The objective of this study is to clarify the conditions that cause the formation of in music classes. First, we went over documentation about and sorted the stated concepts of to derive the conditions that cause the formation of . Then, we designed a class incorporating those derived conditions, implemented and analyzed the class to see whether or not had been formed, and, if so, how it had been formed. Finally, we considered the conditions that result in the formation of based on analysis. We derived the following two items as conditions for the formation of : 1. The mutual relation of an issue each individual has will form a common issue. 2. There are occasions in which each individual can express by words and/or deeds what he/she thought about the common issue, in order to pursue his/her own issue. In addition to these conditions-that form in music classes, there are the following three causal conditions: 1. Using teaching materials that can easily elicit an individual's unique and subjective cognition of music. 2. Pursuing a issue relating music, words and movements. 3. Expanding the contents of the common issue from parts of the music to related parts of the whole.

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事業成功のためには組織力の強化が必要であるが, その中でダイバーシティは1つの重要な視点である。少数意見を出しやすくする, 問題解決に向けた新たな方法を導く。そして革新的な発想を促す, といった点でダイバーシティは効果的な組織環境の構築を可能にする。すなわち「集団思考」が陥る罠の回避に役立つのである。現代のビジネス・マネジメントにおいては, ダイバーシティの強みを取り込んだ組織作りを積極的に行うことが提唱されている。欧米の国際石油企業 (IOC) はその企業が操業するさまざまな国をより深く理解して対処し, そこでの従業員のやる気を向上させるために, ダイバーシティを積極的に活用している。ダイバーシティが成功への鍵だと考えられているのである。現在, 女性や少数民族出身の従業員はこのような企業においてその数が増えているだけでなく, 成果主義に基づく昇進が可能だと感じている。インクルッシブネス (受容性) の促進は, IOCにおいてダイバーシティをうまく実施するための重要な要素である。日本におけるダイバーシティは, これまで主に政府主導で促進されてきたように思われる。石油関連の組織も含め企業はダイバーシティを将来的な企業競争力を強化する要素とみなし, さらなる一歩を踏み出す必要がある。女性や外国人採用を増やすだけでなく, 能力に基づき仕事や意思決定により深く関与させることが必要である。ダイバーシティの促進はコマーシャル・スキルの開発, 能力主義に基づく昇進, また本社と海外事業間における人的資源のさらなる融合など, 組織的な施策の一部として行なわれなくてはならない。

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An "emotion-based" method of idea construction for developing products and services. Proposal of a method that does not depend on the language information of functions or specifications, but utilizes the visual information obtained through images. A design method to visualize scenes from images, focus attention on emotions among characters on the scenes, and thereby compose UX scenarios.

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A group decision making process is often adopted for creating, comparing and prioritizing multiple alternative solutions to a problem. This paper proposes a semi-structured discussion approach involving Delphi type interaction for properly managing such a group decision making process. The approach divides a whole discussion process into several rounds, and, at the beginning of each round, the members' overall evaluation scores on the solutions at the time are aggregated and their distribution is visually feedback to each member. This makes it apparent how differently minorities evaluate the solutions. As a result, the focus of discussion is spontaneously drawn to, for example, background information of the difference. This can prevent the group from falling into and lead to a higher quality decision integrating the intellectual contributions of not only majorities but also minorities. Further, laboratory experiments are conducted to confirm whether the proposed discussion approach works as expected.

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Organizations working for the elimination of Chlamydia-triggered blindness (trachoma) follow the WHO SAFE strategy (surgery for trichiasis, antibiotics, face washing and environmental changes) with the aim to achieve a minimum of 80% of children with clean faces in endemic communities, mass treatment covering the whole district with trachoma rates of 10% or more and surveillance plans. Trachoma recurrence that is common after implementing the SAFE strategy 3, 5 or even 7 times evidence that the cognitive processes requiring assimilation and integration of knowledge did not register with parents, caretakers and children. Moreover, repeated awareness campaigns to improve hygiene did not systematically produce irreversible changes of behavior in neglected populations. In view of this evidence, the rational behind mass drug administration as the mainstay of preventable blindness elimination demands a wider scope than simple mathematical models. The reluctance to see disappointing outcomes that leads to repeated interventions may suggest from a sociologic point of view that the strategies are products of those evaluating the activities of those who fund them and vice versa. A similar articulation emerges for reciprocal interactions between researchers and those judging the pertinence and quality of their work. So far, the lack of autocritic elimination strategy approaches may expose inbred circles that did not properly grasp the fact that antibiotics, trichiasis surgery and education limited to improvement of hygiene are inefficient if not associated with long-term basic educational actions in schools.

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The purpose of this study was to evaluate the stimulating efficacy of the cooperative learning in a basic step of the college education. In the beginning, the author surveyed some preceding studies which full of interesting suggestions on motivation and cooperative learning, and then the efficacy of the motivational structuralization was evaluated by four points of view that is the subjective behavior, the objective behavior, the achievement goal tendency and the intentional text expression based on the questionnaire reply. The jigsaw method was carried out according to the three-stage system in this classroom. In conclusion, learners had promoted the objective behavior, showed the deep interest and intensified the challenge will, also had kept the motivation positively against the problem-solving. And the learners’competitive-orientation and voluntary-orientation were intensified as the achievement goal tendency. As compared with the above, learners that reduced the objectives behavior did not improve their social communication skills but intensified partly their voluntary-orientation. In that classroom, the at the cooperative learning occurred and became a major hindrance to cultivate their skills. That is, the interaction at the problem-solving situation was transformed into the . It seemed that the main factor was a long-range outlook as the belief of learners to enter the college.

