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ゆとりのある組織について
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ゆとりの法則を基に、ゆとりのある組織(=変化できる組織)についてまとめた。
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ゆとりのある組織について
1.
ゆとりのある組織について 稲盛 徹
2.
今日話したいこと ● 変化できる組織について話をしたい ○ そのために必要な ■
ゆとり ■ 効率 ■ 信頼関係と権限移譲 ■ 安心と恐怖 ■ リーダーシップ ■ 学習できる組織の条件 等について話をしたい
3.
元ネタ:Tom Demarco『ゆとりの法則』 - 作者は、『ピープルウェア』『デッドライン』のTom Demarco -
大まかな構成は 1.ゆとり 2.ストレスが組織に与える影響 3.変化、成長、組織的学習 4.リスク選択とリスク管理 になるが、今回は3の組織的学習につながるところを つまみ食いする。 出典:ゆとりの法則
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ゆとりとは - 「ゆとり」=「変化を実現するための必要な自由度」 - 組織の「効率性」を高めることと、ゆとりを持つ(=変化に備えて投資する)ということ は相容れない -
組織の「効率性」を高めると、組織の変化がしづらくなることがある 例: - マルチタスクによる切り替えコストの増大 - 稼働逼迫によるタスクあたりの処理速度の低下 - 人的資本の流出による膨大なロス
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知識労働者を「管理」するためには - 知識労働者には、金銭的報酬以外に、やりがい(成長機会等)が重要になる。 - 知識労働者には、組織の権力構造ではなく、謂わば各人が持つ「信頼貯金」を基 に、権限を行使した
と思われない様に「管理」をしなければならない。 - ビジョン - リーダシップ - 権限の移譲 - 管理権限は、上意下達の構造ではなく、組織内に組織全体に広がっている。 -
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信頼、権限移譲、恐怖について - 信頼貯金を生み出すコツは、信頼される前に信頼することである。 - つまり、権限の移譲(=プロセスの所有権を、広くその仕事を行っている人の手に行 き渡らせる)を行うのが良い。 -
移譲された権限には、失敗する権限も含まれる。 - 失敗は権限を移譲する側にとっては恐怖だが、だからこそ移譲された側にとって、 モチベーションにつながる事となる。
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中間管理職の役目とは何か? - 一見、中間管理職は、組織の階層構造の上下の隙間を埋める以外の存在理由が 無いように思える。 - が、中間管理職の主な任務は「再生」である。 -
この再生という任務は、「組織の機能の力学を検証し、切り離して分析し、再び組み 立て、企業が前進できるような新しい組織モデルに作り直す」ということを意味す る。 - そのためには、 - 適切な「ゆとり」を確保し、変化に備え - メンバーを信頼することで、信頼貯金を蓄え - 初めて行う業務への挑戦(変化)への嘲笑に対する恐怖を組織から取り除き - 適切に学習できる環境を整備 - する必要がある。
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チームで仕事をすることの学習効果について - 典型的な学習プロセスは以下の4種の要素で構 成される。 - 学習者 -
指導者 - 教材 - 共同学習者 - これはチームで仕事をすることで、それぞれの要 素が - メンバー - 対象分野に経験の深い別メンバー - 製品やプロジェクト - 一緒に学び始めたばかりのチーム・メンバー - が該当するとため、チームでの仕事は学習効率を 上げることにつながる。 出典:ゆとりの法則
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管理の方法の学習について - 管理者が管理の方法を学習するにあたって、孤独であることが多い。 - しかし、チームで学習したほうが効率がいいので、管理チームを構成するのが良 い。 -
組織内での競争が無いことが前提である - 管理の方法も含めて、学習には時間がかかることを考慮する。 - 上記理由より、学習できる組織にするためには以下の条件が必要となる。 - 組織から内部の競争を排除し、管理者同士で協力、協調、共有ができるように する。 - 新しい技能をベテランより遥かに遅い速度で遅い速度で練習する機会を与 え、試練の練習段階にたっぷり時間をかける。
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まとめ - 『ゆとりの法則』は結構面白いので読もう。 - 信頼関係を作り、管理における「ゆとり」を持てるようになりたい。 -
個人としても、自分の身の回りの組織にしても、変化に対して、対応できるような形 にしていきたい。
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Appendix
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閑話休題:間違った管理の第二法則 - 間違った管理の第二法則:「自分自身のユーティリティ・プレーヤーになれ」 - 悪意なく(むしろ善意で)、メンバー が忙しいことに遠慮して、管理者 が実タスクを自分自身で背負い 込むことがあるがこれはまずいや り方である。 出典:ゆとりの法則
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閑話休題:間違った管理の第二法則 - ユーティリティ・プレーヤーとして仕事をこなしてしまう理由として、 - 管理という成果が目に見えない仕事を組織の中でアピールできず、具体的に成果 が見せやすいタスクをこなしている見せる保身 -
管理という不定形の仕事を行う挑戦からの逃避 などが考えられる。 - しかし、管理者は、やるべきでない仕事をやるのではなく、難しかったとしても管理に挑 戦すべきである。
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閑話休題:リーダシップとは 1. 方向性を明示する 2. 短期的には痛みが伴うことを素直に認める 3.
フォローアップする 4. フォローアップする 5. フォローアップする - 1.だけ行うことがリーダシップではない
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