With the world economy and market assaulted by a rapid succession of changes, there is a crucial need for Japanese industries to review their approach to management and their managerial systems. Through trial and error, industrial managers are struggling with the dual challenge of meeting the increasing demands of today's world, such as acknowledging and respecting diverse values and helping employees to achieve self-fulfillment, and reducing the number of employees in order to survive. In this paper, we propose a new merit rating system which addresses both of these goals: the survival of the industry amidst the many changes taking place, and the self-fulfillment of individual employees, and which aims at developing employee capabilities. This system is based on cognitive science. Conventionally, the ability of the individual to accomplish his or her job has been evaluated in terms of abstract concepts. Our system, however, approaches the question using a mental model inherent in an individual. According to this approach, the essential ability of an individual to carry out his or her job is based on a network of various capabilities such as the knowledge, skills, and behavior of that person, which are particular to that person alone. This group of linked capabilities is what we call a "job accomplishment schema", and is defined as follows: "A job accomplishment schema is a group of linked (networked) knowledge, skills, and behavior relating to job accomplishment. As new knowledge, skills, and behaviors are acquired, they are combined with the existing job accomplishment schema to form a configuration in which learning facilitates further learning." Thus, the job accomplishment schema is configured and reinforced by putting it to use. The elements that go into configuring a job accomplishment schema are known as job accomplishment constituent schemata, and the standard package of job accomplishment constituent schemata that form a group is referred to as a job accomplishment constituent schema model. The job accomplishment constituent schema model is a linguistic model used to describe an individual's job accomplishment. If there are 100 employees doing the same job, there will be 100 job accomplishment schemata. When a large volume of job accomplishment schemata data has been compiled concerning a particular job, profiles of the job accomplishment schema which help the employee to achieve good performance in the job can be discerned. This is called a prototype of that job accomplishment schema. By selecting a prototype which closely matches the job accomplishment schema for his or her own job, the employee can narrow the focus of ability development to a more manageable range. At the same time, the employee can improve his or her own job performance through job accomplishment which is most suited to that particular employee. This motivates workers to do their best work and leads to self-fulfillment. It can be anticipated that there will be several job accomplishment constituent schemata which fit the prototype of any one job. This forms what we call an essential constituent schema. The essential constituent schema consists of basic abilities which are indispensable to the accomplishment of that job. As the essential constituent schema for the various jobs in an industry become clear, jobs can be assigned to employees who possess the appropriate essential constituent schema and whose job accomplishment schema profile resembles the prototype for that job. This will lead to more effective results in the work and to self-fulfillment on the part of the employee.
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