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D. Leonard 『知識の源泉―イノベーションの構築と持続』
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Leonard
1.
強みが弱みになる ~レナードの コア・リジディティ論 東洋学園大学 現代経営学部 赤尾充哉
2.
コア・ケイパビリティとコア・リジディティ • ドロシー・レナード –企業の強みであるはずの コア・ケイパビリティが、 企業の弱みである コア・リジディティに 変異する現象を指摘 (1995年)
3.
• コア・ケイパビリティ –企業の中核的な組織能力 –時間をかけて築かれる –簡単には模倣されない –持続的な競争優位をもたらす
4.
• コア・リジディティ –強みであるはずのコア・ケイパビリティが変異して、企業に 硬直性をもたらすようになること –企業外部の新しいものに 目を向けられなくなる –いままでうまくいっていたことに、 過剰に力を入れてしまう
5.
コア・リジディティに変異する理由 1. 経済学的理由: –新しい方針に移行すると、 • 現行の製品ラインを食いつぶす (カニバリゼーション) •
現行の知識やスキルを無価値なものにする (サンクコスト)
6.
2. 政治学的理由: –新しい方針に移行すると、 自分の権力・地位を失うことになる 3. 行動学的理由: –現行の知識を拡大する慣習に影響される
7.
行動学的理由の詳細 1. 過去から築き上げられてきた 組織ルーティンの影響を受ける 2. 古いプロセスで高業績を上げていると、 それ以外の優れたプロセスを 不適切とみなしてしまう
8.
3. 新しいことを試してみようという 実験がしづらくなる 4. 外部の知識を取り入れるのに失敗する ←・新しい技術を正しく評価できない ・特定の顧客層に耳を傾けすぎる
9.
コア・リジディティに陥らないために 1. 問題解決のアプローチは、 個人個人のバックグラウンドや選好に よって違う → 異なる個性を混合して、 互いにぶつけ合うことによって、 創造的な知識構築活動を刺激する 創造的摩擦
10.
2. 新しいシステムの開発には、 システムのユーザーを関与させる 3. 実験によって「前向きな失敗」を することを奨励し、 失敗から学ぶ学習プロセスを確立する
11.
4. 外部の知識を積極的に導入する – 自社に足りない知識を把握 –
必要な知識がどこにあるかを特定 – 外部の知識へのアクセス方法を確保 – 技術の橋渡し役になる従業員を 特定・活用 – 外部の技術を拒絶する組織文化を打破
12.
5. 新製品の開発には、 開発者自身が直接、製品ユーザーと コミュニケーションをとって、 ユーザーと一緒に製品コンセプトを 作り上げる 共感的手法の 市場調査