【英語要約】最高の組織全員の才能を極大化する

Review

What is your impression of the word organization? The words "organizational interests" and "organizational dynamics" come to my mind first. For the benefit of the organization, the word "destructive private service" is also associated with subordinating one's circumstances.

From the time I started working, I always felt uncomfortable with the tendency that the unfathomable pressure of common sense of working people was prioritized over dignity and happiness as a person. If you increase the resolution of the organization, you should become a member of each person. We want to aim for an organization in which all of them can unleash their individual potential to the maximum in any form.

The proposition of how each member shines will be a problem for everyone in running an organization. I've always imagined what it would look like when looking at the surrounding scenery from the side of the member, rather than the circumstances of the organization. Don't be fooled, but the effort to get to know people is not wasted. This is because in the process of devoting energy to each person, reproducible laws for approaching their ideals become apparent.

The more you pursue your ideals, the more you run into real problems. I've been facing it all the time and I'm worried almost every day. However, as I held discussions with company members, seniors and friends in the startup industry, and various experts and reflected them in the management, I could see the rules, albeit vaguely.

This book attempts to be honest and systematic as much as possible without displaying the findings. I would like anyone who wants to think of an ideal organization to pick it up, and I would appreciate it if you could give us your frank opinions.

The main points of this book

Point 1

The days when career advancement and success were the goals of a career are gone. The company must exist as a place for each person to live in a colorful world and pursue happiness.

Point 2

Due to the existence of the upper bottleneck, which is a problem of the pyramid structure organization, and Peter's law that he will be promoted until he becomes incompetent, the potential of the members cannot be demonstrated everywhere.

Point 3

Stakeholders have priorities. Unlike the conventional wisdom, you should think in the order of (1) employees, (2) customers, and (3) shareholders / creditors / business partners.

Point 4

One of the ideal organizational forms is like a circle. It is good that all members are in the same line, do not hesitate, have professionalism, and autonomously do what they like or are good at.

Challenges faced by all organizations

Pyramid type organization

Many modern corporations have a pyramid-shaped organizational structure. It is a general form of organization because it is easy to control even in a large organization. However, in a pyramid-structured organization, there is a problem that if there is an incompetent person or an unmotivated person in the upper layer, the lower layer members will not perform better than that person.

In addition, there is Peter's law that "members of a hierarchical organization will eventually reach the highest position where they can work effectively, and then become incompetent if they are further promoted." Combining the problems of the pyramid structure with this Peter's principle, we can see that people who are incapacitated everywhere in the company become bottlenecks and reduce the performance of the organization.

There is a famous saying, "Fish and tissue rot from the head." The higher the bottleneck, the greater the impact. If it was the top of the company, the only drastic solution would be to change the top.

Remedies that can be done with the pyramid organizational structure

For many business people, it is difficult to change the shape of an organization. However, it is possible to create an organization with an ideal culture without changing the shape of the organization.

・ We will do our utmost to hire and hire only the right people. In particular, try not to hire problem children who have an adverse effect on others.

If one problem child becomes an obstacle to the three people around him, a total of four people will lose their strength. Such a situation in a small organization has a great impact. At the very least, you should make sure that you are a positive person.

・ Give maximum consideration to the personnel of the organization manager. At that time, we will appoint human resources who are good at developing people and drawing out their merits, not the type that maximizes their abilities and achievements.

There is a limit to what even the most capable person can do alone. I would like to assign the owner of a vessel that can make the most of people to the head of the organization so that the entire organization can be activated.

・ Eliminate positions other than department managers, such as deputy section chiefs, deputy general managers, and deputy general managers.

Pyramid-structured organizations will not speed up the entire company unless the flow of information is smooth. People other than the department manager are also responsible, so if they deviate from the flow of information, they say "I haven't heard" and encourage information sharing. And it becomes the cause of creating a meaningless meeting other than nemawashi. I want to eliminate unnecessary job titles as much as possible and eliminate the disruption of information flow.

Matrix type organization

For example, in a consulting company, one member belongs to two organizations, one is an industry-specific organization that focuses on industry knowledge, and the other is a functional organization that focuses on skills. In such a matrix-type organization, while the assignment of members becomes flexible, members tend to be confused because there are multiple superiors and different instructions come. In the case of such an organizational form, although it is symptomatic, it is easy to bring out the goodness of each member by thoroughly implementing measures to enhance the autonomy of the members.

Brick type organization

An organization in which 29 staff members follow in parallel with one organization leader is called a brick-and-mortar organization. Ultimately, this is the flat organization that is often referred to. It is an organization of professional human resources who can work autonomously, such as researchers, and is rarely seen. The problem with this organization is that the upper part of the paperweight, the head of the organization, gathers too much information to punk. In reality, there are few brick-type organizations that move organically, and the slogan is "to aim for a brick-type organization."

[Must read point!] Direction for future growth organizations

Putting employees first

Stakeholders surrounding the company include shareholders, creditors, employees, customers, and business partners. In a company with a strong capitalist tone, shareholders are the most important, but there is also an argument that all stakeholders should be balanced. Balancing stakeholders is actually difficult. It depends on the business situation, and if one is set up, the other is often adversely affected. However, I think there is actually an answer to this. Although it is different from common sense, we think that stakeholders have the following priorities.

(1) Employees ⇒ (2) Customers ⇒ (3) Shareholders, creditors, business partners

Note that shareholders do not have the highest priority, but employees have the highest priority. When employees, that is, members of the company, can work lively and enjoyably, they can create high-quality and energetic services. The person who senses the charm and enthusiasm becomes the customer and the user of the service. In addition, it can increase sales and achieve high profitability, respond to the demands of shareholders and creditors, and build long-term relationships with business partners. The starting point for this virtuous cycle is to value our employees the most.

