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和魂と洋才と残業したい人々(上)

筆者が海外のオフィスにお邪魔した時、最初に違和感を感じたのは電話だった。オフィス中に反響しそうな勢いでビービー鳴っているにもかかわらず、誰もその電話を取ろうとしないのである。こちとら「誰の電話が鳴っていようと、3コール以上通話相手を待たせるべからず」という鉄則を叩き込まれてきたクチだから、これはどうにも落ち着かない。3コール目くらいからソワソワし始め、5回、6回、と心の中で指折り数えてしまう。集中力もへったくらもあったものではない。7コール目くらいになると救いを求めて秘書の方を見るのだが、これまた泰然と無視なさっておられる。どれだけ大物なんだ。さぞかし名のある家の出に違いない。次からはマダムと呼ぼう。

そういう益体もないことを考えている間に、電話のコールは十を数える。こちらは何もしていないのに既に疲労困憊である。流石にこのころになると、周囲も電話のことを気にかけ始めるのだが、その態度は明確に「うっせーな、粘ってないでさっさと切りやがれ」というものであり、この後に及んでもなお誰も受話器を取ろうとしない。君達我慢強すぎ。そこからはもう我慢比べである。勝率(相手が電話を切れば勝ち)は7~8割くらいではなかったか。

こういうことが何回か続いた後で、隣の外人に「電話を取らなくてもいいの?今の外線だったよね?」と聞いてみたのだが、「え、でも俺宛ての電話じゃないし」と、質問の意味が分からない様子である。その後の拙い英語でのやりとりをまとめると、「通話相手は(離席中の)彼と話したくて電話をしてきたのであり、俺は彼の仕事を何も知らない。そんな自分が勝手に他人の電話を取るべきではない。ボイスメールはそのためにあるのだから、それを活用すべき」。いや、ごもっとも。

しかし、日本人の我々は、他人の電話でもさっさと取って要件を聞いた方が良いケースを知っている。もしかしたら先方は急ぎの用かもしれないし、それは自分でも対応可能なことかもしれない。少なくとも、先方に担当者がいつ戻るかといった情報を伝えることは出来るはずだ。そういう助け合いは、個々には些細なケースであっても、全体で見れば組織のパフォーマンスを高めるということを我々は知っているのである。

使われる人々

この手の「助け合い」の欠如は、何も電話に限った話ではない。カフェテリアで新人が慣れないレジ打ちに苦しみ、客が長蛇の列を成しているのに、横で悠々とコーヒーの機械をみがくベテラン店員というのも米英ではよくある光景である。

用関係がジェノア式に上下関係で成り立っている場合、即ち、人を使う側と使われる側が明確に分かれている場合、使われる側同士に助け合う理由がない。新入りがへまをしても、それは雇用主とそのドジな新入りとの問題であって、自分の給料には関係ない。日本人なら、とっとと新人を使えるようにしてしまわないと自分が大変になる、と考えがちだが、これは「新人のへまのツケは客に回せばよい-責任を取るのは雇い主だ」、という発想が出来ない人間の考え方である。

こういう人間関係は、共同作業を必要とする産業では大きな問題となる。カフェテリアであれば、出来るのは微妙に不満げな(しかし慣れっこになっている)客の列程度だから、大した問題ではない。しかし、もしこれが工場で起きれば、出来るのは行程の途中で吹き溜まる仕掛品の山か、最悪不良品の山になる。

こういう組織では、中間管理職は激務だ。部下同士のコミュニケーションや仕事のやりくりを期待できない以上、上司は部下のそれぞれの仕事ぶりを逐一チェックし、絶えず仕事の配分を微調整しなければならない。優先順位の低い仕事をしていれば止めさせ、働きすぎの部下がいれば仕事を減らし、場合によっては自分が仕事の一部を引き受けるか、その部署で請け負う仕事量それ自体を減らす。筆者の数少ない経験や伝聞による主観に過ぎないが、日本と比べ、欧米では管理職が部下それぞれの仕事へ強く介入する傾向があるように思う(部下が給料分ちょうどの仕事しかしない以上、部下の時間を最大限有効に活用するのは重要課題なのだ)。また、チームミーティングよりも個別面談を重視するのがセオリーであるらしい。

