Database creation method, policy recommendation method, database creation system, policy recommendation system, control program

Abstract

The effectiveness of the measures will be objectively managed. [Solution] The database creation method includes: a virtual scenario experience step (S11b) in which a first target person belonging to a first target organization experiences a virtual scenario at a first time point and a second time point; a first acquisition step (S12b) in which answers are obtained from the first target person who experienced the virtual scenario to a set of questions that include at least one evaluation word that serves as a measure for evaluating the organizational culture of the first target organization; an evaluation step (S14b) in which the organizational culture of the first target organization at a first time point and a second time point is evaluated based on the answers for each element common to the evaluation words included in the set of questions; and a database creation step (S16) in which a database is created that associates (a) policy information showing policies and (b) change information showing changes in the organizational culture of the first target organization during the period from the first time point to the second time point.

Description

Technical Field

[0001] The present disclosure relates to a database creation method for managing the effects of measures taken in an organization, a measure recommendation method for recommending effective measures for an organization, a database creation system, a measure recommendation system, and a control program for causing a computer to execute the measure recommendation method.

Background Art

[0002] An organization is defined as a group in which the roles and functions of its members are differentiated and integrated in order to achieve certain common goals. To accomplish the purpose of an organization and achieve results, it is important that the members of the organization understand the purpose of the organization well and then engage in their respective tasks, help each other, and communicate with each other. However, in reality, the degree of fostering (fostering / improvement) of the organizational climate varies from organization to organization, and many matters, from the overall results of the organization to the sense of fulfillment of each member, are extremely greatly influenced by the degree of fostering of the organizational climate. If the degree of fostering of the organizational climate is low, problems will also occur in the operation of the organization. Here, the organizational climate refers to the character and spirit associated with the organization. Also, based on such an organizational climate, an organizational culture that indicates the values and behavioral concepts in the organization is formed. In addition, the degree of fostering of the organizational climate intends the establishment degree, the fixation degree, and the maturity of the habits and culture in the organization. That is, an organization with a high degree of fostering of the organizational climate is, for example, an organization in which the habits and culture of the organization are established and fixed in the organization. On the other hand, an organization with a low degree of fostering of the organizational climate is an organization in which the habits and culture of the organization are not established and fixed in the organization.

[0003] Organizational activities, for example, in the case of a company, aim to provide goods and services, and many activities must be carried out smoothly to achieve this. If an incident occurs in a company, such as the manufacture of products or provision of services that do not meet predetermined quality standards, gross negligence in safety, or acts of betrayal against society, trust in the organization may be damaged, potentially leading to a crisis of the organization's survival. The organizational culture, which can affect the feelings of each member of the organization, may be the true cause of such incidents.

[0004] Traditionally, measures and events implemented within an organization can influence its organizational culture. For example, one type of measure is training and education provided to members of an organization with the aim of improving the organizational culture and identifying and addressing structural problems within the organization.

[0005] Patent Document 1 discloses a technology for evaluating the state of an organization by taking into account its organizational culture. The technology disclosed in Patent Document 1 evaluates the organizational culture of an organization based on the responses of its members to questions regarding the existence and extent of unwritten codes of conduct within the organization. In other words, the technology disclosed in Patent Document 1 evaluates the organizational culture that is ingrained within the organization and is recognized in advance by its members.

[0006] Patent Document 2 discloses an educational plan creation support device that assists in creating educational plans for each student belonging to a group when a skill acquisition target is set for a group including multiple students. The educational plan creation support device according to Patent Document 2 selects the educational course that will best improve the acquisition rate of the target technology when adding one course to the courses already taken by the students belonging to the group, based on the courses already taken by the students. The educational plan creation support device then repeatedly extracts and assigns courses to students from a course recommendation rule DB that stores the predicted acquisition rate and improvement level at that time, until the skill acquisition target set for the group is achieved.

[0007] Patent Document 3 discloses an optimal training recommendation device used in corporate training departments, training service organizations, etc., to recommend the most suitable training according to the skills of trainees. The optimal training recommendation device according to Patent Document 3 compares skill trend values, which quantify the various skills of the trainee, with standard skill trend values, which are standard level values ​​for various skills corresponding to the target personnel profile. The optimal training recommendation device then recommends training information suitable for the trainee based on the skill with the largest difference between the skill trend value and the standard skill trend value. [Prior art documents] [Patent Documents]

[0008] [Patent Document 1] Patent No. 7021811 [Patent Document 2] Patent No. 6395159 [Patent Document 3] Patent No. 3986739 [Overview of the project] [Problems that the invention aims to solve]

[0009] Events that can harm an organization may arise from the feelings and perspectives of each member of that organization, as well as from the organizational culture that influences those feelings and perspectives. In order to prevent events that could harm an organization from occurring, or to prevent the recurrence of events that have occurred, it is necessary to understand the feelings and perspectives of each member and use these as clues to evaluate the organizational culture.

[0010] The technology disclosed in Patent Document 1 creates questions that ask about actual experiences in the workplace or feelings actually felt in the workplace in order to assess "ease of working" and "job satisfaction." However, in order to prevent the above-mentioned incidents from occurring, it is preferable to grasp the feelings and actions of respondents to specific hypothetical situations that they might actually experience, thereby enabling a unified and objective evaluation of the organizational culture and clarifying the inherent risks in advance.

[0011] Determining appropriate measures to be taken within an organization to improve its organizational culture and address structural problems is not easy. For example, training and education measures that were successful in organization A may not be as effective when adopted in organization B, which is different from organization A.

[0012] Furthermore, for example, the educational plan creation support device described in Patent Document 2 achieves skill improvement in a group of multiple participants by improving the skills of each participant belonging to that group. However, even if each member of the group is individually provided with training that they have not yet received, there is a possibility that the group's skill improvement will not be achieved.

[0013] The optimal training recommendation device described in Patent Document 3 recommends training information that reduces the gap between the skills of trainees and the various skills corresponding to the target personnel profile, thereby improving the skills of each trainee. However, even if the skills of each trainee are improved, this does not necessarily mean that the organizational culture will improve. [Means for solving the problem]

[0014] A database creation method according to one aspect of this disclosure includes, at a first point in time before the measures are implemented for each of the one or more first target organizations, and at a second point in time after the measures are implemented, a first virtual scenario experience step in which a first target person belonging to each of the first target organizations (1) experiences a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) experiences a virtual scenario in which an abnormal event occurs in the first target organization, and at each of the first and second point in time, a multiple question including a question statement related to the virtual scenario and answer choices for the question statement, wherein at least one of the question statement and the answer choice contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the first target organization. The process includes: a first acquisition step in which a computer acquires the responses of the first subject to a set of questions; a first evaluation step in which the computer evaluates the organizational culture of the first subject organization at a first and second time point, based on the responses of the first subject, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions; and a database creation step in which a database is created for each first subject organization that associates (a) policy information indicating the measures and (b) change information indicating the change in the organizational culture of the first subject organization during the period from the first time point to the second time point, wherein at least a portion of the evaluation words included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the first subject organization, behavioral patterns within the first subject organization, and the awareness of the first subject.

[0015] A database creation system according to one aspect of this disclosure provides, at a first point in time before measures are implemented for each of the one or more first target organizations, and at a second point in time after the measures are implemented, the system collects responses from first target persons belonging to each of the first target organizations who (1) have experienced a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) have experienced a virtual scenario in which an abnormal event occurs in the first target organization, to a group of questions that include a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the first target organization, at the first point in time The system includes a first acquisition unit that acquires data at each of the two time points, a first evaluation unit that evaluates the organizational culture of the first target organization at each of the first and second time points based on the responses of the first target person for each element which is a word indicating a common factor among the evaluation words included in the question set, and a database creation unit that creates a database for each first target organization that associates (a) policy information indicating the measures, and (b) change information indicating the change in the organizational culture of the first target organization during the period from the first time point to the second time point, wherein at least a portion of the evaluation words included in the question set are pre-classified into at least one of the following: interpersonal relationships within the first target organization, behavioral patterns within the first target organization, and the awareness of the first target person.

[0016] A method for recommending measures according to one aspect of this disclosure, in aspect B1, may include: a second virtual scenario experience step in which a second target person belonging to a second target organization is (1) made to experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) made to experience a virtual scenario in which an abnormal event occurs in the second target organization; a second acquisition step in which a computer acquires the responses of the second target person to a group of questions, each including a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and the answer choices contains an evaluation word that serves as a measure for evaluating the organizational culture of the second target organization; a second evaluation step in which the computer evaluates the organizational culture of the second target organization based on the answers for each element which is a word that indicates a common factor among the evaluation words included in the group of questions; and a measure recommendation step in which one or more measures to change the organizational culture of the second target organization, which is the evaluation result in the evaluation step, to a target organizational culture set for the second target organization, are selected as recommended measures from the measures included in a database created by the database creation method described in aspect 1.

[0017] A policy recommendation system according to one aspect of the present disclosure includes: a second acquisition unit that acquires answers to a group of questions, each including a question related to a virtual scenario in which an abnormal event occurs in a virtual organization, and answer options for the question, wherein at least one of the question and the answer options contains at least one evaluation term that serves as a measure for evaluating the organizational culture of the second target organization; a second evaluation step that evaluates the organizational culture of the second target organization based on the answers for each element which is a word indicating a common factor among the evaluation terms included in the group of questions; and a policy recommendation unit that selects one or more policies from the policies included in the database described in claim 5 as recommended policies to change the organizational culture of the second target organization, which is the evaluation result in the evaluation step, to a target organizational culture set for the second target organization.

[0018] A database creation method according to one aspect of this disclosure may be implemented by processing performed by one or more computers. In this case, a control program that causes a computer to operate as an executable processing unit (software element) for the database creation method, thereby enabling the database creation method to be implemented by the computer's processing, and a computer-readable recording medium on which the control program is recorded, are also included in the scope of this disclosure.

[0019] A policy recommendation method relating to one aspect of this disclosure may be implemented by processing performed by one or more computers. In this case, a control program that causes a computer to operate as an executable processing unit (software element) for the policy recommendation method, thereby implementing the policy recommendation method through computer processing, and a computer-readable recording medium on which the program is recorded, are also included in the scope of this disclosure. [Effects of the Invention]

[0020] The present disclosure provides a method for creating a database for objectively managing the effects of measures taken for improving the organizational climate, a measure recommendation method and a measure recommendation system capable of recommending effective measures for an organization, and the like.

Brief Description of the Drawings

[0021] [Figure 1] It is a flowchart for explaining an example of the flow of a question group creation method according to Embodiment 1 of the present disclosure. [Figure 2] It is a block diagram showing the configuration of a question group creation device according to Embodiment 1 of the present disclosure. [Figure 3] It is a diagram showing an example of a cognitive structure model created by a selection unit. [Figure 4] It is a flowchart for explaining an example of the flow of an evaluation method according to Embodiment 2 of the present disclosure. [Figure 5] It is a block diagram showing an example of the configuration of an evaluation device according to Embodiment 2 of the present disclosure. [Figure 6] It is a diagram showing the relationship between the scenario of a virtual scenario, evaluation words, and a plurality of elements. [Figure 7] It is a diagram showing an example of a scoring result for an element. [Figure 8] It is a graph showing the scoring results of each element in a target organization and a comparison organization. [Figure 9] It is a flowchart for explaining an example of the flow of a model creation method according to Embodiment 3 of the present disclosure. [Figure 10] It is a block diagram showing an example of the configuration of a model creation device according to Embodiment 3 of the present disclosure. [Figure 11] It is a diagram showing an example of a risk model according to the present disclosure. [Figure 12] It is a diagram showing an example of a risk model according to the present disclosure. [Figure 13] It is a flowchart for explaining an example of the flow of a change evaluation method according to Embodiment 4 of the present disclosure. [Figure 14] It is a block diagram showing an example of the configuration of an evaluation device according to Embodiment 4 of the present disclosure. [Figure 15] This is a flowchart illustrating an example of the flow of a database creation method according to Embodiment 5 of this disclosure. [Figure 16] This block diagram shows an example of the configuration of an evaluation device according to Embodiment 5 of this disclosure. [Figure 17] This is a flowchart illustrating an example of the flow of the policy recommendation method related to Embodiment 6 of this disclosure. [Figure 18] This block diagram shows an example of the configuration of an evaluation device according to Embodiment 6 of this disclosure. [Figure 19] This is a flowchart illustrating an example of the flow of an organizational culture improvement method according to Embodiment 7 of this disclosure. [Figure 20] This is a block diagram showing an example of the configuration of an organizational culture improvement device according to Embodiment 7 of this disclosure. [Figure 21] This figure shows an example of how organizational culture has been improved through the implementation of recommended measures. [Figure 22] This figure shows another example of how the organizational culture was improved by implementing recommended measures. [Modes for carrying out the invention]

[0022] [Embodiment 1] One embodiment of this disclosure will be described in detail below.

[0023] <Overview of Questionnaire Creation Method> First, an overview of the question set creation method according to one embodiment of this disclosure will be described.

[0024] The way in which abnormal situations are dealt with varies greatly depending on the degree to which the organizational culture has been cultivated. Therefore, in the method for creating the set of questions described in this disclosure, a hypothetical scenario modeled after an abnormal situation is experienced by multiple sample participants, and a set of questions for evaluating the organizational culture of the target organization is created based on the responses obtained from these sample participants.

[0025] The question set creation method includes an input step S1, a selection step S2, an output step S3, and a creation step S4, and is performed by one or more computers (see Figure 1). The input step S1 is the process of presenting questions to a sampler who has experienced a virtual scenario, comprehensively collecting words that express the emotions, impressions, judgments, actions, and workplace environment that the sampler recalled while experiencing the virtual scenario, and inputting the obtained words into a computer. The selection step S2 is the process of selecting evaluation words from the group of words included in the input responses as a scale that can evaluate organizational culture. The output step S3 is the process of outputting the selected group of evaluation words. The creation step S4 is the process of creating a question set that includes multiple questions in which the respondent selects an option that includes at least one of the selected group of evaluation words. Details of these steps will be explained later.

[0026] Here, a virtual scenario is a depiction of a hypothetical abnormal event in a virtual organization. If the sampler is a member of the organization to which they belong (the sample organization), the virtual organization may be the sample organization or a different organization. In other words, a virtual scenario may be either a scenario in which an abnormal event occurs in the virtual organization, or a scenario in which an abnormal event occurs in the sample organization to which the sampler belongs. In the former case, the sampler experiences the occurrence of the abnormal event as a member of the virtual organization through the virtual scenario. In the latter case, the sampler experiences the situation in which an abnormal event occurs in the sample organization through the virtual scenario. The virtual scenario is created by referencing examples that impair the soundness of organizational management, such as encountering equipment malfunctions, taking measures to prevent accidents, experiencing losses due to poor communication among organizational members, and making errors in quality processes. Multiple samplers are made to experience a virtual scenario as a member of the virtual organization, and are asked to answer questions about how they feel and how they judge each scene of the virtual scenario. In this way, words to be input into the computer in input step S1 are collected. The collected words may also include words that indicate answers to questions about the sampler's actual workplace environment in comparison to the virtual scenario. In input step S1, for example, a group of words that includes at least (1) a first word expressing emotion, (2) a second word expressing action, and (3) a third word expressing the organizational environment when an abnormal event occurs is input into the computer.

