写真a

NISHIKAWA Kohei

Position

Professor

Research Field

, Organization Development, Human Resource Development

External Link

Graduating School 【 display / non-display

  • Nanzan University   Faculty of Management   Graduated

    - 1980.3

Graduate School 【 display / non-display

  • Konan University   Graduate School, Division of Social Sciences   Doctor's Course   Accomplished credits for doctoral program

    1983.4 - 1988.9

Studying abroad experiences 【 display / non-display

  • 2008.1
    -
    2008.3

    The University of Delaware   Visiting Professor

  • 2000.9
    -
    2001.6

    The University of Delaware   Visiting Professor

Campus Career 【 display / non-display

  • KONAN UNIVERSITY   Abolition organization   Faculty of Business Administration Department of Business Administration(EBA Programs)   Center for Education in General Studies   Professor

    2002.4

External Career 【 display / non-display

  • 南山大学大学院   教育ファシリテーション専攻

    2010.9 - 2013.3

      More details

    Country:Japan

  • 兵庫県立大学   経営学部

    2008.4 - 2016.3

      More details

    Country:Japan

  • 帝塚山大学   経営情報学部

    2007.4 - 2010.3

      More details

    Country:Japan

  • - Professor, EBA Institute, Konan University

    2002

  • - 甲南大学 EBA高等教育研究所 教授

    2002

display all >>

Professional Memberships 【 display / non-display

  • International OD Association

    2009.5

  • Academy of Management

    2005.5

  • OD Network

    2008.5

  • Association for Talent Development

    2014.1

  • Japan Society of Business Administration

      More details

display all >>

 

Research Career 【 display / non-display

  • The Construction of Organization Development Theories through The Practices

    (not selected)  

    Project Year: 2005.3  -   

Papers 【 display / non-display

  • Organization Development as the Philosophy and Practices for Changing

    Kohei Nishikawa

    Journal of the Japan Academy of Nursing Evaluation, Vol. 11, No. 1,   11 ( 1 )   11 - 19   2022

     More details

    Single Work

    Publisher:Letterpress Co., Ltd  

    Organization Development (OD), as its name implies, is about organizational change, so it has attracted people who are fascinated by exploring this theme. At the same time, OD has been said to be "difficult to communicate and understand" because it often focuses on concrete practical experiences. However, like psychology and economics, OD has the same logical structure as general social sciences in that it analyzes and studies the improvement of organizations through OD practices as a causal relationship among variables. Therefore, research on the subject (people, groups, organizations, and communities) and research on the phenomenon of change in the subject (psychological restoration, regeneration of groups, organizations, and societies, etc.) are studied in relation to their outcomes, and we learn from their accumulation. OD, however, is different from the others in that it includes the change activities by practitioners in its causal relationships. In other words, the practitioner is not an objective observer, but rather is conceived as a party to the change. The practitioner is not a person who observes and diagnoses, but rather a person who facilitates the learning of people in the target group or organization to observe and diagnose the situation, and then conceive and sustainably implement ways to deal with the situation. I think the image of the practitioner as a person who uses him/herself as a tool to encourage the subject to change themselves, and then eventually grow up and move away shows the characteristics of OD. Naturally, from the perspective of objectively observing the behavior of the subject and elucidating cause and effect, there are questions, but OD, which assumes that people are the most effective agents of change, has maintained this stance from its earliest days. And we have been seeking the basis for this assumption in thought and philosophy since the Greek era. In other words, when people and organizations change, they often face harsh realities that are accompanied by psychological pain and anxiety, and unless they are mature practitioners as human beings, they cannot be tools to promote change, but rather may worsen it. Since the 1990s, a new behavioral psychology, represented by behavioral economics, has been expanding new possibilities in the disciplines of society, economy, business, law, and ethics, based on the premise of human irrationality. There, social psychology has begun to conduct social empirical experiments with new technologies, using the experiments that have been conducted since the 1960s, and has already pointed out the psychological weaknesses as well as the strengths of people, as behavioral economics has shown. Therefore, the purpose of this paper is to reconstruct the logical system of OD that places philosophy of thought at the center from the viewpoint of emotion control, and to present the characteristics of OD in a logical, practical, and developed way.