とはいえ、管理職は万能ではない。調整が失敗すれば仕事は終わらない。日本では、ここらで中島みゆきがマイクを取り、不可能な難事を成し遂げるドラマがスタートするところなのだが、残念ながら欧米にはプロジェクトXは存在しない。出来ないものは出来ないのである。そして導かれる当然の結論。あきらめよう。

その結果、1月2日の仕事始めの日に、「線路工事が時間までに終わらなかったため、○○線は本日全面運休します」というような、ちょっとあり得ない出来事が起こるのである。これはイギリスの出来事なのだが、この国では鉄道のメンテナンスのためにクリスマスから年明けまで1週間、結構な数の路線が運休する。それだけでも日本人的にはちょっと信じがたい話だが、2008年の1月1日に終わっているはずの工事が、2日の朝になっても終わらなかったのである。結局、サービスが完全に回復するまでには何日かかかったらしい。この路線を使ってロンドンへ出勤する通勤客は大迷惑である。

この件は流石に新聞沙汰になったので筆者も目にしたのだが、聞けばその2年前にも同じ事があったという。更に聞けば、ロンドンの地下鉄でも、たまに「深夜工事が終わらなかったので丸ノ内線は現在運休しております」みたいなアナウンスが聞けるのだそうだ。平日の朝に、である。


残業したい人々

この手のあきらめというのは、日本の会社ではあまり見られない現象ではないかと思う。同僚の仕事が遅れていれば手伝い、会社のプロジェクトが追い詰められればみんなで頑張る。頑張れば何でも解決するというわけではないが、実際問題として、ある程度なら何とかなってしまうのである。

日本の会社にあるのが単なる雇用主と被雇用者、使う人と使われる人々の関係だけだとすると、この頑張りというのは理解しがたい行動である。しかも、この頑張りというのはサービス残業で行われたりするのである。で、とにかく何でも3行にまとめたい人々は「日本人の気質を逆手に取られて搾取されている」とか、「日本社会は遅れているので、労働者の権利という概念がまだちゃんと理解されていない」とか、日本人は非合理的であるという前提でモノを語ろうとする。

しかし、第1部からの繰り返しになるが、全くの不合理な仕組みが数十年も続くことは考えにくい。残業する人には、その本人が意識していようと無かろうと、残業する理由があるはずなのである。そして、組織構造が違うのなら、そこで働く人々に全く異なる「合理的行動」が存在するのは、いかにもありそうなことではないだろうか。

試しに、ある会社にベテラン社員と新人社員の二人がいるケースを考えよう。上の例では、ベテラン社員には新人教育をするインセンティブはなかった。新人のために骨を折ってあげても給料が増えるわけではないし、仕事が出来るようになったところで自分の役に立つわけじゃない。客はそう言う状況に慣れているので、うるさく文句を言ってくることもない。新人が仕事を覚えようとそうでなかろうと、自分は自分のすべきことをするのみだ。こうして、ジェノア型の組織では、仕事量に明確な上限ができる

一方で、仮にこの会社が終身雇用制を敷いていたら、どうなるだろう。新人教育をしても給料が増えない点は変わらない。新人を育てる努力など客観的に測りようがないので、給料には反映させられないのだ。しかし、ベテラン社員にはひとつ新人社員を助ける理由がある。新人社員を鍛えておけば、後々で自分を助けてくれるかもしれないということ。体調が悪いときにシフトを変わってもらえるかもしれないし、自分が管理職になったときに無理を聞いてくれるかもしれない。

更に言うと、期待できるのはこの新人君からの助けだけではない。同僚が困っているときにさっと手助けが出来る人材。すなわち、使える人材。その評判は組織全体に伝わっていく。そして、誰だって使える人材には協力したいものだ。仲良くなっておけば、いざという時に助けてもらえるかもしれないのだから。こうして、このベテラン社員は、新人君に作った「貸し」を、全然違う人から取り立てることが可能になる

