Leader analysis device and leader analysis method using the same

Abstract

To provide a leader analysis device and method capable of estimating and selecting a leader who can increase job duty satisfaction of members in a workplace.SOLUTION: A leader analysis device 1 which analyzes functions of a subject person in relation to job duty satisfaction of members of a group to which the subject person belongs, comprises: an evaluation value storage unit 13 that stores a P evaluation value being an evaluation value for a performance function of the subject person, an M evaluation value being an evaluation value for a maintenance function, and a K evaluation value being an evaluation value for a counseling function; and a determination unit 14 that determines whether a total value of the stored P evaluation value, M evaluation value, and K evaluation value is higher than a predetermined total evaluation threshold, and also determines whether each of the P evaluation value, the M evaluation value, and the K evaluation value is higher than a respective predetermined evaluation threshold.SELECTED DRAWING: Figure 1

Description

[Technical Field]

[0001] The present invention relates to a reader analysis device or a reader analysis method. [Background technology]

[0002] Companies of a certain size are composed of multiple departments, each with its own leader. Leaders play a vital role in helping the company and its teams grow and creating a sense of fulfillment for employees. For this reason, attempts have been made to evaluate the characteristics and functions of teams and leaders. For example, Patent Document 1 relates to a system and method for evaluating characteristics and functions that can evaluate the characteristics and functions of a person or a team to which that person belongs by observing the person's actions using the knowledge of a specific person. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] Patent Publication No. 2021-128487 Summary of the Invention [Problem to be solved by the invention]

[0004] In Japan, the mobility of human resources has increased in recent years, and people are increasingly changing jobs while considering benefits and personal growth. However, some people leave their jobs because they are dissatisfied with their work. In this context, a job refers to a series of tasks or jobs related to a position or job type. In other words, people may change jobs because they are not fully satisfied with their work or tasks. Companies want talented employees to stay with the company for a long time, so they sometimes conduct surveys on job satisfaction (hereafter referred to as job satisfaction). This job satisfaction should essentially be satisfaction with the work itself, but in reality it is greatly influenced by workplace leaders. [Means for solving the problem]

[0005] The present inventors have conducted extensive research into, for example, what characteristics and functions of a superior or coordinator (hereinafter referred to as a leader) affect the job satisfaction of subordinates (members of a group to which they belong). Job satisfaction surveys have focused on a leader's P function (performance function; the ability to improve performance and productivity through goal setting, planning, instruction, guidance, etc.) and M function (maintenance function; the ability to maintain good interpersonal relationships within a group and strengthen and maintain teamwork). It is true that a leader with high P and M functions can create a workplace where members have high job satisfaction, but even if a leader has high P and M functions, there are cases where the workplace does not have high member job satisfaction. After extensive research, the inventors discovered that organizations with leaders who are not only high in P and M functions, but also in K function (the function of counseling (advice) to subordinates) in particular, become organizations where members have high job satisfaction, and arrived at this invention.

[0006] That is, the present invention includes the following. [1] A leader analysis device for analyzing a subject's functions related to the job satisfaction of members of a group to which the subject belongs, an evaluation value storage unit that stores a P evaluation value that is an evaluation value for the performance function of the subject, an M evaluation value that is an evaluation value for the maintenance function, and a K evaluation value that is an evaluation value for the counseling function; A leader analysis device comprising a judgment unit that determines whether the total value of the stored P evaluation value, M evaluation value, and K evaluation value is higher than a predetermined total evaluation threshold, and that determines whether each evaluation value of the P evaluation value, M evaluation value, and K evaluation value is higher than its respective predetermined evaluation threshold. [2] The leader analysis device according to [1], wherein the P evaluation value, the M evaluation value, and the K evaluation value are all evaluation values ​​by members of the group to which the subject belongs. [3] The leader analysis device described in [1] extracts and lists subjects whose total value is higher than the total evaluation threshold and whose individual evaluation values ​​are higher than the individual evaluation thresholds. [4] A reader analysis method for analyzing a reader using the reader analysis device according to any one of [1] to [3], A step of obtaining a P evaluation value, an M evaluation value, and a K evaluation value for the subject based on a questionnaire given by members of a group to which the subject belongs; A leader analysis method comprising the steps of determining whether the sum of the P evaluation value, the M evaluation value, and the K evaluation value is higher than a predetermined total evaluation threshold, and determining whether each of the P evaluation value, the M evaluation value, and the K evaluation value is higher than a predetermined evaluation threshold. [Effects of the Invention]

