表 1. PM HRM ad hoc marginal pluralist unitarist Guest 1987 p
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1 ドラッカー理論における人的資源概念の検討 1. はじめに 問題の所在 personnel and labor human resource Peter F. Drucker 人的資源管理論への移行 a theory of HRM policy goal strategic integration Commitment flexibility quality 4 functional flexibility 79
2 表 1. PM HRM ad hoc marginal pluralist unitarist Guest 1987 p
3 human resource function ドラッカー理論おける人的資源概念 industrial order management function threefold job 81
4 human organization organ jobs of management
5 16 coordinate integrate judge image whole man 20 development 21 employee satisfaction passive acquiescence personal involvement 22 performance 23 responsible worker careful placement high standards of performance 83
6 information needed to control himself opportunities for participation 24 responsibility 1942 freedom 25 responsible choice release 26 duty 27 84
7 4. ドラッカーの人的資源概念の意義 personal involvement
8 manager peculiar qualities worked integrity honorable dealing personal integrity おわりに 結論と今後の課題 86
9 33 ( 日本大学大学院経済学研究科博士後期課程 ) 注 HRM HRM personnel human resources OECD 1986 OECD
10 Wren 2005 p Drucker 1950, p Ibid., p Ibid., p )Ibid., p )Ibid., p )Ibid., p )Ibid., p )Ibid., p )Ibid., p ) 本書の第一部では事業のマネジメント, 第二部では経営管理者のマネジメント, 第四部にて人と仕事のマネジメントの考察があり, 新しい社会と新しい経営 を引き継ぐ形で展開がされている. 16)Drucker(1954), p.263; 訳書,115 頁. 17)Ibid., p.263; 訳書,116 頁. 18)Ibid., p.264; 訳書,117 頁. 19) 三戸 (1971) によれば 他の資源はそれを利用する人あるいは買いとった人がその資源を自分の直接的支配下において利用しその能力を発揮せしめることができるのにたいして, 人的資源はそれを利用したり買いとった人が, それを直接的に自分のものとして利用し, その能力を発揮させることができないという点にある. すなわち, 人的資源は, それは単なる物ではなく, 人間 人格によって担われ, 人間主体と不可分離に結合せられていると言うことである と指摘されている. 20)Ibid., pp ; 前書,115 頁. 21) その動機づけが恐怖 (fear) である場合には, その能力を本当に用いることはできないと指摘する. これはドラッカーの独裁者の恐怖政治に対する嫌悪感が現れているといえよう. 産業人の未来 の中で展開されていた全体主義に関する真摯な批判は, 政府の問題としてだけでなくマネジメントの問題においても重要であると考えているといえる. 22)Drucker(1954),p.301; 訳書,182 頁. 23)Ibid.,p.304; 前書,183 頁. 24)Ibid.,p.304; 前書,183 頁. 25)Drucker(1942),pp ; 訳書,125 頁. 26) さらに, この完全な人間という考え方が導くものは, 全体主義である. この全体主義はファシズムを生み出すと指摘している. 27)Ibid., p.113; 前書,130 頁. 28) ストーリー (1992) を参照. 29)Op. cit., p.194; 前掲書,4 頁. 30)Op. cit., pp ; 前掲書, 頁. 31)Op. cit., p.348; 前掲書,250 頁. 32) 動機づけの問題に関して補足しておく. ゲスト (1987,1989) は, 彼自身の説明をマグレガー (1960) の Y 理論を含むとした点である.Y 理論は自発的に労働をすると仮定され, 労働者を経営陣がいかに有効活用するかということを考えられていた. ドラッカーも自発的労働に関しては賛成すると考えられるが,Y 理論には批判をしている. ドラッカー (1974) によれば, Y 理論の根底にあるのは, 心理学的操作 (psychological manipulation) であり, それは啓蒙された心理学的専制主義 (enlightened psychological despotism) である. そこでは, 支配者側に万能の天才 (universal genius on the part of ruler) が必要になるため, 成功しない と主張する. ドラッカーの批判点は Y 理論における管理者の全能性にある.Drucker(1974) および山下 (2005) を参照. 33)Op. cit., p.348; 前掲書,249 頁. 参考文献 personnel human resources 49, ,
11 14, , , , HRM 77, , HRM 17, P. F. D. Y 14. Armstrong, M Strategic Human Resource Management: A Guide to Action, 3 rd ed., Kogan Page. Becker, G Human Capital: A Theoretical and Empirical Analysis, With Special Reference to Education, University of Chicago Press(1976. Cole, G Personnel and Human Resource Management, 5 th ed., Thomson Learning. Dore, R New Forms and Meanings of Work in an Increasingly Globalized World, International Institute of Labour Studies(2005. Drucker, P. F The Future of Industrial Man, Transaction Pub( The New Society, Transaction Pub ( The Practice of management, Harper & Row, Publishers( Management: TASKS, RESPONSIBILI- TIES, PRACTICES, Harper & Row, Publishers.,(1974. Guest, D Human Resource Management and Industrial Relations, Journal of Management Studies, 24: Personnel and HRM: Can you tell the difference?, Personnel Management, January. McGregor, D The human side of enterprise, McGraw. Hill Higher Education(1970. Miles, R. E Human relations or Human resources?, Harvard business Review, July-August. OECD 1986 Labour Market Flexibility: Report by a High-level Group of Experts to the Secretary-General, Paris: OECD. Schultz, T The Economic Value of Education, Columbia University Press (1981. Storey, J Developments in the management of human resources, Blackwell Publishers. Wren, D The History of Management Thought, 5 th ed., John Wiley & Sons Inc. 89
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