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  • 大和 淳司
    情報・システムソサイエティ誌
    2018年 23 巻 1 号 13-14
    発行日: 2018/05/01
    公開日: 2018/05/01
    解説誌・一般情報誌 フリー
  • 高橋 伸夫
    赤門マネジメント・レビュー
    2015年 14 巻 7 号 357-386
    発行日: 2015/07/25
    公開日: 2016/07/25
    ジャーナル フリー
    組織やシステムを設計するには、まずはそれがどのように形成されてきたのかを理解する必要がある。日本企業の行動や組織を理解する鍵は「仕事の報酬は次の仕事」である。そうした思想で構築されたシステムはどのように運用されているのか。そこから理解が始まる。
  • 山田 宰
    映像情報メディア学会誌
    2019年 73 巻 4 号 626-632
    発行日: 2019年
    公開日: 2022/05/27
    ジャーナル フリー
  • 人材登用にも改革を
    田中 宏樹
    学術の動向
    1997年 2 巻 9 号 82-85
    発行日: 1997/09/01
    公開日: 2009/12/21
    ジャーナル フリー
  • 五百井 俊宏
    プロジェクトマネジメント学会誌
    2012年 14 巻 5 号 38-40
    発行日: 2012/10/15
    公開日: 2017/11/15
    ジャーナル 認証あり
  • 石田 潤一郎
    産業・組織心理学研究
    2015年 28 巻 2 号 89-101
    発行日: 2015年
    公開日: 2019/08/05
    ジャーナル フリー
    While the traditional branch of economics often assumes that people make decisions strictly to maximize their material well-being, there are increasingly many works which deviate from this paradigm and incorporate behavioral factors explicitly into economic analysis. A similar trend can also be observed in the field of organizational economics, where more attention is paid to behavioral aspects of incentive design in organizations. What issues are economists interested in, and how do they attempt to approach those issues? In this article, we overview recent developents in this emerging field, with particular focus on consequences which arise from the process of self-identification. We also discuss potential future research topics and the possibility of interdisciplinary collaboration.
  • (7) 総粉飾決算国家・日本
    環境技術
    2003年 32 巻 7 号 582-583
    発行日: 2003/07/20
    公開日: 2010/03/18
    ジャーナル フリー
  • 望月 政嗣
    繊維機械学会誌
    2013年 66 巻 5 号 283-288
    発行日: 2013/05/25
    公開日: 2023/12/07
    ジャーナル フリー
  • 藤田 衛治
    高岡法科大学紀要
    2015年 26 巻 123-158
    発行日: 2015/03/20
    公開日: 2019/07/28
    ジャーナル フリー
  • 名和 小太郎
    情報の科学と技術
    1988年 38 巻 1 号 41-45
    発行日: 1988/01/01
    公開日: 2017/06/01
    ジャーナル フリー
  • 元兼 正浩
    日本教育行政学会年報
    2003年 29 巻 51-67
    発行日: 2003/10/17
    公開日: 2018/01/09
    ジャーナル フリー
    On-going decentralization reforms in Japan are requiring local governments to function as policy-making agencies now more than ever before. Due to this change, local governments are also requesting local administrators to have policy-processing, management policy-planning, and policy assessment capabilities. Those who are administrators are asked not only to be local administrators as superintendents and supervisors, but also to be "in-school" administrators, such as principals and vice-principals. An important idea of career development includes encouraging the gradual formation of various capabilities and that these abilities for the principalship should be varied and expanded, and not only through the officials' in-service training of administrative management. This encouraging of capability should also be fostered before and after a series of discussions on possible promotions, especially in terms of personal affairs policy, beginning from the time a principal is newly employed. To say the least, the improvement of school administrators can not be achieved without this, even if the present administrative training system was fully enriched and completed. On the one hand, we can see a trend where some professional schools of various educational fields are moving towards playing a major role in the formation of capabilities of school administrators. However, some conditional supports and preparation will be required as well, such as cost-reduction for tuition, entrance fees, transportation fees, and a personnel compensation system for promoting the administrator's improvement. Compared to individual improvement alone, these incentives are vital for the overall enrichment of administrators. In other words, taking a course at a professional school will not help the administrator to truly develop. Accordingly, my paper, as a measure of principals' endowments and capabilities concerning the improvement policy for the principalship discusses personnel changes, including personnel affairs on post-transferred and interchange of personnel within a local administration, and also the principal's treatment, such as salary and allowances for administrative positions. It incorporates other issues such as administration-lead principal training programs, principal training programs, and authorizing qualified license plans in terms of "principalship personnel affairs," all concerned with principal's endowments and capabilities. With this discussion and investigation, the author brings up a proposal, too, of "Personnel economics concerning the Principal," or an "Economical approach to the personnel affairs of the principalship."
  • 城 達也
    大阪経大論集
    2019年 70 巻 5 号 29-
    発行日: 2019年
    公開日: 2020/02/26
    ジャーナル オープンアクセス
  • 山田 宰
    映像情報メディア学会誌
    2011年 65 巻 8 号 1117-1127
    発行日: 2011年
    公開日: 2013/08/01
    ジャーナル フリー
  • 藤本 理平
    情報の科学と技術
    1997年 47 巻 11 号 619-625
    発行日: 1997/11/01
    公開日: 2017/05/25
    ジャーナル フリー
    情報化社会が定着するにつれ, 経営資源として「情報」が加えられて, 情報管理部門が組織の中にその地位を占めるに至った。情報処理の面でもコンピュータ支援システムが導入されその効果を発揮しつつある。反面, 知識としての情報の内容に関する知的処理, 収集情報の内容分析, 情報検索時の主題分析, 意志決定を支援する情報の加工, 情報提供に際してのニーズ・サーベイランス等に関しては知識を駆使した情報処理活動が基調となる。企業内での情報部門の強化, コンプリメンターとしての情報担当者のあり方について, 情報処理技術とは別の観点から考察する。
  • 石山 恒貴
    日本労務学会誌
    2011年 12 巻 2 号 4-24
    発行日: 2011/06/01
    公開日: 2023/04/13
    ジャーナル フリー

