2019.8.13

効率性追求の仕組みを英語で表現

昨日の日本語を英語にしてみます

Ameba system designed for the best performance

In Kyocera, Mr. Inamori invented the system called Ameba, which allows each staff to think and act as if she/ he were the top management to contribute to the success of the company. This time, we would like to briefly introduce this system and elaborate a bit on how this system works to maintain the best motivation among employees.

Q: What is the Ameba?

A: Ameba is the smallest unit in a business operation & administration, by which we can measure the performance/ output and also the expense to deliver that outcomes. Usually an Ameba is identified as the group of 4-5 people.

Q : How does this Ameba system work?

A: Each ameba is encouraged to deliver the best output and the lower expense, in other words, each ameba is supposed to perform well to bring the best efficiency model. This efficiency model is measured under certain benchmarks: the efficiency ratio, per hour per head productivity. For instance, the labor cost for a staff working in an amba is 30 USD, and the per head and per hour output is 50 USD, this ameba added 20 USD value to the company. Each Ameba works hard to achieve the best ratio in a company.

Q: So those amebas have to compete each other to deliver the best performance?

A: Yes they do. However, the competition does not have any monetary values in their reward s. Even though the ameba you belong to delivers the best performance, this record has nothing to do with your salary.

Q: So it does not work to motivate people. Why Kyocera doesn’t give them a sort of bonus according to their performance? 

A: If the ameba efficiency ratio is associated with the monetary measurement, the working environment of entire company would become worse. Under a certain market cycle, some department perform well, while others not. If the company keeps rewarding the best performers in terms of money, other would accumulate complaints and best performers get arrogant.  This would negatively affect to creating a harmony, that’s why Kyocera decided to separate monetary rewards-salary- and the efficiency ratio.

Q: How come do people get motivated without any financial compensation?

A: In Kyocera, best performing ameba is announced in front of others. All the honor and gratitude are going to be sent to the best ameba. People spontaneously thank that ameba members for working very hard and leading people to secure the good financial result for all of the employees.

Q: Does this actually work, to maintain high financial result?

A: Some people are skeptic towards such motivation management strategy, others believe that people can perform well with only the reliance and trust from other colleagues. In Kyocera case, this did work. Mr.Inamori delivered this ameba to KDDI, as well as JAL after its bankruptcy. He mentioned, together with the philosophy, ameba system actually worked to achieve the remarkable performance. The lessons learned from this episode is that people can get motivated when they realize that they are trusted, counted, and respected as important talents.