[0027] The set of questions created using the method described above links organizational culture, emotions, and specific actions and judgments. Therefore, by having individuals belonging to a target organization who have experienced a hypothetical scenario answer the set of questions created during the creation process, and by analyzing the responses obtained, the organizational culture of that organization can be evaluated objectively and quantitatively.

[0028] As an example, the question set creation method is performed by one or more computers (for example, the question set creation device 1 described below). In the question set creation method, one or more computers perform the input step S1, the selection step S2, and the output step S3, and in the creation step S4, a person may create the question set by confirming the information output by the output step S3.

[0029] <Question set generation device 1> Figure 2 is a block diagram showing the configuration of the Question Set Creation Device 1. The Question Set Creation Device 1 is a device for creating a set of questions based on responses obtained from samplers who have experienced a virtual scenario. The Question Set Creation Device 1 may consist of a single information processing device such as a computer, or it may consist of multiple information processing devices connected in a communicative manner. By performing the Question Set Creation Method using the Question Set Creation Device 1, a set of questions is created to evaluate the organizational culture of the target organization to which the subject belongs. Here, the subject is a member of the target organization. The Question Set Creation Device 1 receives the answers obtained by presenting questions. The answers may be entered using an input device 2 such as a keyboard.

[0030] As shown in Figure 2, the question group creation device 1 comprises a control unit 11 and a display unit 12. Also, as shown in Figure 2, the question group creation device 1 may include a storage unit 13 that stores various information used in the question group creation device 1, such as information indicating the input answers, information indicating the evaluation word group selected based on the answers, and information indicating the created question group.

[0031] The control unit 11 comprises an input unit 14, a selection unit 15, an output unit 16, and a creation unit 17. The input unit 14 acquires information indicating the answers input to the question set creation device 1. Details of the input information will be described later. The input unit 14 inputs the acquired information to the selection unit 15.

[0032] The selection unit 15 selects evaluation terms to create a set of questions for the target person to answer, based on the information input from the input unit 14. Details of the evaluation terms and the selection method will be described later.

[0033] The output unit 16 outputs the evaluation words and related information selected by the selection unit 15. The output unit 16 may output this information to the creation unit 17 or to the display unit 12. By outputting and displaying this information on the display unit 12, the person creating the question set can grasp the evaluation words and related information selected by the selection unit 15 and create an appropriate question set.

[0034] The creation unit 17 creates a set of questions to be answered by the subject who experienced the virtual scenario, based on the information obtained from the output unit 16. The set of questions includes multiple questions, each question including a question statement related to the virtual scenario and answer choices for that question statement. The set of questions may also include questions other than those related to the virtual scenario. For example, the set of questions may include questions about the subject's real-world environment, specifically, questions about the organization to which the subject actually belongs. Furthermore, in the set of questions, at least one of the question statements and answer choices includes at least one evaluation word from a selected set of evaluation words, i.e., an evaluation word included in a set of evaluation words that serve as a scale for evaluating the organizational culture of the target organization.

[0035] As described above, the question set creation device 1 can create a set of questions for evaluating the organizational culture of a target organization.

[0036] <How to create a set of questions> The method for creating a set of questions will be explained using Figure 1. As an example, the question set creation method is performed using the question set creation device 1. However, part of the question set creation method may be performed by a person. For example, in the question set creation method, the creation process may be performed by a person who has grasped the information output in the output process.

[0037] In the question set creation method, first, a question is presented to each of several sample participants who have experienced a hypothetical scenario in which an abnormal event occurs in a hypothetical organization, as members belonging to that hypothetical organization, and their answers to that question are obtained. Here, the presentation of the question may be performed by a person or by a computer capable of presenting questions. The person or computer that presents the question may be referred to as the questioner.

[0038] The hypothetical scenario may include the occurrence of abnormal events that the subject (i.e., members belonging to the subject organization) may actually experience within the subject organization.

[0039] As an example, the hypothetical scenario is one that illustrates a fictional quality concern. This scenario consists of three scenes: a situation where an urgent shipping task arises in a workplace that is chronically understaffed (Scene 1), a situation where a team leader instructs workers to omit some steps in the manufacturing or shipping inspection process (Scene 2), and a situation where a worker questions the team leader's instructions (Scene 3).

[0040] (Scene 1) Mr. A was transferred to a new manufacturing line department. This workplace is always understaffed, resulting in a lot of overtime. A new urgent task has come into this department.

[0041] (Scene 2) Mr. A was instructed by his team leader to omit the weight verification step in the manufacturing or shipping inspection process.

[0042] (Scene 3) According to the team leader, this process is listed in the customer's instructions, but he doesn't think it's relevant to maintaining quality. Mr. A felt uneasy after hearing the explanation.

[0043] The hypothetical scenarios are not limited to the examples given above; they may include scenarios illustrating other organizational operational concerns, or even other scenarios altogether. For example, a hypothetical scenario might illustrate the nature of an anomaly in equipment, the response to that anomaly, and the losses incurred due to a lack of communication among organizational members. Furthermore, the hypothetical scenarios may be created based on actual past cases within the target organization.

[0044] Furthermore, the method for simulating a virtual scenario is not particularly limited, and various methods may be used. To allow the sampler to simulate a virtual scenario, at least one of the following may be used: a video, a still image, a picture representing the virtual scenario, text describing the virtual scenario, and audio explaining the virtual scenario. For example, the virtual scenario can be simulated by having the sampler watch a video representing the virtual scenario, see a picture or text representing the virtual scenario, or listen to audio explaining the virtual scenario.

[0045] The sampler may be an individual not affiliated with the target organization. The hypothetical organization may be the same as the target organization. Furthermore, the sampler may include members of the target organization.

[0046] The interviewer divides the hypothetical scenario into several scenes and presents the sample with questions related to each of these scenes. The interviewer presents questions to elicit responses that describe what the sample felt as if they were a character in at least one scene of the hypothetical scenario, such as emotions, impressions, judgments, actions, and words that describe the work environment recalled while experiencing the hypothetical scenario. For example, if the interviewer had the sample experience the hypothetical scenario depicting the aforementioned fictional quality concern, the interviewer would present the sample with questions to elicit responses assuming the sample is person A.

[0047] The questioner may also present each sampler with questions asking about (i) the superordinate concept, (ii) the subordinate concept, and / or (iii) the relationship between words, which are represented by at least one of the words in the word group. The superordinate concept of a word refers to a word that expresses the psychological meaning of that word (the mental reason why that word was chosen), and the subordinate concept of a word refers to a word that expresses the objective factors or environmental conditions in which that word is uttered. The relationship between words refers to the relationship between a word in the word group and a word that represents the superordinate concept of that word, or between a word in the word group and a word that represents the subordinate concept of that word.

[0048] The interviewer presents further sub-concepts (why they felt that way) and higher-concepts (what the consequences are) of the words obtained from the initial question. At the time of presenting the questions, the interviewer does not categorize the questions for the sample, such as "emotion," "impression," "judgment," "behavior," and "environment." After the sample answers the question, the interviewer presents further questions to clarify the relationships between words, such as why they did so (why they chose that word) and what the consequences are (what happens as a result of taking the action indicated by that word or experiencing the emotion indicated by that word).

[0049] The input unit 14 receives the answers obtained by the questioner. From the input answers, the input unit 14 extracts a group of words including (1) a first word expressing emotion, (2) a second word expressing behavior, and (3) a third word expressing the organizational environment at the time of the abnormal event, and inputs them into the selection unit 15, which will be described later. The input unit 14 may also extract words other than the first, second, and third words at the time of the abnormal event based on the input answers. For example, the input unit 14 may extract the first, second, and third words in the sampler's actual environment from the answers to questions about the sampler's actual environment, specifically the organization to which the sampler belongs.

[0050] The first word expressing emotion is, for example, a word that expresses each sampler's emotion and / or impression at the time the abnormal event occurred. The second word expressing behavior is, for example, a word that expresses each sampler's judgment and / or action at the time the abnormal event occurred. The third word expressing organizational environment may be, for example, a word that expresses the atmosphere and / or interpersonal relationships of the hypothetical organization. Note that the first, second, and third words are not limited to the examples given above. For example, the first word may be a word that expresses each sampler's emotion and / or impression when working in the organization to which they actually belong. The second word may be a word that expresses each sampler's judgment and / or action when working in the organization to which they actually belong. The third word may be a word that expresses the atmosphere and / or interpersonal relationships of the organization to which each sampler actually belongs.

[0051] If the hypothetical scenario depicts a fictitious quality concern, the first word might be something like "anxiety" or "impatience." The second word might be something like "hiding the problem on one's own" or "consulting someone." The third word might be something like "it's a busy workplace" or "the boss seems busy."

[0052] The input unit 14 inputs a group of words extracted from the response, including (1) a first word expressing emotion, (2) a second word expressing behavior, and (3) a third word expressing the organizational environment at the time the abnormal event occurred, into the selection unit 15 (processing of input step S1). If the group of words extracted from the response includes a situation different from the time the abnormal event occurred, for example, the first, second, and third words relating to the sampler's actual environment, the input unit 14 may also input these words into the selection unit 15.

[0053] Furthermore, during the input process, the input unit 14 may input the answers obtained by presenting each sampler with questions asking about (i) the higher-level concept, (ii) the lower-level concept, and / or (iii) the relationship between the words, which are represented by at least one of the word groups.

[0054] In the input process, the input unit 14 may input related words extracted from the answers to the questions along with the word group. Related words are words that represent a higher-level or lower-level concept related to a given word. Based on the subject's answers, the input unit 14 may identify the relationships between words and input information indicating the results. The input unit 14 identifies the relationships between words based on a given word and related words obtained from answers to questions asking about the higher-level concept (ladder up; what happens as a result) or lower-level concept (ladder down; why) of that word.

[0055] For example, in a hypothetical scenario demonstrating quality concerns, if a sampler gives a response that includes the word "anxiety," the first word "anxiety" is related to a third word, "no time to redo," which describes the environment in which the sampler felt anxious. Furthermore, the first word "anxiety" is related to a second word, "hiding the problem on one's own judgment," which describes the action taken as a result of that anxiety.

[0056] In this case, the input unit 14 inputs information to the selection unit 15 indicating that the third word, "there is no time to start over," which describes an environment, is a related word of a lower-level concept in relation to the first word, "anxiety." The input unit 14 also inputs information to the selection unit 15 indicating that the second word, "hiding trouble on one's own judgment," which describes an action, is a related word of a higher-level concept in relation to the first word, "anxiety."

[0057] The selection unit 15 selects a group of evaluation words that will serve as a scale for evaluating the organizational climate of the target organization from the input words, including (1) a first word expressing emotion, (2) a second word expressing behavior, and (3) a third word expressing the organizational environment (processing in selection step S2). Evaluation words play an important role in the hierarchical structure of words and are words that can evaluate the workplace habits and workplace culture that underlie the emotions in response to the abnormalities that occur.

[0058] If related words are entered, the selection unit 15 selects a group of evaluation words from the group of words and related words during the selection process.

[0059] In the selection process, the selection unit 15 constructs a cognitive structure model that hierarchically represents the cognitive structures related to the occurrence of abnormal events in multiple samplers, based on the evaluation grid method. The selection unit 15 also selects a group of evaluation words based on the constructed cognitive structure model.

[0060] The selection unit 15 connects the relationships between the collected words to create a cognitive structure model that hierarchically shows the value structure of qualitative sensibilities.

[0061] Figure 3 shows an example of a cognitive structure model created by the selection unit 15. As shown in Figure 3, the selection unit 15, based on network centrality theory, selects important evaluative words from among the words (words) used in the responses obtained from multiple samplers, and creates a cognitive structure model using this evaluative word group. Here, the important evaluative word group may include words with high response frequency, words that act as hubs connecting higher-level and lower-level concepts, and words that indicate events related to these words.

[0062] The selection unit 15 selects evaluation terms as a scale that can evaluate workplace habits and workplace culture that underlie the emotions associated with the created value structure of sensibilities, based on the cognitive structure model that represents the value structure of sensibilities. The selection unit 15 sets criteria (thresholds) for selecting evaluation terms and, based on these criteria, determines which evaluation terms of what importance to select from those included in the cognitive structure model. The importance of each evaluation term may be predetermined or may be set based on responses obtained from the samplers. For example, for each evaluation term, words that are frequently included in the responses, or words that act as hubs between words included in the responses, may be given a higher importance.

[0063] The selection unit 15 selects representative words from the evaluation word group to be included in the question group. If the words included in the evaluation word group are words related to emotions, the selection unit 15 estimates the properties of the evaluation word group, i.e., rates of pleasant, unpleasant, arousal, and sedation, and plots them on a two-axis coordinate system. Based on these results, it performs statistical analysis to select a representative word that represents the evaluation word group. Specifically, the selection unit 15 clusters the plotted evaluation words and selects a representative word that is close to the centroid of the cluster and easy to interpret semantically. Note that the estimation results of the properties of the evaluation word group, i.e., rates of pleasant, unpleasant, arousal, and sedation, may be performed by an evaluation test conducted by multiple people. Also, the plotting on the two-axis coordinate system may be performed by a person such as the questioner who creates the question group. In this case, the person inputs the results into the question group creation device 1, and the selection unit 15 performs statistical analysis based on these results. Alternatively, the estimation of the properties of the evaluation word group, namely the ratings of pleasant, unpleasant, aroused, and calming, and their plotting on a two-axis coordinate system, may be performed by a processing unit of the question group creation device 1, and the results may be acquired by the selection unit 15.

[0064] The output unit 16 outputs the word selected by the selection unit 15 (processing in output step S3). The output unit 16 may also output information related to the word, such as the selected representative word and the created cognitive structure model, along with the word selected by the selection unit 15.

[0065] When the question set creation device 1 performs the creation process following the output process, the output unit 16 outputs information indicating the words selected by the selection unit 15 to the creation unit 17. On the other hand, when a person performs the creation process, the output unit 16 outputs the words selected by the selection unit 15 in a format that the person can confirm. For example, the output unit 16 displays information indicating the created cognitive structure model, the selected evaluative words, and the selected representative words on a display unit 12 such as a display. This makes it possible for a person who understands this information to create a question set.

[0066] The creation unit 17 creates a set of questions to be answered by the subject who experienced the virtual scenario, based on the words output by the output unit 16 (processing in creation step S4). The set of questions includes questions that include a question sentence related to the virtual scenario and answer choices for that question sentence. The set of questions may also include questions other than those related to the virtual scenario, for example, questions that include a question sentence and answer choices related to the organization to which the subject actually belongs. In addition, in the set of questions, at least one of the question sentences and answer choices includes at least one evaluation word from the selected evaluation word group, that is, an evaluation word group that serves as a scale for evaluating the organizational culture of the target organization. The questions included in the set of questions may be the same questions that were presented to the sampler in order to obtain the answers entered in the input step, or questions that are formatted to match the answer choices. The creation step may also be performed by a person. When the creation step is performed by a person, the person checks the information output in the output step and creates the set of questions in the same way as the creation unit 17 based on that information.