Even in an organization that puts shareholder value first, it will be concluded that employees are important. However, in important decision-making situations where the company's philosophy is questioned, there is a big difference in judgment between an organization that thinks in the reverse order and an organization that puts employees first.

Organization that draws a circle

So far, we have described the existing organizational form centering on the pyramid organization. Obviously, people don't have anything above or below. There are no great people or no great people. No one is perfect. Everyone is precious.

An example of an ideal organization is circle activity. People with a common purpose are not forced by anyone and participate voluntarily on their own initiative. Rather than doing it alone, we can enhance each other and understand each other because we share a common topic.

In this way, the ideal organizational form is like drawing a circle. The circle has no apex, and each component of the circle is a designer, engineer, sales, CEO, and all other members. No one goes forward or back. When each member collects what they are good at and what they like, divides the roles, and integrates their abilities, it seems that the company is moving naturally.

What is amazing about the teal organization (evolutionary organization)

"Teal organization" has already become a common language among highly sensitive managers. The most important part of the book is the difference between the achievement (orange) organization and the evolutionary (teal) organization.

The goal of an achievement-based organization is to win the competition and inevitably pursue innovation. With meritocracy, decision-making is made at the top of the pyramid organization. This is a form found in many private companies.

Evolving organizations, on the other hand, are rooted in the "desire for self-fulfillment," which is at the top of Maslow's five-step desire. Separate from domination and ego and trust in the richness of life. Success and advancement are no longer the goals of the members, but focus on pursuing their own mission. Pioneering evolutionary organizations have three characteristics.

"Self-management": Members do not have a boss, and everyone has strong authority. There is no concept of delegation of authority in the first place. Serve customers with a high amount of energy to superimpose on pursuing their mission.

"Wholeness": We create practices that expose ourselves and support each other's inner self, without hiding our emotional, intuitive, and spiritual parts and weaknesses.

"Purpose of existence": While achievement-type organizations aim to increase shareholder value, evolutionary organizations are constantly pursuing the reasons why the organizations themselves exist and their future directions.

In organizational theory, there is no absolute answer. However, you should feel that an evolved organization is one of the ideal forms.

Conditions for establishing an organization with strong independence

Describe the requirements for establishing an organization with strong independence, such as an evolutionary organization.

First, the members trust and value each other. The premise that you can insist on your own way of life is to have your understanding of your own way of life. If it is not done, it will look selfish to the eye. Therefore, time for mutual understanding should be taken as much as possible.

Second, all members are self-starters who can move autonomously at a high level. On the contrary, it will be an uncomfortable organization for free riders.

Third, the top of the organization as a whole is prepared and communicates that it is responsible for the consequences of its members moving autonomously.

Knowledge of human resources recruitment and human resources development

Why the best people belong to the company

Why do people get together in the company? Stable income can be achieved without becoming a full-time employee, and there is no guarantee that the company will survive enough to complete a career. The ultimate job security is that the individual you are required by others. If first-class human resources belong to a company because they can do more meaningful things to society, if it is not fun to be alone, or if it is not fun to be alone, the strength of working style can be changed according to temporary changes in priorities at life events, etc. There is a background such as when it is easy to put on.

In order to create an autonomous and highly independent organization, it is important to have human resources to gather. That is why I want to devote as much resources as possible to hiring personnel.

Recruitment criteria for human resources

Both startups and large companies have been involved in hiring and have been thinking about it for a long time, and the hiring criteria they have reached are as follows.

(1) Culture Fit> (2) Potential >> (3) Skills

Culture fit is the most important item that distinguishes whether the person is positive or negative for the organization. Also, if it doesn't fit the culture of the company, it's difficult to get the organization to commit for a long time. People who can play an active role as human beings often have a good culture fit.

Next, I will supplement the potential. In a growing organization, businesses and operations are rarely the same. As the company grows, what it does changes frequently. Even if the work content changes, if you have potential, you can become a first-class human resource by creating a good environment for three months and having them concentrate and make efforts. As long as you have a culture fit and potential, there is no problem even if you lack some skills. In a blink of an eye, you will see the success of the hired people.

Skills are subordinated, so to speak. Of course, it's better to have it, so check it depending on the position. However, even if there is a slight lack of skills, it does not change whether or not to hire. If the culture fit and potential are sufficient, there is no problem in advancing recruitment.

Human resource development method to increase the number of new members

Before considering human resource development, it should be noted that the purpose of the life of a person who joins the company cannot be "improvement of company sales" or "improvement of company profits". It is no longer the time to feel happy by living a life bound by success and success.

The most important thing in developing human resources is to firmly identify areas of interest and have them take on challenges. In doing so, we should give maximum consideration to the differences in the interests and current skills of each person, rather than believing in the educational program. The illusion of an educational program that can be applied to all employees should be abandoned. Each person has a different purpose to live.

Then, if it is 8 hours a day as much as possible, decide 8 hours, and by not working any more, get into the habit of increasing work productivity with maximum concentration. If you have a fixed time, you can do what you want after working hours. Multiple jobs should also be welcomed. It will be a great opportunity to increase your motivation and gain connections and skills.

It is said that when a person is doing something that is originally enjoyable, substances such as dopamine are secreted in the brain, which greatly improves memory and thinking ability. Preparing for an exciting job is what the company should consider in human resource development.

Recommendation of reading

We have summarized the points that will make the reader feel new. Please refer to this book for specific know-how from recruitment to training and culture establishment, and what is important in actually running a team called Flyer. It also describes recommendations for creating a society in which each individual can play an active role and a society in which many people with low risk sensitivity can start a business.

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