[0007] The leader analysis device of the present invention evaluates and analyzes a leader's K function in addition to P function and M function, thereby making it possible to develop leaders who can improve the job satisfaction of members of the group to which they belong, and to select leaders or leader candidates who can improve the job satisfaction of members of the group to which they belong, thereby improving the retention rate of human resources. [Brief explanation of the drawings]

[0008] [Figure 1] 1 is a conceptual diagram of the configuration of a reader analysis device according to an embodiment. [Figure 2] 1 is a diagram illustrating the relationship between a reader analyzer and a participant device 2A, 2B, or 2C in an embodiment. [Figure 3] 1 is a step diagram of selecting a leader candidate using a leader analysis device of an embodiment. [Figure 4] This is an evaluation of Section Manager X and the survey responses. [Figure 5] This is an evaluation of Section Manager Y and the survey responses. [Figure 6] is a diagram showing the relationship between the M evaluation value and the P evaluation value for Manager Z. [Figure 7] is a diagram showing the relationship between the K evaluation value and the P evaluation value for Manager Z. [Figure 8] This is an example of the results of predicting job satisfaction in the workplace using the Leader Analysis Device. DETAILED DESCRIPTION OF THE INVENTION [Example]

[0009] Although the present invention will be described in detail with reference to the examples, the present invention is not limited to the examples and can be modified without departing from the spirit of the present invention.

[0010] The term "function" used in P function, M function, and K function refers to a person's changeable factors and characteristics. Therefore, in this invention, P function, M function, and K function are all changeable factors, and the device of this invention aims to evaluate them and encourage their improvement. The present invention will be described with reference to a reader analysis device 1, which is one of the embodiments. As shown in FIG. 1, the reader analysis device 1 can include a receiving unit 12, an evaluation storage unit 13, a judgment unit 14, and a display unit 15. The reader analysis device 1 can also be connected to other devices as shown in FIG. 2. Each component of the reader analysis device 1 of the present invention will be described along with the description of the reader analysis method using the reader analysis device 1.

[0011] (Advance preparation) The leader analysis method is carried out according to the flow shown in Figure 3, and first, thresholds for each evaluation value are set. Each threshold is set appropriately according to the characteristics and information of the team. First, to obtain the characteristics of the team, the job satisfaction of the team members is investigated. There are no particular restrictions on the classification of job satisfaction, but it can be classified into "high," "medium," "low," etc., for example. The classification can be made into a 10-point scale using numbers or letters, for example. FIG. 2 shows the relationship between the leader analysis device 1 and other terminals, with 21 being the leader terminal and 22A and 22B being member terminals. The leader analysis device 1 is connected to these terminals 22A and 22B via a network such as the Internet or an internal company network. To obtain the job satisfaction of the team members, for example, a survey is conducted using the member terminals 22A and 22B, and the results are sent to the leader analysis device 1. The leader terminal 21 and members 22A and 22B are not limited to devices that are connected to a network and can input answers, and PCs, tablets, smartphones, etc. can be used.

[0012] Next, in order to evaluate the P function, M function, and K function of a sample subject (a leader or leader candidate as a target), a questionnaire is administered to the sample subject by members of the group to which the sample subject belongs. That is, in a typical workplace (a workplace composed of a superior and subordinate members), a questionnaire is administered to subordinates about the superior as a specific example. The sample subject is preferably someone who is a superior or leader of the aforementioned team members. In this embodiment, the questionnaire can be answered using the leader terminal 21. The format of the questionnaire is not particularly limited, but as an example, it is conducted in the form of a question. Furthermore, in order to evaluate the P function, M function, and K function, an evaluation from the subject's superior may be added in addition to the questionnaire administered by the subordinates. In this embodiment, the questionnaire can be answered using the leader terminal 21. The format of the questionnaire is not particularly limited, but is preferably in the form of questions.