[0067] The set of questions includes questions for evaluating the organizational culture of the target organization. The questions are asked using a simulated experience of the same virtual scenario used in the question set creation method described above, and questions created using the question set creation method. Each question in the set of questions includes at least a portion of the selected representative words as part of the question text or answer options. Alternatively, at least a portion of the questions in the set of questions includes a numerical value as part of the question text or answer options that indicates how close the subject's feelings are to those of a character in the virtual scenario, assuming the subject is a character in the virtual scenario, rather than the subject's feelings when objectively viewing the virtual scenario. The creation unit 17 may also create the set of questions by setting the answer format for the question text containing the selected evaluation words as the corresponding degree (numerical value or an expression that can be converted to a number).

[0068] The creation unit 17 creates questions that include evaluative words in the answer choices, as questions relating to a scene in a hypothetical scenario. For example, the creation unit 17 creates a question relating to a scene in a hypothetical scenario where a subject experiencing the scenario might feel anxious, with the question "How did you feel in this scene?" and the answer choices "I felt very anxious," "I felt mildly anxious," and "I didn't feel anything in particular." The creation unit 17 also creates questions that include evaluative words in the question text, as questions relating to a scene in a hypothetical scenario. Specifically, the creation unit 17 creates a question that includes the question "Please express the degree of anxiety you felt in this scene numerically," and the answer choices indicating the degree of anxiety from "1" to "3."

[0069] The emotions, judgments, and actions of members of an organization that cause concern are influenced by the organizational culture and other environmental factors surrounding those members. For example, how an abnormal situation is handled will vary greatly depending on the degree to which the organizational culture has been cultivated.

[0070] The method for creating question sets related to this disclosure clarifies the cognitive structure of the sample by linking emotions with specific actions, judgments, environmental factors, etc., based on responses to questions that inquire about the emotions, judgments, and actions of the sample in each scene of a hypothetical scenario modeled after an abnormal situation. Furthermore, appropriate evaluative terms can be selected based on the answers to the questions, and a question set can be created in which these evaluative terms are used as answer options. By using the question set created in this way, it is possible to diagnose the degree to which the organizational culture of the organization to which the subject who answered the question set belongs (i.e., the target organization) has been fostered.

[0071] For example, when focusing on "quality activities" as the area to diagnose the degree of organizational culture development, hypothetical scenarios are created by referencing quality-related cases, such as situations where common mistakes occur in the product / service quality evaluation process, or situations of frequent quality fraud in the past. By having participants experience such hypothetical scenarios, it is possible to obtain responses that show how participants feel, judge, and act in quality-related situations.

[0072] Furthermore, based on the responses from these samplers, a set of questions can be created that reflects the emotions, judgments, actions, and environment of the subjects in quality-related cases. As a result, the created set of questions will be capable of evaluating the organizational culture regarding "quality activities" of the target organization. Moreover, based on the responses of the subjects who answered the set of questions (i.e., members belonging to the target organization), it is possible to objectively and quantitatively evaluate the organizational culture of the target organization.

[0073] [Embodiment 2] Other embodiments of this disclosure are described below. For the sake of clarity, components having the same function as those described in the above embodiments are denoted by the same reference numerals, and their descriptions are not repeated.

[0074] <Overview of the evaluation method> This embodiment describes an evaluation method for evaluating the organizational culture of a target organization to which a subject belongs, using the set of questions created in Embodiment 1. In this evaluation method, the organizational culture of the target organization is evaluated as, for example, the risks inherent in the target organization, or the trends of the target organization's organizational culture compared to other organizations. The set of questions created by the method described in Embodiment 1 is created based on responses obtained from samplers who experienced a virtual scenario, and the questions included in the set of questions contain indicators that can evaluate the organizational culture to which the person answering the questions belongs. Therefore, it is possible to evaluate the organizational culture of the target organization by obtaining responses to the set of questions from members of the target organization whose organizational culture is to be evaluated, i.e., the subject, and analyzing those responses.

[0075] Figure 4 is a flowchart illustrating an example of the flow of the evaluation method according to Embodiment 2. As shown in Figure 4, the evaluation method according to this disclosure may include a virtual scenario experience step S11, an acquisition step S12, a scoring step (scoring step) S13 based on the answers, and an evaluation step S14. The evaluation method may be performed using one or more computers such as a general-purpose computer.

[0076] The virtual scenario experience process S11 is a process in which a person belonging to the target organization is either (1) allowed to experience a virtual scenario in which an abnormal event occurs in the virtual organization as a person belonging to the virtual organization, or (2) allowed to experience a virtual scenario in which an abnormal event occurs in the target organization.

[0077] Acquisition step S12 is a step in which responses to a set of questions are obtained from subjects who have experienced a virtual scenario. The set of questions is a set of questions created using the question set creation method according to Embodiment 1. The set of questions includes multiple questions, each containing a question sentence related to the virtual scenario and answer choices for that question sentence. At least one of the question sentence and answer choices for each question contains at least one evaluation term that serves as a measure for evaluating the organizational culture of the target organization.

[0078] Here, at least some of the evaluative terms are pre-classified into at least one of the following: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the attitudes of the subjects. Therefore, at least some of the responses obtained are associated with at least one of the following: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the attitudes of the subjects.

[0079] The scoring process S13 is the process of scoring and / or aggregating each element, which is a word that indicates a common factor among the evaluation words included in the question set, based on the acquired responses. Specific examples of elements will be explained later.

[0080] In evaluation step S14, the organizational culture of the target organization is evaluated based on the scoring and / or aggregation results (hereinafter sometimes referred to as scoring results).

[0081] The evaluation performed using the evaluation method according to this embodiment may use all of the question sentences, answers, and evaluation terms included in the question set, or it may use at least one of the question sentences, answers, and evaluation terms included in the question set. Furthermore, all of the evaluation terms included in the question set may be classified into at least one of the following categories: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the awareness of the target individuals, or only a portion of the terms used in the evaluation may be classified.

[0082] <Evaluation device 3> The evaluation method according to this embodiment may be performed by an apparatus capable of executing at least some of the steps of the evaluation method. Figure 5 is a block diagram showing an example of the configuration of an evaluation apparatus 3 capable of executing the evaluation method according to Embodiment 2. As shown in Figure 5, the evaluation apparatus 3 includes a control unit 31 and a display unit 32. The evaluation apparatus 3 may also include a storage unit 33 that stores various information used in the evaluation apparatus 3, such as information indicating a group of questions created by the question group creation device 1, information indicating the input answers, and information indicating scoring results and evaluation results based on the answers. Answers obtained by presenting a group of questions are input to the evaluation apparatus 3. Answers may be input using an input device 4, for example, which includes a touch panel and a keyboard.

[0083] The control unit 31 includes an acquisition unit 34, a scoring unit 35, and an evaluation unit 36. The acquisition unit 34 acquires information indicating the answers given by the subject to a set of questions after experiencing a virtual scenario. The acquisition unit 34 outputs the acquired information to the scoring unit 35. Alternatively, the acquisition unit 34 may convert the acquired information into numerical values ​​or information that can be converted into numerical values ​​and output it to the scoring unit 35.

[0084] The scoring unit 35 scores the responses based on the information indicating the responses obtained from the acquisition unit 34, or information indicating numerical values ​​corresponding to the responses. Here, the multiple questions presented to the subjects include evaluation terms, and each evaluation term is pre-classified into at least one of the following: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the subjects' awareness. The scoring unit 35 may also score each category based on the evaluation terms included in the questions and the responses of the subjects. The scoring unit 35 outputs information indicating the scoring results to the evaluation unit 36.

[0085] The evaluation unit 36 ​​evaluates the organizational culture of the target organization based on the scoring results from the scoring unit 35. Since the scoring results are based on responses obtained from the target individuals, it can also be said that the evaluation unit 36 ​​evaluates the organizational culture of the target organization based on the responses obtained. Details of the evaluation method used by the evaluation unit 36 ​​will be described later.

[0086] As described above, the evaluation device 3 can evaluate the organizational culture of a target organization based on responses from participants who have experienced a virtual scenario, by using the question set created by the question set creation method.

[0087] <Evaluation Method> The details of the evaluation method will be explained below using Figure 4. As an example, the evaluation method is performed using evaluation device 3. Note that part of the evaluation method may be performed by a person. For example, in the evaluation method, the evaluation process may be performed by a person who has grasped the information acquired in the acquisition process.

[0088] In the evaluation method, first, the subjects belonging to the organization whose organizational culture is being evaluated are made to experience a hypothetical scenario in which an abnormal event occurs in a hypothetical organization, as if they were members of that hypothetical organization (hypothetical scenario experience step S11). The hypothetical scenario may include the occurrence of abnormal events that the subjects may actually experience in the target organization. The hypothetical scenario experienced by the subjects may be the same scenario as the hypothetical scenario that the samplers experienced in order to create the question set in the question set creation method according to Embodiment 1.

[0089] Next, each of the multiple participants who have experienced the virtual scenario is presented with a set of questions created using the question set creation method according to Embodiment 1. Here, the presentation of the question set may be performed by a person or by a computer capable of presenting question sets. The question set consists of multiple questions. Each of the multiple questions is a question that includes a question sentence related to the virtual scenario and answer choices for the question sentence, and at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization is included in at least one of the question sentence and answer choices. The question set may also include questions related to the participant's real-world environment.

[0090] Subsequently, the acquisition unit 34 of the evaluation device 3 acquires the answers to the set of questions (processing in acquisition step S12). The acquisition of answers may be performed by the subject inputting the answers using the input device 4, or by the questioner who has heard the answers to the set of questions from the subject inputting the answers using the input device 4. Here, the answers to the set of questions may be numerical values ​​or words that can be converted to numerical values.

[0091] For example, a hypothetical scenario might depict a fictional quality concern situation, including a scenario where an urgent shipping task arises in a workplace that is chronically understaffed. Participants experiencing this scenario may be presented with the question, "How did you feel?" and answer options such as "I didn't feel anything in particular," "I felt a little anxious," or "I felt very anxious." Alternatively, in the same scenario, participants may be presented with the question, "How anxious were you?" and answer options using a numerical scale from "1" to "5" indicating their level of anxiety.

[0092] Furthermore, the acquisition unit 34 acquires responses from multiple subjects who are presented with the same set of questions. The acquisition unit 34 outputs information indicating the acquired responses to the scoring unit 35. The scoring unit 35 may also convert the responses of subjects to questions in which the answer choices include at least one of the evaluation word group that serves as a scale for evaluating the organizational culture of the target organization into numerical values ​​or information that can be converted into numerical values, and output the converted information to the scoring unit 35.

[0093] The scoring unit 35 scores and compiles the responses obtained from the subjects based on the information input from the acquisition unit 34 (processing of scoring step S13). The question text or answer choices included in the question contain evaluation words. Here, the emotions, behaviors, or environments expressed by at least some of the evaluation words correspond to multiple elements for evaluating the organizational climate of the target organization.

[0094] Organizational culture is influenced by factors such as rules and taboos accepted only within the group, appropriate ways of thinking within the group, communication styles, expected roles and interpersonal relationships within the organization, and power dynamics. The evaluation method described herein classifies and scores responses to a set of questions based on elements for evaluating these factors. This allows the evaluation method to objectively and comprehensively assess the organizational culture of an organization formed by multiple subjects.

[0095] Figure 6 shows the relationship between a hypothetical scenario, evaluation terms, and multiple elements. Each evaluation term included in the set of questions may be pre-classified into at least one of the following elements: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the attitudes of the target individuals. More specifically, as shown in Figure 6, elements for evaluating organizational culture may include "autonomous behavior," "ease of reporting, contacting, and consulting," "sense of responsibility and ethics," "mutual support," "attitude towards taking on challenges," and "communication." Furthermore, elements for evaluating organizational culture may include other elements, or one element shown in Figure 6 may be divided into multiple elements.

[0096] As shown in Figure 6, the evaluation terms included in the set of questions are classified according to each element and each scene of the hypothetical scenario. Furthermore, the same evaluation term may be classified into different elements depending on the scene. Also, the evaluation terms may correspond to items different from the scenes of the hypothetical scenario. Specifically, as shown in Figure 6, the evaluation terms may correspond to the item "What can be done to prevent the scene of the hypothetical scenario from occurring?" and be classified into elements appropriate to that evaluation term.

[0097] The scoring unit 35 classifies the acquired responses into elements as shown in Figure 6, based on the evaluation terms corresponding to each response. However, the elements to which responses are classified are not limited to those shown in Figure 6. The scoring unit 35 may classify responses into elements different from those shown in Figure 6. Subsequently, the scoring unit 35 scores each element based on the responses.

[0098] If the answer choices are numerical values, the scoring unit 35 uses the given numerical value as the numerical value of the evaluation word included in the corresponding question. If the answer choices are words, a score is predetermined for each word, and the scoring unit 35 scores using the numerical value converted according to the answer.

[0099] The scoring unit 35 scores the responses by, for example, adding points to the score for a positive response and subtracting points for a negative response, based on a predetermined baseline score.

[0100] For example, suppose a hypothetical scenario includes a scene where a character in the scenario tries to conceal a problem, and the question "How would you act in this situation?" is presented. If the participant chooses to answer "Conceal the problem," scoring unit 35 deducts 1 point from the "Sense of Responsibility and Ethics" element. On the other hand, if the participant chooses to answer "Consult with others" to the same question, scoring unit 35 adds 1 point to the "Communication" element.

[0101] As another example, suppose in a hypothetical scenario, a character in the hypothetical scenario is presented with the question, "How did you feel?" when they are unsure whether or not to report a problem to their superior. If the respondent chooses the answer, "I would be bothering other people," scoring unit 35 deducts 1 point from the "mutual support" element. On the other hand, if the respondent chooses the answer, "There is no one else I can talk to," scoring unit 35 deducts 1 point from the "communication" element.

[0102] The scoring unit 35 may score and / or aggregate each element based on the respondent's answers. Figure 7 shows an example of the scoring results. Figure 7 shows an example where three responses from the respondent that include evaluation words related to the element "ease of reporting, contacting, and consulting" are obtained. In this case, the scoring unit 35 first scores each response based on the response itself. For example, in Figure 7, the response "I can easily consult with my supervisor" is scored as "63", the response "It is easy to report any problems" is scored as "55", and the response "I often don't know who to report, contact, or consult with" is scored as "50".

[0103] Next, the scoring unit 35 may aggregate the scoring results for each answer and calculate the scoring results for each element. Any known aggregation method can be applied as the method for aggregating the scoring results for each answer. In the example shown in Figure 7, the scoring unit 35 calculates the scoring result "56" for the element "ease of reporting, contacting, and consulting" by the arithmetic mean of the scoring results for each answer.

[0104] Furthermore, when the scoring unit 35 aggregates the scoring results for each response, it may apply a weighting coefficient that has been set in advance based on the number and importance of evaluation words included in the response. For example, the response "I can easily consult with my boss" indicates that the relationship with the boss is good, so a larger weight (e.g., 0.6) may be set for this response than the weight for other responses (e.g., 0.2). In this case, the scoring unit 35 may calculate {(63 × 0.6) + (55 × 0.2) + (50 × 0.2)} ÷ 3 to obtain a score of "61.5" for the element "ease of reporting, contacting, and consulting".

[0105] The scoring unit 35 outputs information to the evaluation unit 36 ​​showing the scoring results and the classification results of the evaluation words. Alternatively, the scoring unit 35 may output to an external source the scoring results of each element by the scoring unit 35, or the classification results of the evaluation words and the score of each evaluation word.

