成果主義における目標管理 : 基礎理論からの一考察
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概要
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The result-oriented pay system has become widespread from 1990 onwards in Japan. But in recent years the system has come to attract criticism. One reason is that problems connected with management by objectives within the system have begun to appear. The aim of this paper is to consider these problems from the point of view of the discrepancy between theory and practice. Peter F. Drucker's ideas and Douglas McGregor's "X-Y theory" are treated as fundamental theories for management by objectives, and FUJITSU is treated as a typical example of incorrect practices. In conclusion, management by objectives, incorporated within the result-oriented pay system, downplays the making of a chain of objectives. Furthermore, in contradiction to this management style's fundamental theories, it seems to bring about the destruction of teamwork and motivate inconsistently.