  • Transforming Adolescents into Social Entrepreneurs: A Time When Adolescents Become Reflexive Social Entrepreneurs Reviewed

    Kohei Nishikawa

    South Asian Journal of Business and Management Cases   10 ( 2 )   1 - 9   2021.6

     More details

    Single Work

    Publisher:Sage Journals in Sage Publishing  

    Social entrepreneurs are supposed to be the specialty of seasoned adults in business. Proving the
    adage wrong, Skoll and Ashoka foundations have already nurtured adolescent social entrepreneurs
    successfully. Very few systematic studies endorse the view that the young can be inspired to become
    social entrepreneurs. This case study, consisting of two biographical stories, constructs an understanding
    to inspire further research in the phenomenon of adolescents turning into social entrepreneurs.
    The findings suggest that if young persons engage in transforming themselves reflexively and simultaneously
    act on their beliefs to resolve social problems, they will achieve success as social entrepreneurs.

    DOI: 10.1177/22779779211014653

    Other Link: https://journals.sagepub.com/eprint/ZXRWAEKMAJPFWFUFMEIV/full

  • Who is the Agent of Change? Reviewed

    Ken Nishikawa

    South Asian Journal of Business and Management Cases   9 ( 3 )   413 - 421   2020.12

     More details

    Single Work

    Publisher:BIMTECH BIRLA INstitute  

    DOI: 10.1177/2277977920957959

    Other Link: http://journalssagepub.com/nome/bmc

  • The Reality That We Take on: A Humanistic Change in IT Venture Company Reviewed

    Kohei Nishikawa

    South Asian Journal of Business and Management Cases   8 ( 1 )   70 - 79   2019.4

     More details

    Single Work

    Authorship:Lead author  

    DOI: 10.1177/2277977918803249

  • Who Constructs the Path We take? A Case Study of Nakatsuka Metal and Foil Company Reviewed

    Kohei Nishikawa

    South Asian Journal of Business and Management Cases   6 ( 1 )   26 - 35   2017.5

     More details

    Single Work

    Authorship:Lead author  

    DOI: 10.1177/22779777917696542

display all >>

Books and Other Publications 【 display / non-display

  • Ethics and Responsibility in Human Resources, Leadership and Start-up Business

    Kohei Nishikawa( Role: Contributor ,  Nishio Glass and Mirror' Looking in the glass to craft meaningful work )

    Boomsbury Publishing India Pvt. Ltd.,  2019.12  ( ISBN:978-93-89449-64-8

     More details

    The harsh economy for small companies like this case occurred in the 90s. Besides, after the short bullish economy in the early 00s, the Great Recession in 2008 let the economy down again. Regardless of the CEO's energetic effort, it verged on liquidation, as a result of a three-year deficit.
    In 2011, while talking with the OD consultant, the CEO determined to change everything as the last opportunity to save the family business. The journey embarked on; as a result, a few successes but many failures in a human relationship repetitively occurred in the corporation, yet still, the part of it continues.
    The overview of this case gives an implication; that is, the change process is not swinging between polarized principles, replacing old management for a new one, or achieving strategic change goals, but the nurturing process for people to behave wisely and develop “self" continuously, on top of old “self."

  • The New Normal Reinventing Professional Life and Familial Bonding in the past covid-19 ERA

    Ajoy, k,. Dey, and Ken Nishikawa( Role: Joint author ,  Shadow-Boxing and Self-Reflection of Work from Home)

    Bloomsburry India  2021.2  ( ISBN:9789354350801

  • Case Studies on Perspectives on Management and Digital Business

    Ville-Veikko Piispanen; Ajoy K. Dey; Shreya Mishra eds.( Role: Sole author ,  The Foundation that Leadership Nurtures People Makes the Ideals Possible)

    Bloomsbury Publishing India Pvt. Ltd  2021  ( ISBN:978-93-54352-77-5

     More details

    CEOs in the construction businesses hoped to manage well financial restrictions, well-trained laborers, and the clients' advanced technologies to build unique architectures in public. With pity, compromised operations intervene in changing situations, and they were losing hope. In reality, conscious leaders across the globe are beginning to set their operations as
    authentic. Sanwa Construction Corporation declared that they create value for humans rather than simply constructing architecture. It is not just a statement hanging in the CEO's room but a practical foundation of every decision. Even if this is a small example in Japan, it might tell us how an alternative leadership looks. A few reviews in the leadership show coherence to the thoughts and practices existing globally, discussions between global leaders and CEO in the corporation will add new insights to the leadership research.