[0106] Next, the evaluation unit 36 ​​evaluates the organizational culture of the target organization based on the scoring results from the scoring unit 35 (processing of evaluation step S14).

[0107] For example, the evaluation unit 36 ​​obtains scoring results based on responses obtained when the same set of questions is presented to the target organization and to members belonging to a different organization (comparison organization). The evaluation unit 36 ​​may then evaluate the organizational culture of the target organization by comparing the scoring results for each element in the target organization and the comparison organization.

[0108] Figure 8 is a graph showing the scoring results for each element in the target organization and the comparison organization. In Figure 8, the solid line indicated by symbol A is a graph based on responses obtained by presenting a set of questions to multiple members of the target organization. Also in Figure 8, the dashed line indicated by symbol B is a graph based on responses obtained by presenting a set of questions to multiple members of the comparison organization.

[0109] Referring to the graph in Figure 8, the target organization scores higher in the "colleague communication" element compared to the comparison organization. From this, it can be concluded that the target organization has an organizational culture where colleagues communicate actively with each other, and where it is easy to consult with colleagues when problems arise. On the other hand, referring to the graph in Figure 8, the target organization scores lower in elements such as "proactiveness" compared to the comparison organization. From this, it can be concluded that members of the target organization have a somewhat lower ability to act proactively, and there is a possibility that they lack the willingness to resolve problems on their own when they arise.

[0110] The evaluation unit 36 ​​may also perform other evaluations. For example, based on the scoring results, the evaluation unit 36 ​​may analyze how the subjects would feel and what actions they might take if the scenarios assumed in the hypothetical scenario actually occurred in the target organization.

[0111] Furthermore, the evaluation by the evaluation unit 36 ​​is not limited to comparisons between the target organization and comparison organizations; members within the target organization may be divided into multiple groups, and evaluations may be conducted for each group to identify trends in each group.

[0112] Alternatively, members of several organizations other than the target organization may be given a virtual scenario to experience in advance, and their responses to the set of questions may be obtained and scored to identify the average value and preferred value for each element. In this case, the evaluation unit 36 ​​may evaluate, based on the scoring results obtained from the target individuals of the target organization, how each element compares to the average value in the target organization.

[0113] As described above, the evaluation unit 36 ​​evaluates the organizational culture of the target organization. Subsequently, the evaluation unit 36 ​​outputs information indicating the evaluation results. The organization's manager or the person planning to improve the organizational culture can review the results to understand the organizational culture of the target organization, such as what risks the target organization inherently carries, or what elements are superior or inferior to those of other organizations, and use this information to improve the organizational culture. Note that the evaluation process may also be performed by a person. If the evaluation process is performed by a person, the person reviews the information output in the output process and performs an evaluation based on that information in the same way as the evaluation unit 36.

[0114] [Embodiment 3] Other embodiments of this disclosure are described below. For the sake of clarity, components having the same function as those described in the above embodiments are denoted by the same reference numerals, and their descriptions are not repeated.

[0115] <Overview of Model Creation Method> This embodiment describes a method for creating a risk model, which is a model for understanding the risks in a target organization to which a subject belongs, the factors that influence those risks, and the degree to which those factors influence those risks, using the set of questions created in Embodiment 1. The set of questions created by the method described in Embodiment 1 is based on responses obtained from samplers who experienced a virtual scenario, and the questions included in the set of questions include indicators that allow for understanding the risks inherent in the organization to which the person answering the questions belongs. By obtaining responses to the set of questions from members of the target organization, i.e., the subject, and analyzing those responses, it is possible to create a risk model to understand the risks inherent in the target organization, the factors that influence those risks, and the degree to which those factors influence those risks.

[0116] Figure 9 is a flowchart illustrating an example of the flow of the model creation method according to Embodiment 3. As shown in Figure 9, the model creation method according to this disclosure may include a virtual scenario experience step S21, an acquisition step S22, an extraction step S23, an analysis step S24, and a model creation step S25. This evaluation method may be performed using one or more computers, such as a general-purpose computer.

[0117] The virtual scenario experience phase involves having members of the target organization experience a virtual scenario. The acquisition phase involves presenting a set of questions to multiple participants and obtaining their responses. The extraction phase involves extracting risk-related elements from the evaluation words included in the responses obtained in the acquisition phase. The analysis phase involves determining a score that indicates the degree of influence between the elements extracted in the extraction phase. The model creation phase involves creating a risk model using the responses obtained in the acquisition phase and the information obtained based on those responses.

[0118] <Model Creation Device 5> The model creation method according to this embodiment may be performed by an apparatus capable of executing at least some of the steps of the method. Figure 10 is a block diagram showing an example of the configuration of a model creation apparatus 5 capable of executing the model creation method according to Embodiment 3. As shown in Figure 10, the model creation apparatus 5 includes a control unit 51 and a display unit 52. The model creation apparatus 5 may also include a storage unit 53 that stores various information used in the model creation apparatus 5, such as information indicating a group of questions created by the question group creation apparatus 1, information indicating the input answers, and information indicating analysis results based on the answers. Answers obtained by presenting a group of questions are input to the model creation apparatus 5. Answers may be input using an input device 6 such as a keyboard.

[0119] The control unit 51 comprises an acquisition unit 54, an extraction unit 55, an analysis unit 56, and a model creation unit 57. The acquisition unit 54 acquires information indicating the answers given by subjects who have experienced a virtual scenario to a set of questions. The extraction unit 55 classifies the evaluation words included in the acquired answers into layers predetermined according to the properties of the words, and extracts elements that represent the evaluation words included in each layer. Details of this classification and extraction will be described later.

[0120] The analysis unit 56 analyzes the evaluation words and elements and identifies values ​​that indicate the extent to which the evaluation words included in the layer representing the properties of words influence the elements that represent that layer. Based on the analysis results from the analysis unit 56, the model creation unit 57 selects the components of the risk model and creates the risk model.

[0121] Risk models contain information that shows the relationships between each element included in the model, and are also called "relationship models."

[0122] As described above, the model creation device 5 can create a risk model that identifies the risks of the target organization, the factors that influence those risks, and the degree to which those factors influence those risks, based on the responses from the subjects to the question set created by the question set creation method.

[0123] <Model Creation Method> The details of the model creation method will be explained below with reference to Figure 9. As an example, the model creation method is performed using the model creation device 5. Note that some parts of the evaluation method may be performed by a person. For example, in the model creation method, the model creation process may be performed by a person who has acquired data in the acquisition process and who has grasped the analysis results in the analysis process.

[0124] First, in the model creation method, the target individuals, who are members of the target organization, are made to experience a virtual scenario (virtual scenario experience step S21). This virtual scenario may be the same scenario that was made to experience the sample in the question set creation method described in Embodiment 1.

[0125] Subsequently, the participants who experienced the virtual scenario are presented with a set of questions created using the question set creation method, and their responses are obtained. The questions in the set of questions include representative terms that are considered particularly appropriate as scales for identifying organizational culture and the risks that the organization faces. In addition, the questions may include evaluation terms other than representative terms as appropriate.

[0126] The method of answering the question may be to select the option that the participant believes corresponds to the scene in the hypothetical scenario from a list of answer choices that include the representative word. Alternatively, the method of answering the question may be to select a numerical value from 1 to 5, indicating the degree of relevance between the hypothetical scenario scene the participant envisions and the representative word.

[0127] The acquisition unit 54 acquires the responses to the group of questions presented to multiple subjects (processing in acquisition step S22).

[0128] The acquisition unit 54 identifies the evaluation words included in the question set and outputs the identified evaluation words to the extraction unit 55. The evaluation words that can be identified by the acquisition unit 54 are classified according to layers that indicate the nature of the words. Here, layers indicate the nature of the words, such as behavior, emotion, judgment / thought, and work environment. Classifying evaluation words by layer means classifying them according to the nature of the words. Layers are also used to represent each element in a hierarchical structure in the risk model described later. The layers can be divided into, for example, three layers: a layer containing the first word (emotion), a layer containing the second word (behavior), and a layer containing the third word (organizational environment). The number of layers and the nature that each layer indicates are not limited to these. The number of layers is determined based on the differences in the nature of each word of multiple evaluation words. The differences in the nature of the words are identified by referring to the cognitive structure grasped when creating the question set as described in Embodiment 1. The classification of evaluation words may be performed by a person who has referred to the cognitive structure.

[0129] When the extraction unit 55 obtains information indicating the evaluation words, it extracts factors common to the evaluation words contained in a single layer for each layer (processing in extraction step S23). Factor extraction is performed, for example, using statistical analysis. The extraction unit 55 performs this extraction for each layer. Here, the words indicating the factors extracted from the evaluation words are referred to as "elements". An element can be any word that represents the evaluation words contained in the layer. An element may be any of the evaluation words contained in the layer, or it may be another word that represents the evaluation words contained in the layer. Furthermore, one element may be extracted for a single layer, or multiple elements may be extracted for a single layer.

[0130] If the evaluation terms included in the questionnaire are used directly to create a risk model, the sheer number of words may make it difficult to grasp their mutual influences. The extraction unit 55 extracts elements from the evaluation terms, thereby reducing the number of words used to create the risk model. By using elements that aggregate the evaluation terms, it becomes possible to create a risk model that makes it easier to understand the influence between risks and elements, or between elements themselves.

[0131] The analysis unit 56 acquires information indicating the elements extracted by the extraction unit 55 and information indicating the responses obtained from the subjects. The analysis unit 56 performs an analysis using the information indicating the elements and the information indicating the responses, and quantitatively determines a score that represents the extent to which the evaluation words included in the layer influence the elements that represent that layer (processing in analysis step S24). For example, the analysis unit 56 determines the factor score in factor analysis, or the principal component score in principal component analysis. Here, the sum of the scores obtained based on the evaluation words and elements, or the value obtained using those scores, is called the element score.

[0132] For example, statistical analysis methods are used for analysis. Examples of statistical analysis methods include factor analysis, principal component analysis, cluster analysis (K-means method or hierarchical cluster analysis), and multidimensional scaling.

[0133] When the model creation unit 57 obtains the analysis results from the analysis unit 56, it selects components of the risk model based on the analysis results and creates the risk model (processing of model creation step S25). The analysis results from the analysis unit 56 include information indicating the elements extracted by the extraction unit 55 and scores of the elements obtained based on the responses from the subjects. Therefore, the model creation process can also be described as a process of creating an association model that includes information indicating the relationships between the elements extracted for each layer, based on the extracted elements and the responses from the subjects. The risk model created by the model creation unit 57 is a hierarchical model created using at least one of regression statistical methods and covariance structure analysis. For example, the model creation unit 57 creates a risk model using regression statistical methods. Specifically, the model creation unit 57 performs, for example, stepwise regression analysis using the scores of the elements identified by the analysis unit 56. In this way, the model creation unit 57 determines a value that indicates the degree to which each element influences the surrounding elements, while excluding elements that are not relevant to the risk for which the model is being created. Surrounding elements may be elements belonging to a different layer from a given element, or elements belonging to the same layer. Based on the results of the stepwise regression analysis, the model creation unit 57 creates a risk model that includes multiple elements influencing a certain risk and information showing the relationships between the multiple elements. Subsequently, the model creation unit 57 outputs the created risk model. Information showing the relationships between multiple elements may include, for example, information showing the connections between multiple elements, the degree of influence of each element on the risk, and information showing the degree of influence of elements other than the element in question on a given element.

[0134] When creating a model with three or more layers, the model creation unit 57 may perform, for example, a structural covariance analysis (SEM) on the model created as described above to confirm the validity of the model. In this case, the risk model created will be a so-called hierarchical model. The model creation unit 57 may also specify the values ​​of GFI (AGFI) and RMSEA. The model creation unit 57 may adopt a model in which the GFI is close to 1 in the range of 0 to 1 and the RMSEA is 0.1 or less as the risk model for the target organization.

[0135] Figures 11 and 12 are diagrams showing examples of risk models created using the model creation method relating to this disclosure. The model creation unit 57 may create and output diagrams showing risk models as shown in Figures 11 and 12. Figures 11 and 12 are examples of risk models showing multiple elements representing the emotions, behaviors, and environment of subjects involved in quality concern risks, as well as the relationships between these multiple elements.

[0136] Figures 11 and 12 illustrate an example of a risk model, showing how lower-level elements influence higher-level elements, with risk at the top level. The numbers near the arrows indicate the degree of influence each element has on risk. A larger absolute value indicates a greater influence from the original element to the element at the end of the arrow.

[0137] Figure 11 shows an example of a risk model composed of layers containing elements and layers representing risks. Risk layer 101 represents the quality concern risk in the target organization. The first element 102 represents the feeling of "not wanting to be found out" regarding the quality concern risk. The second element 103 represents the behavior of "proceeding with work despite uncertainty" regarding the quality concern risk. The third element 104 represents the environment in which it is "difficult to consult (with others)" about the quality concern risk.

[0138] In the example shown in Figure 11, it can be seen that the first element 102, the second element 103, and the third element 104 influence the quality concern risk in the target organization. Furthermore, in the example shown in Figure 11, it can be seen that the first element 102, which represents the feeling of "not wanting to be found out," has a particularly large influence on the quality concern risk in the target organization compared to the other elements.

[0139] Figure 12 is an example of a risk model consisting of layers showing elements and layers showing risks. Risk layer 111 shows the quality concern risks in the target organization. Layer 1 112 is a layer that includes elements that indicate the behavior of "proceeding with work despite uncertainty." Layer 2 113 is a layer that includes words that indicate feelings such as "don't want to be found out," "feeling safe," and "it can't be helped / resigned." Layer 3 114 is a layer that includes words that indicate the environment such as "insufficient personnel" and "an environment where it is difficult to consult."

[0140] In Figure 12, the solid arrows indicate a positive correlation between elements. When there is a positive correlation between elements, in an organization, as the lower-level element increases, the related higher-level element also increases. For example, there is a positive correlation between the element "difficulty in seeking advice" and the element "resignation / acceptance." In this case, it indicates that the more difficult an organization is to seek advice, the greater the feeling of "resignation" among its members becomes.

[0141] Furthermore, the dashed arrows in Figure 12 indicate a negative correlation between elements. When there is a negative correlation between elements, in an organization, as a lower-level element increases, the related higher-level element decreases. For example, there is a negative correlation between the element "difficulty in seeking advice" and the element "sense of security." In this case, it indicates that the more difficult an organization is to seek advice, the less the members feel "secure."

[0142] In the example shown in Figure 12, when the element indicating a shortage of personnel becomes significant in the target organization, the sense of security among employees decreases, and as a result of this decreased sense of security, the feeling of not wanting to be found out tends to increase. Furthermore, as shown in Figure 12, when the feeling of not wanting to be found out among employees becomes strong in the target organization, there is a tendency to proceed with work even when a problem occurs, even if it is uncertain, and this tendency can manifest as a greater quality concern risk.

[0143] As described above, a risk model corresponding to the target organization can be created using the model creation method described in this disclosure. The risk model thus created will show which elements of the organization are related to a given risk, how each element relates to and influences the risk, and to what extent each element influences the risk. This allows the risk model to be used to evaluate the type of risks the target organization faces, the type of organizational culture the target organization has, and so on. Furthermore, by using the risk model described above, it is possible to identify the causes of risks in the target organization or the elements that influence risks.