これは実に効率のいいシステムだ。困ったときにはすぐに助けがほしい。でも、自分が今必要としている人が、実は昔自分が助けてあげた人でした、というような都合のいい話はなかなか無い。自分が「助けてあげられる人」と「助けてほしい人」とは、往々にして一致しないものだ。しかし、「個々人の評判」が飛び交っているような組織では、このミスマッチが問題にならない。「借りがある人を助ける」のではなく、「誰かに貸しを作った人を助ける」のだ。そのためには、「誰が誰に助けたのか」という情報、すなわち評判が、皆に共有されている必要がある。こうして、評判メカニズムは組織内の協力関係を強固なものにしていくのだ。

とは言え、人助けにも限度というものがある。いくら新人が助けを必要としているからと言って、それに無制限に応える必要があるのだろうか?助け合いと言っても、自分がその見返りを受けられる保証はない。もし自分が明日クビになってしまうなら、または明日にも会社が倒産してしまうなら、その会社での自分の評判には何の価値もないのだ。つまり、人助けで抱え込むべき仕事量は、会社の経営状態と、そこでの自分の地位の安定度に比例する

こうして、安定的な会社では、助け合いはさらなる助け合いを呼んで、チームワークはどんどん洗練されてゆく。トヨタの「カイゼン」も、この洗練されたチームワークの一種と言えるのではないかと思う。日本の会社がチームワークを必要とする産業(各種製造業の生産技術、電車等の複雑なインフラの運営、など)に特に強みを発揮するのは、この辺りに理由があるのではないだろうか。

そして同時に、従業員の仕事量はどんどん増えてゆく。その結果として残業も増える。サービス残業になるケースも多い。要はただ働きである。しかし、それでも働く理由が彼らにはある。周りの同僚(上司や、場合によっては社長すら含まれる)を助け、自分が使える人材であることを示すこと。そういう評判を作り上げること。それが長期的にはむしろ自分の得になるのだから。

しかし、そうは言っても、皆が皆そこまでポジティブに残業しているわけではない。「仲間に協力してバリバリ働くことが最適な会社」と、「同僚達に合わせてどこまでも働くことを強要する会社」との間には、実は理論上大した違いはないのだ。その辺りを、次回に。


本日のまとめ

使う側と使われる側が明確に分かれるジェノア型の会社組織では、使われる側の従業員同士には協力し合う理由がない。

一方で、マグレブ型の会社組織では、従業員同士が(管理職も含まれ得る)使い使われる協力関係を築く。このチームワークが日本企業の強み。

ジェノア型の組織では、従業員には給料分以上は働く理由がないが、互いに使い使われるマグレブ型の組織では、どんどん残業してでも同僚のためにそして会社のために働くことが最適になる。

目次:
第1部 和魂と洋才とユダヤの商人
     和魂と洋才と温泉のガイジン
     和魂と洋才と医療の崩壊(上)
     和魂と洋才と医療の崩壊(下)
     和魂と洋才と白羽の矢 <予定>
第2部 和魂と洋才と「会社」の仕組み
     和魂と洋才と残業したい人々(上)

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Comments

助け合いで残業が増えてるとは知りませんでした。

上司、部下が残っている以上、自分だけサービス残業をやめたら、評価が悪くなるどころか退社か自殺に追い込まれるようないじめに合う。といったネガティブな理由と思ってました。

Posted by: toorisugari | May 22, 2009 at 04:48 AM

私はまさに「仲間に協力してバリバリ働くことが最適な」職場にいます。そしてサービス残業は月100時間をゆうに超えています。給与は私にとっては十分高いので特に不満もありません。

このエントリで対照的に描かれる二種類の組織は、自分の仕事環境を再考する良い機会になりました。家族が多い私には確かに忙しすぎる時がありますが、本当に困った時は仲間が寄ってたかって助けてくれようとしますし、そういう雰囲気が職場を越えて私のプライベートな生活にも満ちているような気がします。

ジェノア式にもそれなりの良さがあるのでしょうが、私の好みとは違いますね。

Posted by: yama | May 22, 2009 at 09:08 AM

toorisugariさん、コメントありがとうございます。

こと「日本的経営」みたいな話をすると、ある人はそれをものすごくネガティブに語り、またある人はむしろポジティブに語り、しかもその二つの意見に接点が見いだされないという特徴があるように思います。(toorisugariさんとyamaさんのコメントも好対照を成していますよね)

