チーム・コンセプトと作業組織の対応 : ゼネラル・モータース社の事例

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Since the 1980's, discussions of work organization such as "team concept" in automobile industry were made actively in the U.S. However, only few attempts have so far been made at research of the relationship between team concept and labor agreement. This paper is intended as an investigation of team concept and labor agreement through the field research, and discussion of the actual pattern of team concept in the U.S. This paper consists of three subjects. First, transfer and promotion rules in labor agreement between General Motors and U.A.W. (United Automobile Workers) were analized. Though such rules seem to be clear and accurate, in fact, they are complicated, easy to understand only for persons concerned, and still debatable. Second, actual conditions of team concept in this case were investigated. So far the careful study of team concept in union sector has not been enough. Third, relationship between transfer and promotion rules and team concept were analized. As the results of analysis above, three conclusions are led as follows: First, I divided transfer and promotional cases of traditional work organization into regulated field by rules and un-regulated field by rules in the case. The most striking issue is that the new transfer rule within the same classification and occupational group by seniority order was instituted in this local agreement in 1993. This new rule was classified to local agreement paragraph 304. However, secondary job openings resulting from filling jobs were not regulated by agreement and still the questions at issue between both parties. Second, though the union demanded local agreement paragraph 304, they permitted the introduction of team concept proposed by management as the bargaining point. Third, although team concept was introduced, it did not work effectively because of some reasons such as lack of motivations.
日本経営学会の論文
1999-05-30

チーム・コンセプトと作業組織の対応 : ゼネラル・モータース社の事例

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