[0013] The following questions could be asked in a questionnaire about P functions, M functions, and K functions administered to the sample subjects' subordinates (members). P function (Example P1) Does your supervisor provide appropriate guidance to increase productivity and efficiency in the workplace? (Example P2) Does your boss teach you how to do your job and give you tips to help you do your job well? (Example P3) Does your boss tell you to complete the assigned tasks by the deadline? M function (Example M1) Does your boss always support you? (Example M2) Does your boss care about you even when you are feeling down? (Example M3) Does your boss always take your feelings and wishes into consideration when working at the workplace? K function (Example K1) Does your boss make an effort to listen to your concerns or the things you want to be heard? (Example K2) Does your boss listen to you until the end without interrupting you? (Example K3) Does your boss create an atmosphere and attitude that makes it easy to ask for advice?

[0014] Responses by subordinates regarding the subject to the above-mentioned questionnaire are made by the leader terminal 21 of FIG. 2 and sent to the leader analysis device 1. It is preferable to use keywords to classify each question. For example, by registering keywords in advance in the reader analysis device 1, it is possible to link the keywords included in the question content with each function, and to associate the question with each function. for example, P function keywords: productivity, efficiency, tips, deadlines, etc. M function keywords: support, state, concern, feelings, hope, etc. K function keywords: trouble, listen, consult, talk, etc.

[0015] The responses to the questionnaire sent are received by the receiving unit 12 of the leader analysis device 1. The received responses are stored in the evaluation storage unit 13 of the leader analysis device 1. In this embodiment, for example, a single question is answered using a 10-point scale, and multiple different questions are asked. The relationship between the answer values ​​of the questions for P function, M function, and K function in the evaluation storage unit 13 and the job satisfaction of the member is investigated. The case of Section Manager X (Fig. 4) and the case of Section Manager Y (Fig. 5) are given as examples of sample lists stored in the survey memory unit 13. In the figures, "Answers to questions about P function," "Answers to questions about M function," and "Answers to questions about K function" are values ​​obtained by rounding off the average score to the nearest tenth place on a ten-point scale, with 10 points given if P function (or M function, or K function) is high and 1 point given if it is low. Also, the tables below each of Figs. 4 and 5 show the job satisfaction scores given by the members (on a ten-point scale). As can be seen from Figure 4, Section Manager X's P function, M function, and K function have higher scores than the balance. On the other hand, the results of the member survey (members A to D) were also memorized, which indicates high job satisfaction. On the other hand, Section Chief Y's P and M functions were extremely high, but his K function scores were not high. The job satisfaction of members (a-d) was also not high compared to Section Chief X. These sample cases are used to set thresholds such as the evaluation threshold and the total evaluation threshold.

[0016] Next, we estimate actual job satisfaction. As shown in the flow of Figure 3, first, a questionnaire is administered to subordinates and other members of the group who have actually been measured (S1 in Figure 3). The questionnaire may be the same as the questionnaire used for the sample for setting the threshold value described above, or a similar questionnaire. The input results are received by the receiving unit 12 (S2 in FIG. 3). Based on the received results, each questionnaire and evaluation is classified into P functions, M functions, and K functions, and the P evaluation value, M evaluation value, K evaluation value, and total value (total evaluation value) are calculated (S3). Next, these evaluation values ​​are stored in the evaluation storage unit 13 (S4). The sum of the evaluation values ​​stored in the evaluation storage unit 13 (total evaluation value) is compared with the stored total evaluation threshold value in the determination unit 14 (S5). Furthermore, the P evaluation value, M evaluation value, and K evaluation value are compared with the respective evaluation thresholds (S6).

[0017] The above flow will be explained using an example. In Figure 8, the P evaluation value, M evaluation value, K evaluation value, and total value are calculated for each leader (A), (B), and (C) from a questionnaire based on peer evaluation and, if necessary, evaluation from superiors. In this example, the thresholds for the P evaluation value, M evaluation value, and K evaluation value are all 6.0. The total evaluation threshold is 21. For leaders (A), (B), and (C), the judgment in S5 shows that all of the values ​​exceed the threshold value (21). Therefore, the judgment unit judges that the values ​​exceed the threshold value (pass judgment). On the other hand, in the judgment of S6, Leader (I) has high P function and M function, but K function does not exceed the threshold (Leader (I)'s K evaluation value is 3). Therefore, Leader (I) is judged to be unable to raise the job satisfaction of the team (for example, fail).