[0144] [Embodiment 4] Other embodiments of this disclosure are described below. For the sake of clarity, components having the same function as those described in the above embodiments are denoted by the same reference numerals, and their descriptions are not repeated.

[0145] <Method for evaluating change> This embodiment describes a change evaluation method for evaluating changes in the organizational culture of a target organization to which a subject belongs, by repeatedly using the evaluation method described in Embodiment 2. In this change evaluation method, the organizational culture of the target organization can be evaluated as, for example, the increase or decrease in risks inherent in the target organization over time, or the magnitude of the impact that events occurring in the target organization had on the organizational culture of the target organization. The set of questions used in the evaluation method described in Embodiment 2 is created based on the answers obtained from samplers who experienced a virtual scenario, and the questions included in the set of questions include indicators that can evaluate the organizational culture to which the person answering the questions belongs. Therefore, at both the first time point and the second time point which is a time point later than the first time point, it is possible to obtain answers to the set of questions from subjects belonging to the target organization whose organizational culture is to be evaluated, and by analyzing those answers, it is possible to evaluate the changes in the organizational culture of the target organization that have occurred between the first time point and the second time point.

[0146] Figure 13 is a flowchart illustrating an example of the flow of a change evaluation method according to Embodiment 4. As shown in Figure 13, the change evaluation method according to this disclosure may include a virtual scenario experience step S11a, an acquisition step S12a, a scoring step S13, an evaluation step S14a, and a change information output step S15. This change evaluation method may be performed using one or more computers, such as a general-purpose computer.

[0147] The virtual scenario experience process S11a is a process in which the target individuals belonging to the target organization experience a virtual scenario at both the first and second time points.

[0148] The acquisition process S12a is the process of obtaining answers to a set of questions from participants who have experienced the virtual scenario at both the first and second time points.

[0149] The scoring process S13 is a process of scoring and / or aggregating each element, which is a word that indicates a common factor among the evaluation words included in the question set, based on the acquired responses.

[0150] Evaluation step S14a is a process in which the organizational culture of the target organization at the first time point and the organizational culture of the target organization at the second time point are evaluated using the scoring results from scoring step S13. In evaluation step S14a, the organizational culture of the target organization is evaluated element by element.

[0151] The change information output process S15 outputs change information indicating the change in the organizational culture of the target organization during the period from the first time point to the second time point. The change information may be displayed on the display unit 32, or it may be transmitted to an external device via a communication network.

[0152] According to the above configuration, it is possible to obtain evaluation results for each element of the organizational culture of the target organization at the first time point and evaluation results for each element of the organizational culture of the target organization at the second time point. By comparing the evaluation results of the organizational culture of the target organization at the first time point with the evaluation results of the organizational culture of the target organization at the second time point, it is possible to objectively and appropriately evaluate how the organizational culture of the target organization changed between the first and second time points.

[0153] Here, the first point in time may be the time before the event occurred in the target organization, and the second point in time may be the time after the event occurred. With the above configuration, it is possible to evaluate the impact that the event that occurred in the target organization had on the organizational culture of the target organization, element by element. The event may be an unintentional event such as an accident that occurred in the target organization. In this case, it is possible to objectively evaluate whether the organizational culture of the target organization changed before and after the accident, and how the accident affected which elements of the organizational culture of the target organization.

[0154] Furthermore, the risk model described in Embodiment 3 may be created for both the first and second time points. This makes it possible to understand the changes in the organizational culture of the target organization between the first and second time points in more detail, as described in (i) to (iii) below. (i) Changes in risk in the target organization (ii) Changes in each of the factors that affect risk (iii) Changes in the degree of impact of each element on risk

[0155] Users who wish to change or improve the organizational culture of a target organization can utilize the identified changes in risks, changes in elements, and changes in the degree of impact of those elements on risks in considering measures to change and improve the organizational culture. In the following description, "user" may be the person in charge of overseeing or managing the organization whose organizational culture they wish to change or improve. Alternatively, the user may be a company (e.g., a consulting firm) that has been commissioned to change and improve the organizational culture of the said organization.

[0156] <Evaluation device 3a> The change evaluation method according to this embodiment may be performed by an apparatus capable of executing at least some of the steps of the change evaluation method. Figure 14 is a block diagram showing an example of the configuration of an evaluation apparatus 3a capable of executing the change evaluation method according to Embodiment 4. As shown in Figure 14, the evaluation apparatus 3a includes a control unit 31a and a display unit 32. The evaluation apparatus 3a may also include a storage unit 33 that stores various information used in the evaluation apparatus 3a, such as information indicating a group of questions created by the question group creation device 1, information indicating the input answers, and information indicating scoring results and evaluation results based on the answers. Answers obtained by presenting a group of questions are input to the evaluation apparatus 3a. Answers may be input using an input device 4, for example, which includes a touch panel and a keyboard.

[0157] The control unit 31a comprises an acquisition unit 34, a scoring unit 35, an evaluation unit 36, and a change information output unit 37. The acquisition unit 34 acquires responses from participants who have experienced a virtual scenario at both the first and second time points. The evaluation unit 36 ​​evaluates the organizational culture of the target organization at both the first and second time points based on the scoring results from the scoring unit 35.

[0158] The change information output unit 37 outputs change information that shows the change in the organizational culture of the target organization during the period from the first time point to the second time point.

[0159] As described above, the evaluation device 3a can use the question set created by the question set creation method to objectively evaluate the changes in the organizational culture of the target organization from the first time point to the second time point, based on the responses from the subjects who experienced the virtual scenario.

[0160] [Embodiment 5] Other embodiments of this disclosure are described below. For the sake of clarity, components having the same function as those described in the above embodiments are denoted by the same reference numerals, and their descriptions are not repeated.

[0161] <How to create a database> In Embodiment 4, the first and second time points may be defined as the time before the measures were implemented in the target organization (first target organization) and the second time point as the time after the measures were implemented. In other words, the "event" in Embodiment 4 may be measures implemented for the target organization during the period between the first and second time points, and the measures may be training or education in the target organization. With the above configuration, it is possible to evaluate how the organizational culture of the target organization (first organizational culture) changed as a result of the measures implemented in the target organization, element by element. For example, it is possible to quantitatively evaluate whether the measures implemented in the target organization were (1) successful or not, and (2) which element of the organizational culture of the target organization contributed most to the improvement of the evaluation. This makes it possible to objectively verify the effects of the measures implemented in the target organization.

[0162] In this embodiment, the change evaluation method described in Embodiment 4 is applied before and after the measures implemented for each of the one or more target organizations to create a policy database 331 that includes the results of evaluating the effects of the measures in the target organizations. Here, the policy database 331 stores data on how the organizational culture of each of the one or more target organizations (first target organizations) has changed as a result of the measures implemented in each of those target organizations.

[0163] A user who wishes to change or improve the organizational culture of an organization can refer to the created policy database 331 to determine one or more candidate policies to be implemented within that organization. Alternatively, the system can be configured to have a computer select one or more candidate policies from the one or more policies included in the created policy database 331 that meet the desired selection criteria.

[0164] Figure 15 is a flowchart illustrating an example of the flow of the change evaluation method according to Embodiment 4. As shown in Figure 15, the change evaluation method according to this disclosure may include a first virtual scenario experience step S11b, a first acquisition step S12b, a scoring step S13, a first evaluation step S14b, and a database creation step S16. The database creation method may be performed using one or more computers such as a general-purpose computer.

[0165] The first virtual scenario experience process S11b is a process in which the target person (first target person) belonging to the target organization experiences a virtual scenario at both the first and second time points.

[0166] The first acquisition step S12b is a step of acquiring the responses of the subjects to a set of questions at each of the first and second time points. Here, the set of questions includes multiple questions, each containing a question sentence related to a hypothetical scenario and answer choices for the question sentence, wherein at least one of the question sentences and answer choices contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization.

[0167] The first evaluation step S14b is a process in which the organizational culture of the first target organization at the first and second time points is evaluated based on the responses of the subjects, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions.

[0168] The database creation step S16 is a step in creating a policy database 331 for each target organization, which associates (a) policy information indicating the policies and (b) change information indicating the changes in the organizational culture of the target organization during the period from the first time point to the second time point. The change information may include the evaluation results of the organizational culture of the target organization at the first time point and the evaluation results of the organizational culture at the second time point. The policy database 331 may be configured to be displayed on the display unit 32, or it may be configured to be transmitted to an external device (for example, a computer used by a user) via a communication network.

[0169] According to the above configuration, the effectiveness of measures implemented in the target organization (the first target organization) can be objectively verified. For example, if you want to change or improve the organizational culture (second organizational culture) of a certain organization (for example, the second target organization), you can refer to the measure database 331 to determine one or more candidate measures to be implemented in that organization.

[0170] <Evaluation device 3b> The database creation method according to this embodiment may be performed by a device capable of executing at least some of the steps of the database creation method. Figure 16 is a block diagram showing an example of the configuration of an evaluation device 3b capable of executing the database creation method according to Embodiment 5. As shown in Figure 16, the evaluation device 3b includes a control unit 31b and a display unit 32. The evaluation device 3b may also include a storage unit 33b that stores various information used in the evaluation device 3b, such as information indicating the question group created by the question group creation device 1, information indicating the input answers, and information indicating the scoring results and evaluation results based on the answers. The evaluation device 3b may be configured to store the created policy database 331 in the storage unit 33b. In this case, the evaluation device 3b may be configured to update the policy database 331 each time a new policy is implemented in the target organization. Answers obtained by presenting a question group are input to the evaluation device 3b. Answers may be input using an input device 4, for example, equipped with a touch panel and a keyboard.

[0171] The control unit 31b comprises an acquisition unit 34 (first acquisition unit), a scoring unit 35, an evaluation unit 36 ​​(first evaluation unit), and a database creation unit 38. The acquisition unit 34 acquires responses from participants who have experienced a virtual scenario at both the first and second time points. The evaluation unit 36 ​​evaluates the organizational culture of the target organization at both the first and second time points based on the scoring results from the scoring unit 35.

[0172] The database creation unit 38 creates a database for each target organization that associates (a) policy information indicating the policies, and (b) change information indicating the changes in the organizational culture of the target organization during the period from the first point in time before the implementation of the policies to the second point in time after the implementation of the policies.

[0173] As described above, the evaluation device 3b can create a policy database 331 that includes the results of an objective evaluation of the effectiveness of the measures implemented in the target organization (the first target organization), based on the responses from the subjects (the first subjects) who experienced the virtual scenario, by using the question set created by the question set creation method.

[0174] [Embodiment 6] Other embodiments of this disclosure are described below. For the sake of clarity, components having the same function as those described in the above embodiments are denoted by the same reference numerals, and their descriptions are not repeated.

[0175] <Recommended Measures> The policy database 331 described in Embodiment 5 stores data on how the organizational culture (first organizational culture) of each of the one or more target organizations (first target organizations) has changed as a result of the policies implemented in each of those target organizations. In other words, the policy database 331 can be used as a database that summarizes the effects of the policies actually implemented for each target organization that implemented the policy. The organizational culture of the target organization is evaluated element by element before and after the implementation of the policy. Therefore, by referring to the policy database 331, it is possible to find out which elements of the organizational culture of the target organization have changed and to what extent as a result of the policy. In other words, by referring to the policy database 331, it is possible to recommend one or more policies that are effective in improving the organizational culture of other target organizations (second target organizations). For example, it is also possible to recommend policies that are effective in bringing the evaluation of each element of the organizational culture of a target organization (second target organization) above a baseline score (achievement target). Alternatively, the system may be structured to accept the setting of a target organizational culture for each target organization (second target organization). In this case, it is possible to recommend effective measures to steadily change the organizational culture of each target organization (second target organization) towards the desired target organizational culture.

[0176] The following explanation will use the example of selecting one or more measures from the measures included in the measure database 331 as recommended measures to change the organizational culture (second organizational culture) of the target organization (second target organization) to the target organizational culture set for the target organization. However, in this embodiment, setting a target organizational culture is not a mandatory configuration. For example, the target organizational culture is not set individually for each target organization; rather, an organizational culture in which the evaluation of each element is above a certain threshold (achievement target) may be set in advance as the target organizational culture.

[0177] Users who wish to change or improve the organizational culture of an organization can refer to the created policy database to determine one or more candidate policies to be implemented within that organization. Alternatively, the system can be configured to have a computer select one or more candidate policies that meet the desired selection criteria from among the one or more policies included in the created policy database.

[0178] Figure 17 is a flowchart illustrating an example of the flow of the policy recommendation method according to Embodiment 6. As shown in Figure 17, the policy recommendation method according to this disclosure may include a second virtual scenario experience step S11c, a second acquisition step S12c, a scoring step S13, a second evaluation step S14c, and a policy recommendation step S17. This policy recommendation method may be performed using one or more computers, such as a general-purpose computer.

[0179] The second virtual scenario experience process S11c is a process in which the target individuals (second target individuals) belonging to the target organization (second target organization) experience a virtual scenario.

[0180] The second acquisition step S12c is the step of acquiring the responses of the subject (second subject) to a set of questions. Here, the set of questions includes multiple questions, each containing a question sentence related to a hypothetical scenario and answer choices for that question sentence, wherein at least one of the question sentences and answer choices contains at least one evaluation term that serves as a measure for evaluating the organizational culture of the target organization.

[0181] The second evaluation step, S14c, is a process in which the organizational culture of the target organization is evaluated based on the responses of the respondents, for each element, which is a word that indicates a common factor among the evaluation terms included in the set of questions.

[0182] The policy recommendation process S17 is a process in which one or more policies are selected as recommended policies from the policies included in the policy database 331 to change the organizational culture of the target organization, which is the evaluation result in the second evaluation process S14c, to the target organizational culture set for the target organization. The recommended policies may be displayed on the display unit 32, or they may be transmitted to an external device (for example, a computer used by the user) via a communication network.

[0183] The effectiveness of a measure may depend on the organizational culture of the target organization before the measure is implemented. In other words, if the organizational culture of target organization X1 (first organizational culture) and target organization X2 (second organizational culture) are different before the measure is implemented, the degree to which the measure is successful may differ. For example, a measure that was highly effective in improving element K in target organization X1 (first target organization) may not have the same effect when implemented in target organization X2 (second target organization), which is different from target organization X1.

[0184] Therefore, if the change information included in the policy database 331 includes the evaluation results of the organizational culture (first organizational culture) at the first point in time and the evaluation results of the organizational culture at the second point in time for the target organization (first target organization) where the policy was implemented, the recommended policy may be selected considering the change information. In this case, the recommended policy is selected, for example, by the following processes A and B. (Step A) First, based on the change information, target organizations (1st target organizations) whose organizational culture evaluation results at the 1st point in time are similar to the organizational culture (2nd organizational culture) of the target organization (2nd target organization) to which the measures are recommended are extracted from the policy database 331. In Step A, a classification model that implements any known classification method can be used to extract target organizations with similar organizational cultures. (Process B) In Process A, measures that have produced the desired effect in the target organization are selected as recommended measures. Here, the desired effect refers to the effect of improving the elements of the current organizational culture (Second Organizational Culture) that are rated lower than the target organizational culture set for the target organization (Second Target Organization), thereby bringing the organizational culture closer to the target organizational culture 332.

