Group testing, the simultaneous testing of more than one unit be one test, can provide a substanial economy. The procedure of simultaneous testing is described i two situations : (1) When retesting of conforming units in groups is necessary. (2) When no retesting is required. In this paper, a concept of group fraction defective is newly introduced and group testing situations with retest and without retest are respectively investigated from the economic viewpoints. Concretely, the procedure for deciding the group size of the group testing without retest is presented which minimizes the expected cost instead of the expected numver of tests needed. The preliminary testing for deciding the adoption of group testing is also considered from the economic veiwpoints based on prior information about the lot quality.

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New logic for business management and information is not a formal logic, but a value logic. In order to save human beings from the crisis of extinction, it is necessary to have a value logic based on the value. Value logic is a logic where the highest value for human beings is the achievement of their life continuity and which is based on the concept that it has the means to evaluate the value proposition in accordance with their contribution to the continuity of life. This value logic has the following contents, properties and characteristics. (1) The value criteria of value logic are defined as three valuable groups, namely some value 1,ambiguous value α, valuelessness 0. (2) Logical negation, product, sum, and quotient are defined. (3) Logical quotient made applicable to the solution of the problems concerned with the perpetual exitence of human beings and their living.

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The design problems on effective work groups are found within the interrelation of group behavior and group effectiveness, but it is difficult to define the interrelation structurally and determinately. Therefore it is essential to build up the conceptual frameworks and realize their operational development in order to produce a design method on the effective work groups. Thus the paper shows the followings on the frameworks and some basic compositions; cognition of the design problems, conceptualization of the design method, methodological frameworks, and systematization of the recognition systems.

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In multiobjective programming, the number of nondominated solutions is usually too large for a decision maker to find a preferred solution among these nondominated solutions by comparing each other. A method is proposed for effectively and consistently reducing the set of nondominated solutions to find the global preferred solution. First, the nondominated solutions are clustered by using a hierarchical clustering method. Secondly, along the hierarchical structure of these clusters, some clusters are demonstrated to the decision maker for rejecting the worst cluster in sequence. A numerical example is shown to demonstrate that this technique is practicable.

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We already suggested a multidimensional classification method for predicting the probability of goal attainment in designing work groups. The method is called MDCP-I and its role is modeling conditional probabilities for the predicting. An attribute space in the MDCP-I is used for the modeling. Then methods for selecting the entities' attributes to construct the spaces were suggested from the viewpoint of the AIC minimization. For the modeling, this paper suggests a method (this is called MDCP-II) for utilizing the attributes which were rejected in the selecting.

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This paper is intended to detect the condition of Japanese leadership, First, the condition of Japanese leader in Nakane's theory is confirmed. Second, it is found from examining Tuda's "Theory of Japanese Management" that the condition of Japanese leadership is that leader ought to be regarded as "God" by members. Therefore, it is concluded that Japanese leadership should be that leader gives members "Ikigai" by exercising the principle of "acceptance".

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Questionnaire was conducted on group work leaders in the manufacturing industry. The floowing are the analytical results of the questionaire. Qestions were given about methods of work allocation among group members, each leader's concept about group working, and effectiveness, necessity, and future prospects of group working. In makin analysis, size of each group, rate of each leader's direct work in his total work, and rate of cooperative work in the total work of a group were considered as the three major attributes of group working. By showing a hypothesis, the author verifies that the said three factors affect leaders' awareness about group working.

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