    The Japanese labor system is changing from an internal labor market to an internal-external eclectic labor market. Under the internal labor market system in Japan, Japanese companies have had the strong management prerogative over human resources and control their labor force through “the right person in the right place policy”. Meanwhile, employees have been seeking job security as compensation for accepting the management prerogative to human resources.

    In line with the change in the Japanese labor market, the concept of a right to career has been suggested. This right emphasizes a career itself rather than job security. The core concept of the right to career is learning rights; therefore, it is believed that the right to career develops the general skills of employees.

    The present study interviewed 25 white-collar employees with career satisfaction and 10 career advisors who work for employment agencies. The major findings were as follows.

    (1)The combined effect of the management prerogative over human resources and the right to career contributes to the development of specialized skills for employees. With regard to new employees, the effect of the management prerogative to human resources is greater than that of the right to career. After employees have developed specialized skills, the effect of the management prerogative over human resources decreases and that of the right to career increases.

    (2)Employees recognize their area of specialization as a core element of employability. Therefore, it can be assumed that employees consider their area of specialization to be skills they have acquired by developing their general skills. However, in reality, their specialized skills are a combination of both company-specific skills and general skills.

    (3)It is suggested that employees cannot develop their careers in an effective manner without the combined effect of the management prerogative over human resources and the right to career.

    The implications of the present study are as follows:

    (1)Employees should recognize the combined effect of the management prerogative over human resources and the right to career and avoid underinvestment in skills through the management prerogative to human resources.

    (2)On the whole, the right to career appears to be compatible with the management prerogative over human resources. At the same time, companies should seek a balance between the two. Specifically, companies should focus on the exercise of the management prerogative to human resources in the case of new employees. After employees have developed specialized skills, companies should turn their attention to the exercise of the right to career.

  • -ファッション工学を標榜する-
    大谷 毅, KIM KyoungOk, 高橋 正人, 乾 滋, 森川 英明, 高寺 政行
    日本感性工学会論文誌
    2014年 13 巻 5 号 629-668
    発行日: 2014年
    公開日: 2015/01/30
    ジャーナル フリー
    In “Cool Japan,” the government has been trying to promote the internationalization of the fashion business by Japanese companies as a national policy since 2005. The aim has mostly failed, and only partially completed efforts have been confirmed. Consequently, the presence of the Japanese fashion business remains weak in the global fashion market. The purpose of this paper is to explain the cause.
    While the domestic fashion market has experienced rapid growth over the 50 years following World War II, fashion companies have not shown an interest in foreign markets. Designers of ready-to-wear apparel have followed the fashion styles of Paris and Milan. As long as fashion companies were realizing growing revenues, top management of large-scale fashion companies supported these trends. Top management did not delegate significant discretion for designs to the chief of design, and chief or creative directors had uncertain roles.
    As a result, designers may have lost their creativity in a commercial sense, and the chief of design is no longer responsible for sales. Top management has given more priority to modelisme than stylisme. Much interest was focused on mistakes in the product details rather than customer profiles. Senior management understood that we had efficiently conducted our fashion business in this manner.
    It became impossible to assume the risk associated with international market expansion. In the 1990s, the price of the property price in Tokyo decreased after collapse of the bubble economy. It attracted the famous fashion houses of Europe to the burgeoning commercial areas of Tokyo. On the other hand, Japanese entrepreneurs were unable to recover markets lost to the Europeans, even by expanding into foreign markets.
    Despotic leadership is necessary for the success of the fashion business. As for the company form, possession and management should be the same one. The entrepreneur should delegate the necessary discretion to the chief of design. The chief's discretion will depend on the decision premise, which precedes the first stage of fashion design. The design of fashion clothing will be added according to going through the manufacturing process. The virtual “design chain” is determined by the chief of design.
    The manufacturer of ready-to-wear is to “make to stock.” If nobody buy it, ready-to-wear would not exist, and the values are not found. The defects are caused at the design of the first stage. The cheif should owe its responsibility.
    This business depends on the sensibility or affection of humans, which is difficult to understand. However, the design chiefs of the textile manufacturers have promoted abduction about the decision premise of the chief designer at Maison. Therefore, marketing activities are being conducted aggressively. The role of a fashion designer of ready-to-wear clothing is different from that of an artist.
    From a large chaotic space, a “subset” is extracted. Subset is action space that is shared by certain people. It is assumed that a subset of these is represented by several people, model. Therefore, the task of the chief gives silhouette in this model. If we assume that the silhouette is supported by action space, sellable products can be designed. Action space may exist globally across the border. In many cases, global properties for global markets are lurking among these.
  • -ファッション工学を標榜する-
    大谷 毅, KIM KyoungOk, 高橋 正人, 乾 滋, 森川 英明, 高寺 政行
    感性工学
    2014年 12 巻 4 号 443-487
    発行日: 2014/07/31
    公開日: 2023/05/31
    研究報告書・技術報告書 フリー
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