[0018] By creating a list (S7) using the leader analysis device 1, it is possible to select leaders or leader candidates who are expected to achieve high job satisfaction. Also, for example, as shown in FIG. 8, it is possible to select leaders or leader candidates who will increase the job satisfaction of the team by excluding people in the team who do not have high job satisfaction. In this way, by using the leader analysis device 1, it is possible to estimate the job satisfaction of members in a leader's workplace by conducting a questionnaire or evaluation of the leader in each workplace, and also to measure the P evaluation value, M evaluation value, and K evaluation value from the young age, and use the results as material for developing future leaders.

[0019] Finally, we will examine the relationship between P evaluation values, M evaluation values, and K evaluation values. Figures 6 and 7 show the results for Section Manager Z. Figure 6 shows the relationship between M evaluation values ​​and P evaluation values, with black circles in the figure representing those who responded that their job satisfaction was high, black squares representing those who responded that their job satisfaction was medium, and black triangles representing those who responded that their job satisfaction was low.

[0020] Figure 6 shows the relationship between P and M evaluation values. If both the P and M evaluation values ​​are high, the respondent's job satisfaction is high, and if both the P and M evaluation values ​​are low, the respondent's (member's) job satisfaction tends to be low. However, even when the M evaluation value was lower than 5.0, there were also cases where the P evaluation value was high and the respondent's job satisfaction was high.

[0021] Furthermore, Figure 7 shows that if both the P and K evaluation values ​​are high, the respondent's job satisfaction is high, and if both the P and K evaluation values ​​are low, the respondent's (member's) job satisfaction tends to be low. There are not many cases where this relationship is deviated from. Therefore, P and M evaluation values ​​alone are not sufficient to identify leaders who can increase members' job satisfaction, and by adding K evaluation values, it is possible to identify leaders who can increase members' job satisfaction. Furthermore, by using this data, it is possible to develop leaders who can increase members' job satisfaction, as well as to identify missing characteristics and functions.

[0022] The reader analysis device 1 according to the embodiment of the present invention includes a processor (e.g., a central processing unit (CPU)) and a memory. The memory is connected to the processor. The memory may store various data and may store programs. The programs can be executed under the control of the processor.

[0023] The functionality of the reader analysis device 1 may be integrated into a processor, where the processor may be configured to implement the reader analysis method described in the examples.

[0024] In another embodiment, the reader analysis device 1 may be located separately from the processor, for example, the reader analysis method may be implemented by a chip connected to the processor, and the chip may be configured to implement the functions of the reader analysis device 1 under the control of the processor.

[0025] In addition, a computer-readable program is provided that, when the program is executed in the reader analysis device 1, causes a computer to execute the reader analysis method described in the embodiment in the electronic device.

Claims

1. A leader analysis device for analyzing a subject's functions related to job satisfaction of members of a group to which the subject belongs, comprising: an evaluation value storage unit that stores a P evaluation value that is an evaluation value for the subject's performance function, an M evaluation value that is an evaluation value for the subject's maintenance function, and a K evaluation value that is an evaluation value for the subject's counseling function; A leader analysis device comprising a judgment unit that determines whether the total value of the stored P evaluation value, M evaluation value, and K evaluation value is higher than a predetermined total evaluation threshold, and that determines whether each evaluation value of the P evaluation value, M evaluation value, and K evaluation value is higher than its respective predetermined evaluation threshold.

2. The leader analysis device according to claim 1 , wherein the P evaluation value, the M evaluation value, and the K evaluation value are all values ​​of evaluations made by members of a group to which the subject belongs.

3. The leader analysis device according to claim 1 , wherein subjects whose total value is higher than the total evaluation threshold and whose individual evaluation values ​​are higher than the individual evaluation thresholds are extracted and listed.

4. A reader analysis method for analyzing a reader using the reader analysis device according to any one of claims 1 to 3, comprising: A step of obtaining a P evaluation value, an M evaluation value, and a K evaluation value for the subject based on a questionnaire given by members of a group to which the subject belongs; A leader analysis method comprising steps of determining whether the sum of the P evaluation value, the M evaluation value, and the K evaluation value is higher than a predetermined total evaluation threshold, and determining whether each of the P evaluation value, the M evaluation value, and the K evaluation value is higher than a predetermined evaluation threshold.

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