The diversification of employment and work styles in organizations is progress in Japan. It is important to show how to manage a diversified organization. Using the concept of faultlines, which are hypothetical dividing lines that may split a group into subgroups of people based on their multiple attributes and assess diversity quantitatively, this paper examines the relationship of influences of a structure of diversity (the faultline strength and the number of subgroups) and a method of communication within an organization. It is verified by an agent-based model based on a survey of Japanese organizations. As a result, this paper clarified that appropriate communication is related to a goal and the structure of diversity of an organization. Therefore, it is necessary for a manager to grasp a structure of diversity of an organization and to design a method of interaction along with a goal in an organization.

The goal of this study is to clarify the effect of policies for promoting innovation at SMEs by local government Osaka city. For this purpose, this study takes as a case of the innovation promotion policy: “Osaka Top Runner Project”. Empirical research based on interviews and questionnaire surveys revealed the following two points. First, the promotion policy indicated the effect of acquiring informational resources that complements the problem of “information asymmetry” in small and medium-sized enterprises. Second, this study found that small and medium-sized enterprises not only acquire firm-specific informational resources, but also try to create new resources by utilising resources acquired by the support of Osaka Top Runner Project. From the above, the innovation promotion policy urges small and medium-sized enterprises to acquire information resources, and my study has built a hypothesis that acquisition of informational resources is a trigger and lead to the creation of resources by small and medium-sized enterprises themselves.