[0185] This configuration allows for the selection of recommended measures from the measures included in the measure database 331 that are highly reliable and effective in bringing the organizational culture (second organizational culture) of the target organization (second target organization) closer to the target organizational culture 332.

[0186] <Evaluation device 3c> The policy recommendation method according to this embodiment may be performed by a device capable of executing at least some of the steps of the policy recommendation method. Figure 18 is a block diagram showing an example of the configuration of an evaluation device 3c capable of executing the policy recommendation method according to Embodiment 6. As shown in Figure 18, the evaluation device 3c includes a control unit 31c and a display unit 32. The evaluation device 3c may also include a storage unit 33c that stores various information used in the evaluation device 3c, such as information indicating a group of questions created by the question group creation device 1, information indicating the input answers, and information indicating scoring results and evaluation results based on the answers. The created policy database 331 and the target organizational culture 332 set for the target organization may also be stored in the storage unit 33c. Answers obtained by presenting a group of questions are input to the evaluation device 3c. Answers may be input using an input device 4, for example, equipped with a touch panel and a keyboard.

[0187] The control unit 31c comprises an acquisition unit 34 (second acquisition unit), a scoring unit 35, an evaluation unit 36 ​​(second evaluation unit), a database creation unit 38, and a policy recommendation unit 39. The acquisition unit 34 acquires answers to a set of questions from a subject (second subject) who has experienced a virtual scenario. The set of questions includes a question sentence related to the virtual scenario and answer choices for the question sentence, and includes multiple questions in which at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization is included in at least one of the question sentence and answer choices. The evaluation unit 36 ​​evaluates the organizational culture (second target culture) of the target organization (second target organization) based on the answers for each element, which is a word that indicates a factor common to the evaluation words included in the set of questions.

[0188] The policy recommendation unit 39 selects one or more policies from the policies included in the policy database 331 as recommended policies to change the organizational culture (second organizational culture) of the target organization (second target organization) to the target organizational culture 332.

[0189] As described above, the evaluation device 3c can recommend measures to be implemented to bring the organizational culture (second organizational culture) of the target organization (second target organization) closer to the target organizational culture 332, based on the policy database 331.

[0190] [Embodiment 7] Other embodiments of this disclosure are described below. For the sake of clarity, components having the same function as those described in the above embodiments are denoted by the same reference numerals, and their descriptions are not repeated.

[0191] <Overview of methods for improving organizational culture> By adopting the essential elements of the methods described in each of the embodiments above, it is possible to realize an organizational culture improvement method that can steadily improve the organizational culture of the target organization. This will be explained below.

[0192] In the organizational culture improvement method according to this embodiment, first, the emotions and thoughts of the target individuals belonging to the target organization are grasped using a set of questions created by applying the question set creation method shown in Figure 1. Then, the organizational culture of the target organization is objectively evaluated (diagnosed) using the grasped emotions and thoughts of the target individuals as clues by applying the evaluation method shown in Figure 4. At this time, if necessary, the model creation method shown in Figure 9 may be applied to create a risk model, which is a model for grasping the risks in the target organization, the factors that influence those risks, and the degree to which those factors influence the risks.

[0193] Next, applying the policy recommendation method shown in Figure 17, and referring to the policy database 331, we recommend policies that should be implemented to bring the current organizational culture of the target organization closer to the target organizational culture set for that organization. Then, applying the change evaluation method shown in Figure 13, we objectively evaluate (diagnose) how the organizational culture of the target organization has changed before and after the recommended policies were implemented in the target organization. At this time, it is also possible to evaluate the effectiveness of the implemented policies.

[0194] By repeating the above process until the evaluation of the elements of the target organization's organizational culture exceeds the evaluation of the elements of the target organizational culture, the organizational culture of the target organization can be steadily improved.

[0195] <How to improve organizational culture> Figure 19 is a flowchart illustrating an example of the flow of an organizational culture improvement method according to Embodiment 7. As shown in Figure 19, the organizational culture improvement method according to this disclosure may include a virtual scenario provision step S101, a question set provision step S102, a response acquisition step S103, an evaluation step S104, and a policy recommendation step S106. This organizational culture improvement method may be performed using one or more computers, such as a general-purpose computer.

[0196] The virtual scenario provision process S101 is a process that provides a virtual scenario 333 to a target person belonging to the target organization, allowing them to experience the occurrence of an abnormal event in a simulated manner.

[0197] The question set provision process S102 is a process of providing the target person with a question set 334, which includes multiple questions in which at least one of the question sentences and answer choices for the question sentences related to the virtual scenario 333 contains an evaluation word that serves as a measure for evaluating the organizational culture of the target organization.

[0198] The response acquisition process S103 is a process of acquiring the responses of the subjects to the question group 334 provided in the question group provision process S102.

[0199] The evaluation process S104 is a process in which the organizational culture of the target organization is evaluated based on the answers obtained in the answer acquisition process S103, for each element which is a word that indicates a common factor among the evaluation words included in the question set 334 provided in the question set provision process S102.

[0200] After the evaluation step S104, in the judgment step S105, the organizational culture of the target organization is compared with the target organizational culture 332 set for that organization. If the evaluation of the elements of the target organization's current organizational culture is not equal to or equal to the evaluation of the elements of the target organizational culture 332, and there is room for improvement (NO in S105), the process proceeds to the next step. On the other hand, if the evaluation of the elements of the target organization's current organizational culture is equal to or equal to the evaluation of the elements of the target organizational culture 332, and there is no need for further improvement of the organizational culture (YES in S105), the process ends. Alternatively, the system may accept the setting of a new target organizational culture and proceed to the next step to continue improving the organizational culture.

[0201] The policy recommendation process S106 selects one or more policies from the policies included in the policy database 331 as recommended policies to change the evaluation of the organizational culture elements of the target organization, which is the evaluation result in the evaluation process S104, so that it is equal to or greater than the evaluation of the elements of the target organizational culture 332 set for the target organization. Then, it proposes the implementation of the recommended policies to the target organization and waits until the recommended policies are implemented (NO in S107).

[0202] If the recommended measures are implemented in the target organization (YES in S107), the process returns to the virtual scenario provision step S101, where the virtual scenario and set of questions are provided again, and the organizational culture of the target organization after the implementation of the recommended measures is evaluated.

[0203] Furthermore, the policy database 331 may be updated by adding the evaluation results of the organizational culture of the target organization before the implementation of the recommended measures, the evaluation results of the organizational culture of the target organization after the implementation of the recommended measures, and the policy information indicating the recommended measures.

[0204] By repeating steps S101 to S107 above until the evaluation of the organizational culture elements of the target organization after implementing the recommended measures is equal to or greater than the evaluation of the elements of the target organizational culture 332 (YES in S105), the organizational culture of the target organization can be steadily improved.

[0205] <Evaluation device 3d> The organizational culture improvement method according to this embodiment may be performed by a device capable of executing at least some of the steps of the organizational culture improvement method. Figure 20 is a block diagram showing an example of the configuration of an evaluation device 3d capable of executing the organizational culture improvement method according to Embodiment 7. As shown in Figure 20, the evaluation device 3d includes a control unit 31d and a display unit 32. The evaluation device 3d may also include a storage unit 33d that stores various information used in the evaluation device 3d, such as a group of questions 334 created by the question group creation device 1, information indicating the input answers, and information indicating the scoring results and evaluation results based on the answers. The storage unit 33d may also store a virtual scenario 333 provided to the target person, a created policy database 331, and a target organizational culture 332 set for the target organization.

[0206] Figure 20 shows an example of the configuration of a user terminal 4a that is connected to an evaluation device 3d in a communication manner. The user terminal 4a includes a control unit 41 that controls various functions of the user terminal 4a, an input unit 43 (e.g., a touch panel and keyboard), and a communication unit 45. Data is transmitted and received between the user terminal 4a and the evaluation device 3d via the communication unit 45. For example, the user terminal 4a receives a virtual scenario 333 (audio data, video data, etc.) and a group of questions 334 from the evaluation device 3d via the communication unit 45. The user terminal 4a also transmits the subject's answers to the group of questions to the evaluation device 3d via the communication unit 45. The user terminal 4a may further include a display unit 44 and an audio output unit (not shown) that can allow the subject to view the virtual scenario 333. The subject's answers may be input using the input unit 43.

[0207] The control unit 31d comprises a virtual scenario provision unit 301, a question group provision unit 302, an acquisition unit 34, a scoring unit 35, an evaluation unit 36, a database creation unit 38, and a policy recommendation unit 39. The acquisition unit 34 acquires answers to the question group 334 from subjects who have experienced the virtual scenario 333. The question group 334 includes multiple questions, each containing a question sentence related to the virtual scenario 333 and answer choices for that question sentence, and at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization is included in at least one of the question sentences and answer choices. The evaluation unit 36 ​​evaluates the organizational culture of the target organization based on the answers for each element, which is a word that indicates a common factor among the evaluation words included in the question group. The policy recommendation unit 39 selects one or more policies from the policies included in the policy database 331 as recommended policies to change the organizational culture of the target organization to the target organizational culture 332.

[0208] The virtual scenario provider unit 301 provides virtual scenarios that allow target individuals belonging to the target organization to experience the occurrence of abnormal events. In one example, the virtual scenario 333 is transmitted from the evaluation device 3d to the user terminal 4a.

[0209] The question set provider unit 302 provides the subject with a set of questions 334. In one example, the virtual scenario 333 is transmitted from the evaluation device 3d to the user terminal 4a. If the virtual scenario 333 includes multiple scenarios, the question set 334 corresponding to each scenario is stored in the storage unit 33d.

[0210] The virtual scenario 333 may be configured to be transmitted to the user terminal 4a from a virtual scenario distribution device different from the evaluation device 3d. In this case, the storage unit 33d of the evaluation device 3d only needs to store a list of scenario IDs corresponding to each virtual scenario 333 instead of the virtual scenario 333. The virtual scenario provision unit 301 then transmits the scenario ID to the virtual scenario distribution device and instructs the user terminal 4a to distribute the virtual scenario 333 corresponding to that scenario ID. In this case, the evaluation device 3d only needs to transmit the set of questions 334 associated with the virtual scenario 333 transmitted to the user terminal 4a from the virtual scenario distribution device to the user terminal 4a.

[0211] As described above, the evaluation device 3D can steadily improve the organizational culture of the target organization.

[0212] <Examples of application> Next, using Figures 21 and 22, we will explain an example of the application of the organizational culture improvement method according to Embodiment 7 of this disclosure. Figures 21 and 22 are diagrams showing an example of organizational culture improvement through the implementation of recommended measures.

[0213] The graph on the left side of Figure 21 shows the evaluation results of the current organizational culture of the target organization as a dashed line. This target organization has a low evaluation for the element of "ease of reporting, communicating, and consulting." Here, we assume that the element of "ease of reporting, communicating, and consulting" in the target organizational culture set for this target organization is "80 points" (target score P).

[0214] When the organizational culture improvement method is applied, the evaluation of the element "ease of reporting, contacting, and consulting" is "40 points," and for example, measure A1 "Active Listening Education 1," which aims to improve the evaluation of this element, is recommended. The graph on the right side of Figure 21 shows the evaluation results of the organizational culture of the target organization after measure A1 has been implemented, with a solid line. Although the element "ease of reporting, contacting, and consulting" improved to "55 points" after the implementation of measure A1, it is desirable to continue improving the evaluation of the element "ease of reporting, contacting, and consulting." Therefore, in the organizational culture improvement method, another measure A2 "Active Listening Education 2," which aims to improve the evaluation of the element "ease of reporting, contacting, and consulting," is recommended next.

[0215] The graph on the left side of Figure 22 shows the evaluation results of the current organizational culture of the target organization as a dashed line. This target organization has low scores for the elements of "communication" and "ease of reporting, contacting, and consulting." Here, the element of "communication" in the target organizational culture set for this target organization is set at "80 points" (target score Q), and the element of "ease of reporting, contacting, and consulting" is set at "80 points" (target score R).

[0216] When the organizational culture improvement method is applied, the evaluation of the "communication" element is "35 points," and for example, measure B, "communication training," aimed at improving the evaluation of this element, is recommended. The graph on the right side of Figure 22 shows the evaluation results of the organizational culture of the target organization after measure B has been implemented, with a solid line. After implementing measure B, the "communication" element has improved to "80 points." However, although the evaluation of the "ease of reporting, contacting, and consulting" element has also improved from "40 points" to "55 points," further improvement is desirable. Therefore, in the organizational culture improvement method, measure C, "active listening education 1," aimed at improving the evaluation of the "ease of reporting, contacting, and consulting" element, is recommended next.

[0217] In this organizational culture improvement method, the process is repeated for each target organization: objective evaluation of the current organizational culture, proposal of effective recommended measures to reduce the gap with the target organizational culture, objective evaluation of the organizational culture after implementing the recommended measures (verification of the effectiveness of the recommended measures), proposal of the next recommended measures, and so on. This allows for steady improvement of the organizational culture of the target organization.

[0218] [Embodiment 8] In the embodiments described above, a configuration in which the question set generation device 1, evaluation devices 3, 3a, 3b, 3c, 3d, and model creation device 5 are each separate computers was used as an example. However, the configuration described in this disclosure is merely an example. For example, a single computer may have all the functions of the question set generation device 1, evaluation devices 3, 3a, 3b, 3c, 3d, and model creation device 5.

[0219] Alternatively, the functions of the question set creation device 1, evaluation devices 3, 3a, 3b, 3c, 3d, and model creation device 5 may be distributed across multiple computers, each different from these devices and connected to each other in a communicative manner. In this case, a system can be constructed using these multiple computers to perform the processes described in the above embodiment. For example, some of the functions of the question set creation device 1, evaluation devices 3, 3a, 3b, 3c, 3d, and model creation device 5 may be implemented using computing resources such as multiple processors and memory, similar to a cloud computing system.

[0220] For example, a question set creation system including a plurality of computers that have at least some of the functions of the question set creation device 1 according to Embodiment 1 and are connected to each other in a manner that enables communication may be configured to execute each process included in the question set creation method described in Embodiment 1.

[0221] For example, an evaluation system including one or more computers that are connected to each other in a communicative manner and that have at least some of the functions of the question set creation device 1 according to Embodiment 1 and at least some of the functions of the evaluation device 3 according to Embodiment 2 may be configured to perform each process included in the evaluation method described in Embodiment 2.

[0222] For example, a model creation system including one or more computers that are connected to each other in a communicative manner and that have at least some of the functions of the question set creation device 1 according to Embodiment 1 and at least some of the functions of the model creation device 5 according to Embodiment 3 may be configured to perform each process included in the model creation method described in Embodiment 3.

[0223] For example, a change evaluation system including one or more computers that are connected to each other in a communicative manner and that have at least some of the functions of the question set creation device 1 according to Embodiment 1 and at least some of the functions of the evaluation device 3a according to Embodiment 4 may be configured to perform each process included in the change evaluation method described in Embodiment 4.

[0224] For example, a database creation system including one or more computers that are connected to each other in a communicative manner and that have at least some of the functions of the question set creation device 1 according to Embodiment 1 and at least some of the functions of the evaluation device 3b according to Embodiment 5 may be configured to execute each process included in the database creation method described in Embodiment 5.