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本研究は, 集団成員がポジティヴな誘意性をもった所属集団から排斥されることに対して抱く不安, すなわち排斥不安が, 集団問題解決場面における情報処理過程に及ぼす効果を実験的に検討するとともに, 排斥不安が高い状況における集団の情報処理に及ぼすリーダーシップ行動の効果をも検討したものである。
第1実験では, サクラ2名, 験者3名からなる5人集団を16集団構成し, 排斥不安高群・コントロール群の2条件にそれぞれ8集団ずつ配置し, 解決の正確度, 及び, 情報処理変数を従属変数とした実験を行なった。排斥不安は, 討議終了後, 他の成員からネガティヴな評価を受けた場合には電気ショックを与えると教示することによって操作した。また, 全被験者に, time-pressureを喚起した。課題は, 被験者が全ての情報を提示すれば正解に至ることが可能であるようなパズル問題を用いた。実験の結果, 排斥不安が高い成員から構成される集団では, 正解に至る率が低下することが見いだされた。これは, 排斥不安が高い群においては, 情報の利用度が低く, とりわけ, 討議後半において与えられた情報を発言の根拠として利用する頻度が低いという傾向と関連していることが見いだされた。
第2実験では, 排斥不安の高い成員から構成される集団の問題解決に及ぼすリーダーシップ行動の効果を検討した。リーダーシップの一般行動形態であるP行動, M行動 (三隅, 1984) を, 討議集団という特殊性を考慮した上で導入した。リーダーシップ条件としては, P行動 (成員に対して, 反対意見を言うよう, 論点の多面化を行なうように圧力をかける行動) とM行動 (成員の緊張を緩和し, 討議に参加することを促進する行動) を共に発揮するPM条件, P行動のみを発揮するP条件, M行動のみを発揮するM条件, P行動もM行動も発揮しないpm条件 (第1実験の排斥不安高群) を設定し, PM条件, P条件, M条件にそれぞれ5集団を配置した。実験の結果, P行動とM行動は, 集団の情報処理に相乗効果を及ぼすことが見いだされた。すなわち, リーダーシップP行動だけ (P条件) では, リーダーシップ行動を導入しない条件 (pm条件) と同程度の情報処理しか行なわれなかったが, P行動にM行動を併存させた場合 (PM条件) には, P条件, M条件を上回る情報処理が行なわれた。
本研究の結果を, 集団に成立していた集団規範の面から吟味し, 集団的浅慮との関連を議論した。

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Iwai(1997) and Iwai(2002) presented a model of decision support system which affords anonymity to the participants and prevents the syndrome(Janis(1972)). Starting from a framework of the environmental contingencies of GDSS(DeSanctis & Gallupe(1987)), this paper examines the attributes of the experimental system and shows how a characteristic of anonymity can remain with a limited number of participants.

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The study aims to propose a resolution for the causes of the lack of creativity in Japanese firms based on theories of groups and creativity in psychology, cognitive science, and organizational behavior. First, it reconfirms the definition of creativity in business and reviews the relationship between groups and creativity as a basic theory of group creativity. Next, I propose three conditions for creativity in business: promoting creative team learning, encouraging creative thinking attitudes in individuals, and generating creative deviance in organizations. In addition, the causes of lack of creativity in Japanese firms and their prescriptions are discussed according to these requirements. Finally, the academic and practical implications and future research directions are presented.

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In this study, I attempted to examine the functions of mutual helping in a team activity that take place on the members’ individual growth and team transformation as a whole in terms of merits and demerits. With regard to the benefits of mutual helping, as a driving force in promoting the development of teamwork, I argued the benefits of expanding the members’ horizons, sharing goals, and smooth communication coming into play. In addition, I shed light on the problems of team errors, pluralistic ignorance, and

as adverse effects to be aware of. From the perspective of the theory of learning organization, I discuss possible effective strategies to overcome the pitfalls posed by these adverse effects such as promoting team learning, building psychological safety, and making a team function as a secure base.

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本研究は看護師長が認識する「サクセスフルな部署運営」と，「サクセスフルな部署運営」を達成するための看護師長の取り組みを明らかにすることを目的に行った．調査は300床以上の総合病院1施設に勤務する看護師長経験が5年以上の看護師長9人を対象とした．1人当たり60分程度のインタビューを行い，看護師長が認識しているサクセスフルな部署運営とはどのようなものか，そのためにどのような働きかけを行っているのか，詳しく聞き取った．修正版グラウンデッド・セオリー・アプローチを用いて分析を行い，分析テーマを『看護師長がとらえる「サクセスフルな部署運営」とは何か，看護師長は「サクセスフルな部署運営」を達成するためにどのような取り組みを行っているか』と設定し分析を行った．分析の結果，19の概念が抽出され，7つのカテゴリーにまとめられた．看護師長たちは【看護師の個性を把握する】【他者の視点を取り入れる】【看護師の主体性を引き出す】ことから【計画を練る】土台を作っていた．一方で【話し合いができる風土を育てる】ことにも取り組んでいた．話し合いができる風土が醸成された段階で，看護師長が考えた構想を看護師に提案することで【皆がかかわる部署運営】を引き出し，【継続性のある看護の質向上】を主導していた．看護師が変わったとしても同質の看護を提供できる部署を導出するために，看護師長は看護師との話し合いによる部署の意思決定を行っていると考えられた．

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