で、「会社によって違うよね」という、当たり障りのない、そしてつまらない結論に落ち着くわけです。

このエントリーを書くに当たってのささやかなチャレンジは、全く同じシステムが、見方によってポジティブにもネガティブにもなり得るということをデモンストレーションすることにあります。それは次回のエントリーの主題となります(その先触れとして、最終段落があるわけです)。

まぁ、そんなわけで、ネガティブな話は次回をお待ちいただきたく。期待はずれに終わるかもしれませんけれども・・・。

Posted by: 馬車馬 | May 22, 2009 at 09:45 AM

yamaさん、コメントありがとうございます。

私もどちらかというと「楽しんで残業する」質ですので、おっしゃることは分かる気がします。

ただ、ここで書いたジェノアの話は、ジェノア型のパフォーマンスが低い方の一側面に過ぎず、裏側にはもっとエキサイティングな別の顔があります(そもそも、ジェノアというのは大変に活動的な商人の国だったのですから)。それはまた好き嫌いが大きく分かれる側面ではありますが。その辺りは次の次で少し詳しく書こうと思います。

また、現実には、マグレブ式とジェノア式は微妙に混ざり合ってくることも良くあります。その辺りも、時間が許せば触れる予定です。

Posted by: 馬車馬 | May 22, 2009 at 09:59 AM

助け合いで発生する残業も、サービスしちゃうのは変じゃない?

Posted by: sonna | May 26, 2009 at 05:00 AM

非常に面白かったので、日をあけて何度も繰り返し読んでしまいました。
どことなく、「会社はだれのものか」という話とも絡んでくる話であるような気がします。

ジェノア型とマグレブ型が混ざったケースの話にも非常に興味があるのでぜひ読ませて頂きたいです・・・。

Posted by: kagehiens | May 28, 2009 at 07:39 AM

次回が楽しみです。

Posted by: rabi | June 02, 2009 at 11:22 PM

sonnaさん、コメントありがとうございます。

すみません、ちょっと質問のご主旨が分かりづらいのですが、なぜ残業の対価が重視されないかは次回以降で書くつもりです。

Posted by: 馬車馬 | June 05, 2009 at 07:22 AM

kagehiensさん、コメントありがとうございます。リプライが遅れてごめんなさい。繰り返しご覧頂くというのは書き手にとっては誠にうれしいものです。

おっしゃるとおり、「会社は誰のものか」という話は、次の次の回のテーマの軸の一つです。所有と経営の分離、株式会社の成立、辺りをジェノア型のメカニズムに絡めて説明する予定です。

ジェノアとマグレブとハイブリッドは本当は第3部のメインテーマなのですが、ゆっくり書いていると色々とネタも浮かんでくるもので、第2部でも触れてゆくことにしました。もう少々お待ちください。

Posted by: 馬車馬 | June 05, 2009 at 10:09 AM

rabiさん、コメントありがとうございます。

すみません、本当は先週末に書き上げている予定だったんですが…どうも6月中旬まではどたばたが続きそうです。なんとか今週末に(下)だけでも書き上げたいところなのです・・・どうかお見捨てなく。

Posted by: 馬車馬 | June 05, 2009 at 10:10 AM

お忙しい中エントリーお疲れ様です。

第1パラグラフの例ですが日本中に存在しています。

地方行政機関がそのまま当てはまります。

他人の電話は取らないとか、他人の職分は干渉しないとか、定時で必ず帰るとか。

「お役所仕事」は日本的ではなく欧米的ということになり、民間からすると文化が違うので、不可思議に見えるのかもしれませんね。

Posted by: まずかったら消してください | June 06, 2009 at 01:29 AM

和魂と洋才シリーズおもしろいです。
いつも楽しく読ませていただいてます。

少し疑問に思ったのですが、本文中で語られているいわゆる一般的な
日本型経営は極一部の企業にしか当てはまらないのでは?と思いました。

と言うのも、本文中では日本型経営の利点が語られていましたが、
実際このように論理的に仕組みを理解して働いている人間をほとんど見ないからです。
周りのみんながやってるからと思考停止になっているのが現状ではないでしょうか。