[0225] For example, a policy recommendation system including one or more computers that are connected to each other in a communicative manner and that have at least some of the functions of the question set creation device 1 according to Embodiment 1 and at least some of the functions of the evaluation device 3c according to Embodiment 6 may be configured to perform each process included in the policy recommendation method described in Embodiment 6.

[0226] For example, an organizational culture improvement system including one or more computers that are connected to each other in a communicative manner and include at least some of the functions of the question set creation device 1 according to Embodiment 1, and at least some of the functions of the evaluation device 3d and user terminal 4a according to Embodiment 7, may be configured to perform each process included in the organizational culture improvement method described in Embodiment 7.

[0227] [Examples of implementation using software] The functions of the question set creation device 1, evaluation devices 3, 3a, 3b, 3c, 3d, and model creation device 5 (hereinafter referred to as "devices") are programs that cause computers to function as devices, and these programs can be realized by programs that cause computers to function as each control block of the devices (in particular, each part included in control unit 11, control units 31, 31a, 31b, 31c, 31d, and control unit 51).

[0228] In this case, each of the above devices includes a computer having at least one control device (e.g., a processor) and at least one storage device (e.g., memory) as hardware for executing the above program. By executing the above program using this control device and storage device, each of the functions described in each of the above embodiments is realized.

[0229] The above program may be recorded on one or more computer-readable recording media, not temporary ones. These recording media may or may not be provided by the above device. In the latter case, the program may be supplied to the above device via any wired or wireless transmission medium.

[0230] Furthermore, some or all of the functions of each of the above control blocks can also be implemented by logic circuits. For example, an integrated circuit in which logic circuits functioning as each of the above control blocks are formed is also included in the scope of this disclosure. In addition, it is also possible to implement the functions of each of the above control blocks by, for example, a quantum computer.

[0231] Furthermore, each process described in the above embodiments may be performed by AI (Artificial Intelligence). In this case, the AI ​​may operate on the control device described above, or it may operate on other devices (for example, an edge computer or a cloud server).

[0232] [Summary 1] The change evaluation method according to aspect A1 of this disclosure comprises, at each of the first time point and the second time point following the first time point, a virtual scenario experience step in which a subject belonging to the target organization (1) experiences a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) experiences a virtual scenario in which an abnormal event occurs in the target organization, and at each of the first and second time points, a question including a question related to the virtual scenario and answer choices for the question, wherein at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization is included in at least one of the question and answer choices. The system includes an acquisition step in which a computer acquires the responses of the subject to a set of questions that include multiple questions; an evaluation step in which the computer evaluates the organizational culture of the subject organization at each of the first and second time points based on the responses, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions; and a change information output step which outputs change information that shows the change in the organizational culture of the subject organization during the period from the first time point to the second time point, wherein at least some of the evaluation words included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the subject organization, behavioral patterns within the subject organization, and the awareness of the subject.

[0233] The change evaluation method relating to aspect A2 of this disclosure may, in aspect A1, have the first time point being a time before the event occurs in the target organization, and the second time point being a time after the event occurs.

[0234] The change evaluation method relating to aspect A3 of this disclosure may be such that, in aspect A1 or A2, the event is a measure implemented for the target organization during the period between the first time point and the second time point.

[0235] The change evaluation method relating to aspect A4 of this disclosure is such that, in aspect A3 above, the measure may be training or education at the target organization.

[0236] The change evaluation system according to aspect A5 of this disclosure includes, at each of a first time point and a second time point following the first time point, a plurality of questions, each including a question related to the virtual scenario and answer options for the question, from a subject belonging to a target organization who has experienced a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or from a subject who has experienced a virtual scenario in which an abnormal event occurs in the target organization, wherein at least one of the question and answer options contains at least one evaluation term that serves as a measure for evaluating the organizational culture of the target organization. The system includes an acquisition unit that acquires answers to a set of questions at the first and second time points, respectively; an evaluation unit that evaluates the organizational culture of the target organization at the first and second time points, respectively, based on the answers, for each element which is a word indicating a common factor among the evaluation words included in the set of questions; and a change information output unit that outputs change information indicating the change in the organizational culture of the target organization during the period from the first time point to the second time point, wherein at least a portion of the evaluation words included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the awareness of the target individuals.

[0237] A control program according to aspect A6 of the present disclosure is a control program for causing one or more computers to execute processing, the processing comprising: a virtual scenario experience step in which, at a first time point and a second time point after the first time point, a target person belonging to a target organization is made to (1) experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) experience a virtual scenario in which an abnormal event occurs in the target organization; and at a first time point and a second time point, a question including a question statement related to the virtual scenario and answer options for the question statement, wherein at least one of the question statement and the answer options contains the target organization The process includes: an acquisition step of obtaining responses from the subject to a group of questions, each containing at least one evaluation term that serves as a scale for evaluating the organizational climate of the subject; an evaluation step of evaluating the organizational climate of the subject organization at each of the first and second time points based on the responses, for each element which is a word that indicates a common factor among the evaluation terms included in the group of questions; and a change information output step of outputting change information that shows the change in the organizational climate of the subject organization during the period from the first time point to the second time point, wherein at least a portion of the evaluation terms included in the group of questions are pre-classified into at least one of the following: interpersonal relationships within the subject organization, patterns of behavior within the subject organization, and the awareness of the subject.

[0238] [Summary 2] A database creation method relating to aspect B1 of this disclosure includes, at a first point in time before the measures are implemented for each of the one or more first target organizations, and at a second point in time after the measures are implemented, a first virtual scenario experience step in which a first target person belonging to each of the first target organizations is (1) made to experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) made to experience a virtual scenario in which an abnormal event occurs in the first target organization, and at each of the first point in time and the second point in time, a question including a question statement related to the virtual scenario and answer choices for the question statement, wherein at least one of the question statement and the answer choice includes at least one evaluation word that serves as a measure for evaluating the organizational culture of the first target organization. The process includes: a first acquisition step in which a computer acquires the responses of the first subject to a set of questions; a first evaluation step in which the computer evaluates the organizational culture of the first subject organization at a first and second time point, based on the responses of the first subject, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions; and a database creation step in which a database is created for each first subject organization that associates (a) policy information indicating the measures and (b) change information indicating the change in the organizational culture of the first subject organization during the period from the first time point to the second time point, wherein at least a portion of the evaluation words included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the first subject organization, behavioral patterns within the first subject organization, and the awareness of the first subject.

[0239] The method for recommending measures according to aspect B2 of this disclosure may include: a second virtual scenario experience step in which a second target person belonging to a second target organization is (1) made to experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) made to experience a virtual scenario in which an abnormal event occurs in the second target organization; a second acquisition step in which a computer acquires the responses of the second target person to a group of questions, each including a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and the answer choices contains an evaluation word that serves as a measure for evaluating the organizational culture of the second target organization; a second evaluation step in which the computer evaluates the organizational culture of the second target organization based on the answers for each element which is a word that indicates a common factor among the evaluation words included in the group of questions; and a measure recommendation step in which one or more measures to change the organizational culture of the second target organization, which is the evaluation result in the second evaluation step, to a target organizational culture set for the second target organization, are selected as recommended measures from the measures included in a database created by the database creation method described in aspect B1.

[0240] The database creation method according to aspect B3 of this disclosure may include, in aspect B1, the change information including the evaluation results of the organizational culture of the first target organization at a first point in time and the evaluation results of the organizational culture at a second point in time.

[0241] The database creation method relating to aspect B4 of this disclosure is such that, in aspect B1, the measure may be training or education conducted by the first target organization.

[0242] The database creation system according to aspect B5 of this disclosure, at a first point in time before the implementation of measures for each of the one or more first target organizations, and at a second point in time after the implementation of said measures, collects responses from first target persons belonging to each of the first target organizations who (1) have experienced a virtual scenario in which an abnormal event occurs in a virtual organization as a member of said virtual organization, or (2) have experienced a virtual scenario in which an abnormal event occurs in said first target organization, to a group of questions that include a question sentence related to said virtual scenario and answer choices for said question sentence, wherein at least one of said question sentence and answer choice contains at least one evaluation word that serves as a measure for evaluating the organizational culture of said first target organization, at the first point in time The system includes a first acquisition unit that acquires data at each of the first and second time points, a first evaluation unit that evaluates the organizational culture of the first target organization at each of the first and second time points based on the responses of the first target person for each element which is a word that indicates a common factor among the evaluation words included in the question set, and a database creation unit that creates a database for each first target organization that associates (a) policy information indicating the measures, and (b) change information indicating the change in the organizational culture of the first target organization during the period from the first time point to the second time point, wherein at least a portion of the evaluation words included in the question set are pre-classified into at least one of the following: interpersonal relationships within the first target organization, behavioral patterns within the first target organization, and the awareness of the first target person.

[0243] The policy recommendation system according to aspect B6 of this disclosure comprises: a second acquisition unit that acquires answers to a group of questions, each including a question related to the virtual scenario and answer options for the question, wherein at least one of the question and answer options contains an evaluation term that serves as a measure for evaluating the organizational culture of the second target organization; a second evaluation unit that evaluates the organizational culture of the second target organization based on the answers for each element which is a word indicating a common factor among the evaluation terms included in the group of questions; and a policy recommendation unit that selects one or more policies from the policies included in the database described in aspect B5 as recommended policies to change the organizational culture of the second target organization, which is the evaluation result of the second evaluation unit, to a target organizational culture set for the second target organization.

[0244] A control program according to aspect B7 of the present disclosure is a control program for causing one or more computers to execute processing, the processing comprising: a first virtual scenario experience step, at a first time point before measures are implemented for each of the one or more first target organizations, and at a second time point after the measures are implemented, causing a first target person belonging to each of the first target organizations to (1) experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) experience a virtual scenario in which an abnormal event occurs in the first target organization; and at each of the first and second time points, a question including a question statement related to the virtual scenario and answer choices for the question statement, wherein at least one of the question statement and the answer choices is an evaluation that serves as a measure for evaluating the organizational culture of the first target organization. The process includes: a first acquisition step in which a computer acquires the responses of the first subject to a set of questions, each containing at least one of the evaluation words; a first evaluation step in which the computer evaluates the organizational culture of the first subject organization at a first and second time point, based on the responses of the first subject, for each element which is a word indicating a common factor among the evaluation words included in the set of questions; and a database creation step in which a database is created for each first subject organization, associating (a) policy information indicating the measures, and (b) change information indicating the change in the organizational culture of the first subject organization during the period from the first time point to the second time point, wherein at least a portion of the evaluation words included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the first subject organization, behavioral patterns within the first subject organization, and the awareness of the first subject.

[0245] A control program according to aspect B8 of the present disclosure is a control program for causing one or more computers to execute processing, the processing comprising: a second virtual scenario experience step in which a second subject belonging to a second subject organization (1) experiences a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization, or (2) experiences a virtual scenario in which an abnormal event occurs in the second subject organization; and a question including a question statement related to the virtual scenario and answer options for the question statement, wherein at least one of the question statement and the answer options is used to evaluate the organizational culture of the second subject organization. The method includes: a second acquisition step in which a computer acquires responses from the second subject to a group of questions, each containing at least one evaluation term that serves as a measure of evaluation; a second evaluation step in which the computer evaluates the organizational culture of the second subject organization based on the responses, for each element which is a word that indicates a common factor among the evaluation terms included in the group of questions; and a measure recommendation step in which the computer selects one or more measures from the measures included in the database described in embodiment B7 above as recommended measures to change the organizational culture of the second subject organization, which is the evaluation result in the second evaluation step, to the target organizational culture set for the second subject organization.

[0246] [Summary 3] A method for improving organizational culture according to aspect C1 of the present disclosure is a method for improving organizational culture that is executed by one or more computers, and includes: a virtual scenario provision step of providing a virtual scenario that allows a target person belonging to a target organization to experience a simulated occurrence of an abnormal event; a question group provision step of providing the target person with a group of questions, each of which at least one of the question sentences and answer choices for the question sentences contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization; an answer acquisition step of obtaining the target person's answers to the question group; an evaluation step of evaluating the organizational culture of the target organization based on the answers for each element which is a word that indicates a common factor among the evaluation words included in the question group; and a measure recommendation step of recommending one or more measures to improve the organizational culture of the target organization, which is the evaluation result in the evaluation step.

[0247] The method for improving organizational culture according to aspect C2 of this disclosure is that, in aspect C1, the virtual scenario may be (1) a virtual scenario in which an abnormal event occurs in a virtual organization, as a member of that virtual organization, or (2) a virtual scenario in which an abnormal event occurs in the target organization.

[0248] The method for improving organizational culture according to embodiment C3 of this disclosure, in embodiment C1 or C2, comprises a group of questions including a question sentence related to the hypothetical scenario and answer options for the question sentence, and may include multiple questions in which at least one of the question sentence and the answer options contains at least one of a group of evaluation terms that serve as a measure for evaluating the organizational culture of the target organization.

[0249] The organizational culture improvement method according to aspect C4 of this disclosure is such that, in any of aspects C1 to C3 above, at least some of the evaluation words included in the group of questions included in the group of questions are pre-classified into at least one of the following: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the awareness of the target individuals.

[0250] The organizational culture improvement system according to aspect C5 of this disclosure includes: a virtual scenario providing unit that provides a virtual scenario in which a target person belonging to a target organization experiences a simulated occurrence of an abnormal event; a question group providing unit that provides the target person with a group of questions in which at least one of the question sentences and answer choices for the question sentences related to the virtual scenario contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization; an answer acquisition unit that acquires the target person's answers to the question group; an evaluation unit that evaluates the organizational culture of the target organization based on the answers for each element which is a word that indicates a common factor among the evaluation words included in the question group; and a measure recommendation unit that recommends one or more measures to improve the organizational culture of the target organization, which is the evaluation result by the evaluation unit.

[0251] A control program according to aspect C6 of the present disclosure is a control program for causing one or more computers to execute processing, the processing comprising: a virtual scenario provision step of providing a virtual scenario that allows a target person belonging to a target organization to experience a simulated occurrence of an abnormal event; a question group provision step of providing the target person with a group of questions, each of which at least one of the question sentences and answer choices for the question sentences contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization; an answer acquisition step of obtaining the target person's answers to the question group; an evaluation step of evaluating the organizational culture of the target organization based on the answers for each element which is a word that indicates a common factor among the evaluation words included in the question group; and a measure recommendation step of recommending one or more measures to improve the organizational culture of the target organization, which is the evaluation result in the evaluation step.

[0252] [Summary 4] A method for creating a set of questions according to aspect D1 of the present disclosure is a method for creating a set of questions for diagnosing the organizational culture of a target organization, and includes an input step of inputting into a computer a set of words extracted from the answers of multiple samplers who experienced a hypothetical scenario in which an abnormal event occurs in a hypothetical organization as members of the hypothetical organization, the set of words including at least (1) a first word expressing emotion, (2) a second word expressing behavior, and (3) a third word expressing the organizational environment at the time the abnormal event occurs; a selection step of the computer selecting a set of evaluation words from the input set of words that will serve as a scale for evaluating the organizational culture of the target organization; and an output step of the computer outputting the selected set of evaluation words in order to create a set of questions to be answered by subjects belonging to the target organization.

[0253] The method for creating a set of questions according to aspect D2 of this disclosure may further include a step of a computer creating a set of questions to be answered by a subject belonging to the subject organization who experienced the virtual scenario in aspect D1, the set of questions comprising a question sentence related to the virtual scenario and answer choices for the question sentence, and at least one of the question sentence and the answer choice contains at least one of a group of evaluation words that serve as a measure for evaluating the organizational culture of the subject organization.

