自己管理システムの可能性 : ミスミ社を中心に

スポンサーリンク

概要

• 論文の詳細を見る

• Japanese-style management has been praised over the world as an ideal model of management. However, it has been facing a deadlock since the late 1980s, and nowadays it is suffering of a deep crisis. Some enterprises make their efforts to overcome the crisis. This paper aims to discuss the essence and possibilities of the self-managing system through a case study on Misumi corporation. Misumi has been aiming at self-managing organization under the catchphrase saying that "freedom and self-responsibility". At Misumi, the managers have not emphasized their positions and status through those symbols such as job titles, departments and sections, uniform, commodious office, and parking zone only for directors' use. As an organization Misumi is not centralized but decentralized. Therefore, there are little explicit order and oppressive controls from the management at Misumi. On the other hand, the legitimacy of decision-making system within Misumi corporation is still sought from the ground of economic rationality. The self-responsibility which is given to employees is nothing but the self-responsibility that is expressed through those codes such as annual salary, profits sharing, stock options and so on. Misumi has been self-organized by pragmatic codes referring to rationality and efficiency. Misumi is neither centralized system nor managed system. However, it is difficult to say that Misumi is self-managing organization in the exact sense of the term. It can be pointed out that Misumi is a quasi-self-managing organization. In point of fact, if a social system is "explosive production" which seeks to maximize exchangeable values and profits, it cannot be self-managing system in the true sense of Jacques Attali's definition. There was not true self-managing system even in a socialist society in which private ownership of capitals is allowed, and such a system may not exist or appear from now on, either. If so, why should we argue on such self-managing system that may not be able to be ever realized? Which implications can be discovered in the contemporary Japanese-style management in crisis? It is meaningful to discuss these questions, because to explore the model of self-managing system will help to develop a theoretical and practical alternative to convert present crisis to a more desirable new social system. To study the possibilities of the self-managing system can be useful for making such a model that promotes internal communications within an organization and leap decentralized and self-managing system. Network organization is an organizational pattern to increase the possibility. The crisis can be a generator of urging a corporation to convert its bureaucracy with a centralized and managed system to network organization with a decentralized self-managing system.

著者

• 朴 容寛

  島根県立大学総合政策学部

関連論文

• 「畏(かしこ)まる」文化と「賢(かしこ)がる」文化 : 忠臣蔵と春香伝を中心に
• 官僚制論の変遷とネットワーク組織
• 自己管理システムの可能性 : ミスミ社を中心に
• 経営管理論の変遷とネットワーク組織(横田禎昭教授退職記念特集)
• ヒエラルキー組織論批判とそのオルタナティブ : コミュニケーション的組織論への展開
• 異文化理解における複眼的思考 : 日韓文化の同質性と異質性を中心に(横田禎昭教授退職記念特集)
• ネットワークの意味合いとそのタクソノミー(しまね学の形成に向けて)
• 新しい社会運動とネットワーキング

スポンサーリンク