それこそ例で挙げられたようなTOYOTAのように企業理念と
効率を徹底している企業ぐらいしかいないのでは?
実際このような仕組みがうまく回っている企業の人と
コミュニケーションを取ったとき一般的な日本企業には
合わないんじゃないかと感じることも多々あります。

マグレブとジェノアのハイブリッドも興味深いので楽しみにしています。
長々とすみません。
(最近、不況に入ったせいか玉石混交で日本型経営が
やたら礼賛されているのが気になってるのでつい書いてしまいました)

Posted by: croissant | June 11, 2009 at 08:58 PM

まずかったら消してくださいさん、コメントありがとうございます。リプライが遅れてすみません。エントリーを挙げたら力尽きていました。

お役所が他人の電話を取らないというのは初耳です。日本にもいろんな組織があるんですねぇ。一つの可能性としては、官僚組織は「使う側(キャリア)」と「使われる側(ノンキャリ)」が明確に分かれているという点で、ジェノア型に近いのかもしれませんね。後は、仕事柄責任の所在を明確にしないといけないと言うことで、どうしてもそう言う組織形態にならざるを得ないと言うこともあるのかもしれません。

ちなみに、大陸ヨーロッパのお役所仕事というのは、あんなものではありません。次元が違います。

あ、それから、コメントは前広に歓迎しておりますので、気楽に書き込んでいただければと思います。

Posted by: 馬車馬 | June 16, 2009 at 10:20 AM

croissantさん、コメントありがとうございます。リプライが遅れてごめんなさい。

「論理的に理解して行動する」必要があるかどうかは、「医療の崩壊(上)」で少し詳しく書きましたので、そちらをご覧頂ければと思います。ゲーム理論(というか意志決定論?)では、個々人の最適行動の判断に意識は不要であるというのが一般的な仮定です。この仮定にはアマルティア・センなど、批判する人も多いですが、これに代わるアイデアは見あたらないのが現状だと思います。最近は認知ゲーム理論とかで色々と意識的な行動を分析しようという試みもあるようですが・・・(不勉強で余りよく知りません)。

Posted by: 馬車馬 | June 16, 2009 at 10:30 AM

すごいです!
こんなに面白くて勉強になるブログがあったんですね。
今から、過去の記事を読み漁りたいと思います。
(>_<)

Posted by: ガガ | June 24, 2009 at 04:20 PM

いつも面白く拝見させて頂いてます。

私は米国の大企業数社で働いた経験があるのですが、米国の会社では日本企業も真似できないような残業会社が結構あるように思われます(ほとんど寝ずに数日間オフィスにこもって仕事をしたこともあります)。

1社では社員の奥さんグループが集まって会社を訴えるという騒ぎになりました(これは日本ではないと思いますが)。おそらく、米国の場合は「どこで何をする会社で、どういう仕事をするか」によって大きく変わるように思われます。

Posted by: CL | July 04, 2009 at 09:22 AM

ガガさん、折角のお褒めの言葉を頂いたのに、盛大にリプライが遅れてごめんなさい。7年越しの大仕事に先週ようやくケリが付きまして…ここ数週間は追い込みで大変でした。

過去記事まで読んでいただけるというのは書き手冥利に尽きます。今後ともよろしくお願いします。

Posted by: 馬車馬 | July 27, 2009 at 01:15 AM

CLさん、コメントありがとうございます。リプライが遅れてごめんなさい。

その「日本人より働くアメリカ人」が次回か、その次の回のメインテーマとなります。実際、空港のラウンジで脇目もふらずに働いているのって、日本人よりもアメリカ人(多分)の方が多いですよね。

奥さんグループが会社を訴えるというのは実に面白いですが、おっしゃるとおり、「稼げる会社」の仕事量は半端ではないのがアメリカの会社だと思っています。

Posted by: 馬車馬 | July 27, 2009 at 01:21 AM

疑問に思ったのが

ジェノア型で「イギリスの電車停止のような事態」にならない方法はないのでしょうか?

管理職を増やしたり、管理職・管理システムの強化で対応できないのでしょうか?

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