[0254] The method for creating a set of questions according to aspect D3 of this disclosure, in aspect D1 or D2 above, in the input step, each of the samplers is asked to input into a computer, along with the set of words, related words extracted from their answers to questions asking about the relationship between words such as (i) a higher-level concept that expresses a psychological meaning, (ii) a lower-level concept that expresses an objective factor or state of the environment, and / or (iii) a word included in the set of words and a word that indicates the higher-level concept, or a word included in the set of words and a word that indicates the lower-level concept, which are represented by at least one of the set of words. In the selection step, the computer may select the set of evaluation words from the set of words and the related words.

[0255] The method for creating a set of questions according to aspect D4 of this disclosure may, in any of aspects D1 to D3 above, involve the computer constructing a cognitive structure model that hierarchically represents the cognitive structures of the multiple samplers regarding the occurrence of the abnormal event based on the evaluation grid method, and selecting the evaluation word set based on the cognitive structure model.

[0256] The method for creating a set of questions according to aspect D5 of this disclosure may, in any of aspects D1 to D4 above, allow the multiple samplers to simulate the virtual scenario by having them view a video representing the virtual scenario, visually perceive a picture or text representing the virtual scenario, or listen to an audio recording explaining the virtual scenario.

[0257] The method for creating a set of questions according to aspect D6 of this disclosure is such that, in any of aspects D1 to D5, the first word may be a word that expresses the feelings and / or impressions of each of the samplers at the time the abnormal event occurred.

[0258] The method for creating a set of questions according to aspect D7 of this disclosure is such that, in any of aspects D1 to D6, the second word may be a word that expresses the judgment and / or actions of each of the samplers at the time the abnormal event occurs.

[0259] The method for creating a set of questions relating to aspect D8 of this disclosure is such that, in any of aspects D1 to D7, the third word may be a word that expresses the atmosphere and / or interpersonal relationships of the virtual organization.

[0260] The method for creating a set of questions relating to aspect D9 of this disclosure may, in any of aspects D1 to D8 above, include in the hypothetical scenario the occurrence of an abnormal event that a subject belonging to the subject organization may actually experience within the subject organization.

[0261] In the method for creating a set of questions relating to aspect D10 of this disclosure, the sampler does not need to belong to the target organization in any of aspects D1 to D9 described above.

[0262] In the method for creating a set of questions relating to aspect D11 of this disclosure, the virtual organization may be the same as the target organization in any of aspects D1 to D10 described above.

[0263] In the method for creating a set of questions relating to aspect D12 of this disclosure, in any of aspects D1 to D10 above, the samplers may include members belonging to the target organization.

[0264] The control program according to aspect D13 of the present disclosure is a control program for causing one or more computers to execute a process for creating a questionnaire for diagnosing the corporate culture of a target organization, and the process includes: an input step of inputting into a computer a word group including at least (1) a first word expressing an emotion, (2) a second word expressing an action, and (3) a third word expressing an organizational environment at the time of occurrence of the abnormal event, which is extracted from answers to questions presented to each of a plurality of specimens who experienced a virtual scenario in which an abnormal event occurred in a virtual organization as a member belonging to the virtual organization; a selection step in which the computer selects an evaluation word group serving as a scale for evaluating the corporate culture of the target organization from the input word group; and an output step in which the computer outputs the selected evaluation word group to create a questionnaire to be answered by a target person belonging to the target organization.

[0265] 〔Summary 5〕 The evaluation method according to aspect E1 of the present disclosure includes: a virtual scenario experience step of causing a target person belonging to a target organization to experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member belonging to the virtual organization; an acquisition step in which the computer acquires answers of the target person to a questionnaire including a question sentence related to the virtual scenario and answer options for the question sentence, and at least one of the question sentence and the answer options includes at least one evaluation word serving as a scale for evaluating the corporate culture of the target organization; and an evaluation step in which the computer evaluates the corporate culture of the target organization based on the acquired answers, and at least a part of the evaluation words included in the plurality of questions is pre-classified into at least one of human relationships within the target organization, behavior patterns within the target organization, and awareness of the target person.

[0266] The evaluation method according to aspect E2 of the present disclosure is the same as aspect E1 above, except that in the acquisition step, the computer may convert the answers of the target person to a question including at least one of the evaluation word groups serving as a scale for evaluating the corporate culture of the target organization in the answer options into numerical values or information convertible into numerical values.

[0267] In the evaluation method according to aspect E3 of the present disclosure, in the above aspects E1 or E2, the evaluation words are extracted from the answers obtained as a result of questions asked to a specimen who has pre-experienced the virtual scenario as a member belonging to the virtual organization, and the evaluation words include words expressing emotions, behaviors, and organizational environments at the time of occurrence of the abnormal event, and may be selected from a group of words including the above.

[0268] The control program according to aspect E4 of the present disclosure is a control program for causing one or more computers to execute a process for evaluating the organizational climate of a target organization, and the process includes: a virtual scenario experience step of causing a target person belonging to the target organization to experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member belonging to the virtual organization; and a plurality of questions including a question text related to the virtual scenario and answer options for the question text, and at least one of the question text and the answer options includes at least one evaluation word serving as a scale for evaluating the organizational climate of the target organization, and an acquisition step of the computer acquiring an answer of the target person to the plurality of questions; and an evaluation step of the computer evaluating the organizational climate of the target organization based on the acquired answer, and at least a part of the evaluation words included in the plurality of questions is pre-classified into at least one of the human relationships within the target organization, the behavior patterns within the target organization, and the awareness of the target person.

[0269] 〔Summary 6〕 A model creation method according to aspect F1 of the present disclosure includes: a virtual scenario experience step in which a subject belonging to a target organization experiences a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization; an acquisition step in which a computer acquires the subject's answers to a group of questions, each including a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and the answer choices contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization; an extraction step in which the computer extracts elements that are words that indicate a common factor among the evaluation words included in the group of questions, for each layer indicating the nature of the words; and a model creation step in which the computer creates an association model that includes information indicating the relationships between the elements extracted for each layer, based on the extracted elements and the answers, wherein at least a portion of the evaluation words included in the group of questions are pre-classified into at least one of the following: interpersonal relationships within the target organization, patterns of behavior within the target organization, and the consciousness of the subject.

[0270] A model creation method according to aspect F2 of the present disclosure further includes, in aspect F1, an analysis step in which a computer determines a score indicating the magnitude of the influence of the evaluation word on the extracted elements, and in the model creation step, the association model may be created using the determined score.

[0271] In the model creation method according to aspect F3 of this disclosure, the information indicating the relationship between the elements in aspect F1 or F2 may include information indicating the degree of influence that one element has on other elements.

[0272] The model creation method according to aspect F4 of this disclosure is such that, in any of aspects F1 to F3, the association model may be a hierarchical model created using at least one of regression statistical methods and covariance structure analysis.

[0273] A model creation method according to aspect F5 of the present disclosure is a control program for causing one or more computers to execute a process for creating an association model, the process comprising: a virtual scenario experience step in which a subject belonging to a target organization experiences a virtual scenario in which an abnormal event occurs in a virtual organization as a member of the virtual organization; an acquisition step in which the computer acquires the subject's answers to a group of questions, each including a question sentence related to the virtual scenario and answer choices for the question sentence, wherein at least one of the question sentence and the answer choice contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the target organization; an extraction step in which the computer extracts elements that are words that indicate a common factor among the evaluation words included in the group of questions, for each layer indicating the nature of the words; and a model creation step in which the computer creates an association model based on the extracted elements and the answers, including information indicating the relationships between the elements extracted for each layer, wherein at least a portion of the evaluation words included in the group of questions are pre-classified into at least one of the following: interpersonal relationships within the target organization, behavioral patterns within the target organization, and the consciousness of the subject.

[0274] This disclosure is not limited to the embodiments described above, and various modifications are possible within the scope of the claims. Embodiments obtained by appropriately combining the technical means disclosed in different embodiments are also included in the technical scope of this disclosure. [Explanation of symbols]

[0275] 1. Question group generation device 3, 3a, 3b, 3c, 3d evaluation device 5 Model Creation Device 11, 31, 31a, 31b, 31c, 31d, 41, 51 Control Unit 15 Selection Department 16 Output section 17 Creation Department 34 Acquisition Department (1st Acquisition Department, 2nd Acquisition Department) 35. Grading Department 36. Evaluation Department (First Evaluation Department, Second Evaluation Department) 37 Change Information Output Section 38 Database Creation Section 39 Policy Recommendation Section 55 Extraction Section 56 Analysis Section 57 Model Creation Section 301 Virtual Scenario Provision Section 302 Question Group Provision Section 331 Policy Database S1 Input Process S101 Virtual Scenario Provision Process S102 Question Group Provision Process S103 Answer Acquisition Process S106, S17 Policy Recommendation Process S11, S11a, S21 Virtual Scenario Experience Process S11b First Virtual Scenario Experience Process S11c Second Virtual Scenario Experience Process S12, S12a, S22 Acquisition Process S12b First Acquisition Process S12c Second Acquisition Process S14 Evaluation Process S14b First Evaluation Process S14c Second Evaluation Process S15 Change Information Output Process S16 Database Creation Process S2 Selection Process S23 Extraction Process S24 Analysis Process S25 Model Creation Process S3 Output Process S4 Creation Process

Claims

1. At a first point in time before the measures are implemented for each of the one or more first target organizations, and at a second point in time after the measures are implemented, the first target persons belonging to each of the first target organizations are to (1) experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member of that virtual organization, or (2) experience a virtual scenario in which an abnormal event occurs in the first target organization. A first acquisition step in which a computer acquires the responses of the first target person to a group of questions, each of the first and second time points, which includes a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the first target organization. A first evaluation step in which a computer evaluates the organizational culture of the first target organization at each of the first and second time points, based on the answers of the first target person, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions, The process includes a database creation step, which creates a database for each of the first target organizations that associates (a) policy information indicating the aforementioned measures, and (b) change information indicating the change in the organizational culture of the first target organization during the period from the first time point to the second time point, At least some of the evaluation terms included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the first target organization, behavioral patterns within the first target organization, and the awareness of the first target person. How to create a database.

2. The process involves a second virtual scenario experience step in which a second target person belonging to a second target organization (1) experiences a virtual scenario in which an abnormal event occurs in a virtual organization as a member of said virtual organization, or (2) experiences a virtual scenario in which an abnormal event occurs in the second target organization, A second acquisition step in which a computer acquires the responses of the second target person to a group of questions, each including a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains at least one evaluation term that serves as a measure for evaluating the organizational culture of the second target organization. A second evaluation step in which a computer evaluates the organizational culture of the second target organization based on the answers, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions, A measure recommendation step includes selecting one or more measures to change the organizational culture of the second target organization, which is the evaluation result in the second evaluation step, to the target organizational culture set for the second target organization, from the measures included in the database created by the database creation method described in claim 1, as recommended measures. Methods for recommending policies.

3. The aforementioned measures are training or education conducted within the aforementioned first target organization. The method for creating a database according to claim 1.

4. The aforementioned change information includes the evaluation results of the organizational culture of the first target organization at a first point in time and the evaluation results of the organizational culture at a second point in time. The method for creating a database according to claim 1.

5. A first acquisition unit acquires responses at each of the following points in time: (1) at a first point in time before the measures are implemented for each of the one or more first target organizations, and at each of the following points in time after the measures are implemented, to a group of questions comprising multiple questions, each of which includes a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains an evaluation word that serves as a measure for evaluating the organizational culture of the first target organization; from each of the first target individuals belonging to each of the first target organizations who (1) experienced a virtual scenario in which an abnormal event occurs in the virtual organization as a member of the virtual organization, or (2) experienced a virtual scenario in which an abnormal event occurs in the first target organization; A first evaluation unit evaluates the organizational culture of the first target organization at the first and second time points, based on the responses of the first target person, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions. The system includes a database creation unit that creates a database for each of the first target organizations, which associates (a) policy information indicating the policy, and (b) change information indicating the change in the organizational culture of the first target organization during the period from the first time point to the second time point, At least some of the evaluation terms included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the first target organization, behavioral patterns within the first target organization, and the awareness of the first target person. Database creation system.

6. A second acquisition unit that acquires responses to a group of questions, each including a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains an evaluation term that serves as a measure for evaluating the organizational culture of the second target organization, from: (1) a second target person belonging to a second target organization who has experienced a virtual scenario in which an abnormal event occurs in the virtual organization as a member of the said virtual organization, or (2) a second target person who has experienced a virtual scenario in which an abnormal event occurs in the said second target organization, the group of questions including a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains an evaluation term that serves as a measure for evaluating the organizational culture of the second target organization. A second evaluation unit evaluates the organizational culture of the second target organization based on the answers to each element, which is a word that indicates a common factor among the evaluation terms included in the set of questions. The system includes a policy recommendation unit that selects one or more measures from the measures included in the database described in claim 5 as recommended measures for changing the organizational culture of the second target organization, which is the result of the evaluation by the second evaluation unit, to the target organizational culture set for the second target organization, A system for recommending policies.

7. A control program for causing one or more computers to perform processing, The aforementioned process is, At a first point in time before the measures are implemented for each of the one or more first target organizations, and at a second point in time after the measures are implemented, the first target persons belonging to each of the first target organizations are to (1) experience a virtual scenario in which an abnormal event occurs in a virtual organization as a member of that virtual organization, or (2) experience a virtual scenario in which an abnormal event occurs in the first target organization. A first acquisition step in which a computer acquires the responses of the first target person to a group of questions, each of the first and second time points, which includes a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains at least one evaluation word that serves as a measure for evaluating the organizational culture of the first target organization. A first evaluation step in which a computer evaluates the organizational culture of the first target organization at each of the first and second time points, based on the answers of the first target person, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions, The process includes a database creation step, which creates a database for each of the first target organizations that associates (a) policy information indicating the aforementioned measures, and (b) change information indicating the change in the organizational culture of the first target organization during the period from the first time point to the second time point, At least some of the evaluation terms included in the set of questions are pre-classified into at least one of the following: interpersonal relationships within the first target organization, behavioral patterns within the first target organization, and the awareness of the first target person. Control program.

8. A control program for causing one or more computers to perform processing, The aforementioned process is, The process involves a second virtual scenario experience step in which a second target person belonging to a second target organization (1) experiences a virtual scenario in which an abnormal event occurs in a virtual organization as a member of said virtual organization, or (2) experiences a virtual scenario in which an abnormal event occurs in the second target organization, A second acquisition step in which a computer acquires the responses of the second target person to a group of questions, each including a question related to the virtual scenario and answer choices for the question, wherein at least one of the question and answer choices contains at least one evaluation term that serves as a measure for evaluating the organizational culture of the second target organization. A second evaluation step in which a computer evaluates the organizational culture of the second target organization based on the answers, for each element which is a word that indicates a common factor among the evaluation words included in the set of questions, The process includes a measure recommendation step in which one or more measures to change the organizational culture of the second target organization, which is the evaluation result in the second evaluation step, to the target organizational culture set for the second target organization are selected as recommended measures from the measures included in the database described in claim 7, Control program.

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