Principles and Practice, 1955. In Germany; - K. Mellerowicz, Allgemeine Betriebswirtschaftslehre (zweite, verbesserte auflage) 1932, K. C. Thalheim, Sozialpolitik und Sozialreform bei Abbe, Rathenau und Ford, 1929, F. Baumgarten, Psychologie der Menschenbehandlung in Betriebe, Erich Gutenberg, Grundlagen der Betriebswirtschaftslehre, Bd. I, Die Produktion, Zweite Auflage, 1955, E. Bramesfeld u. a., Betrieb und Arbeitswissenschaften, 1954, and Erich Potthoff, Personalwesen, in: Hdb. D. Wirtschaftswisseiischaft, Bd. I, Betriebswirtschaft, 1958. After reviewing these books, I have attained to the temporary conclusions as follow : (1) the essential purpose of Personnel Administ ration is the efficiency of indivisual worker, groups of employees, or business. (2) However it has not presented itself always directly or clearly. Before the 2nd World War, it had set forth itself, but after the war the building of work-team or the achieving cooperation has become to the purpose of Personnel Administration. But ultimately the achieving cooperation attributs to the efficiency of business. (3) The elemental contents of personnel administrations systems are similar in every countries; employment management, education and training, workingtime, safty and health, wage administration, human relations management and labor relations. But the significance of every plans is different in each country, for instance in U. S. A., employment management and human relations management are attached great importance, however in England working-conditions and joint consultation plan, in Germany welfare facilities and joint management plan. (4) I think it shall be very difficult to find the reasons why these differences have grown, however it is our important theme hereafter to make them clear.
- 慶應義塾大学の論文
- 1959-12-10
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関連論文
- 古閑正元教授著:「労務管理序説 : 日本の労務管理の形成」 (経営学部創立10周年記念号)
- 労務管理の体系に関する一研究(労務管理と経営学)
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