経営組織と人的資源開発に関する一考察(人的資源開発に関する研究,共同研究)
スポンサーリンク
概要
- 論文の詳細を見る
I began my consideration of this theme with the assumption that the effectiveness of a business organization involves human resources development. I thus propose a mathematical formula to express the effectiveness of an organization as a ratio of management functions to the constituent members of the organization. The formula based on the relationship between the effectiveness of a business organization and human resurces development is given below. [numerical formula] The fundamental point is the methodology to create a situation which allows the adaptation of management functions to qualitative changes. This is accomplished by including the education, training and operation manuals intended to strengthen the capabilities, willingness to participate, motivation and mutual communication of the constituent members of the organization. In order to clarify the background of a theory on human resources development, it is necessary to analyze the actual conditions of business organizations. It has been confirmed that, in a business organization, human resources are left in their crude form in a large number. It has also been confirmed that human resources development and human talent fostering are difficult tasks. Hence these problems are related to what, I consider human behavior. It is due to the setting of purposes by individuals (propensity for the possession of purposes) that human behavior is involved in participation in, and the formation of, an organization. Thus it is because human dependence on cooperation underlies there. The essential objective of human dependence on cooperation is to eliminate anxiety (Angst) and fear (Furcht). The desire to eliminate anxiety and fear lies at the very root of the motivation to work. Anxiety and fear affect the physiological organic information system which determine the physical functions of humans. A physiological organism operates under stimuli from its internal and external environments. In the internal environment, when impulsive energy is received at both conscious and unconscious levels, defensive actions result. When a human receives and perceives stimuli from the external environment, his sentiment and emotion react to repeat actions for self-defense. The solution to the problem of eliminating anxiety and fear is brought about by the production of values by the act of working. As the organizational structure is maintained by elucidating authority and obedience, organizational actions and organizational ethics, its necessity has been clarified by discussing the behavior of the constituent members of the organization. The rationality of organizational functions can be clarified by considering the influence of the relationship between structural hardware and functional soutware, because a business organization consists of a combination of this hardware and software. Determination of the structure of anorganization is to define the functions of the organization, and the diversification of organizational functions would induce changes in organizational structure. Thus, whereas there may arise the problem of the combination of many different organizational functions, depending on the way in which management objectives are set, this would not immediately induce changes in organizational structure. However, the organizational structure would change through qualitative changes in functions. Transformation of functional software arises from the implementation of measures to develop human resources. Trying to introduce an educational system or motivation to strengthen the capabilities of the constituent members in terms of the ratio of management functions to the members would facilitate the attainment of management objectives. On the other hand, diversification of management objectives can be handled by expanding the range of and further differentiating the functions. This paper discuusses how the strengthening of the individual capabilities of the constituent members of the organization can help solve the problems that have been set.
- 日本大学の論文
- 1992-03-20
著者
関連論文
- 産業構造の変化過程に関する研究
- 経営組織と人的資源開発に関する一考察(人的資源開発に関する研究,共同研究)
- 経営組織原理の普遍性 : 労働意欲の形成とその環境(経営,国際経済と産業・経営の諸問題)
- 産業構造変化の動向と企業行動