学術雑誌論文

本学関連学会

text

大阪大学経済学. 2025, 75(1・2), p. 20-31

日本語

text

2025-09

This paper examines the practical implementation of Management by Objectives (MBO) across five major Japanese companies and investigates the challenges and associated solutions associated with different types of MBO systems. Based on interviews with human resources managers and organizational leaders, the study classifies MBO into three distinct types: individual performance-oriented, individual inclusion-oriented, and team inclusion-oriented. Each type represents a unique approach to goal setting, performance evaluation, and talent development in response to organizational structure and strategic intent. The analysis highlights several common yet nuanced challenges inherent in the operationalization of MBO. These include discrepancies in goal perception between supervisors and subordinates, insufficient flexibility in revising goals mid-cycle, the formalization of one-on-one meetings or their superficial execution, inconsistencies in feedback practices, and variation in evaluation criteria across departments or managers. By examining specific organizational practices designed to address these issues-such as structured dialogue frameworks, feedback training programs, and integrated career development systems-the study emphasizes the need to reframe MBO not merely as a tool for performance appraisal but as a foundation for meaningful dialogue between superior and subordinate, employee growth, and alignment between individual aspirations and organizational goals in a dynamic business environment.

10.18910/102769

102769

目標管理制度の現代的再検討 : 企業環境の変化に応じた類型化

千野, 翔平

大阪大学経済学会・大阪大学大学院経済学研究科

日本語

2025-09

大阪大学経済学

75

1・2

20

31

https://hdl.handle.net/11094/102769

10.18910/102769

https://doi.org/10.18910/102769