  • SUSTAINABLE ENTREPRENEURSHIP innovation and transformation

    Kohei Nishikawa, (Eds.), AJOY K. DEY, VILLE-VEIKKO PIISPANEN, SHREYA MISHRA,( Role: Joint author ,  Thinking Steadily and Growing Fast: How Young Social Entrepreneurs Learn to Mature)

    BLOOMSBURY INDIA Bloomsbury Publishing India Pvt. Ltd   2020.11  ( ISBN:978-93-90513-84-0

     More details

    ABSTRACT
    From human growth, the young are supposed to be unfavourable for social innovation because of lacking enough experience and wisdom to negotiate with stakeholders. However, there is the fact that many social entrepreneurs have already engaged in reducing social problems along with Youth Venture Program in ASHOKA Japan. Questions might emerge from that how they can grow mature so fast.
    To research those questions, the author set up a series of research for two organizations. One is Hiroaki Yabe, the director of NPO Sokoage; the other is Syushi Matsue, the director of PaKT LLC. Based on the case study, this paper investigates how they grow in their early life, which affects the direction of their course of life. It turns out that it is not the maturity as the result of ageing and cumulative experiences and knowledge, but that it is the resilience from an identity crisis in adolescence.

  • 社会福祉法人北摂杉の子会の事例分析に基づく、社会福祉法人と組織開発

    安田美代子、得津愼子、植田仁秀、川島恵美、西川耕平( Role: Joint author ,  第5章)

    関西学院 人間福祉学部  2019.3 

     More details

    社会福祉のマネジメントに関する多くの研究があるにもかかわらず、マネジメント組織変革に対する実践的な処方箋は少ない。そこで、日本のほとんどの社会福祉団体が経験している、しかし顧みられることの少ない現実的な問題に対して、調査者自らが変革の一部となり、日常的な行動実践状況に参加しながら、現実的な仮説を模索した。

display all >>

Review Papers (Misc) 【 display / non-display

  • 明日のマネジメントを考えるヒント、この人に聞く

    西川耕平

    看護管理   29日 ( 5 )   400 - 403   2019.5

     More details

    Authorship:Lead author   Publishing type:Article, review, commentary, editorial, etc. (trade magazine, newspaper, online media)   Publisher:医学書院  

    アクションとリフレクションの学習サイクルを通じて、人と組織が変革する事に向かう組織開発について解説します。

Presentations 【 display / non-display

  • Leadership mindset that encourages their members to nurture themselves to inquire meaningful life through work.

    Kohei Nishiikawa

    ISEOR International Research Center in partnership with Magellan, iaelyon School of Management, University of Jean Moulin, the Management Consulting Division of the Academy of Management (USA), ISODC (The International Society for Organizational Development and Change) Le CNAM, EADA Business School (Spain) and Benedictine University (USA).  (Université Jean Moulin Lyon 3 (Jean Moulin Lyon 3 University))  2022.6  ISEOR, Magellan, iaelyon School of Management, University of Jean Moulin, the Management Consulting Division of the Academy of Management (USA), ISODC Le CNAM, EADA Business School (Spain) and Benedictine University (USA).

     More details

    Event date: 2022.6

    Country:France  

    ABSTRACT
    As a result of the advancement of digital technologies, deeply associated business and society seem to ask us ontological conundrums. So, to reflect on the fundamental questions, this research focuses on the ontological relationship between leaders, business, and society through a comprehensive case study. The research theme seems grandiose to induce a robust conclusion; however, the researcher focuses the case analysis on leader development from a philosophical perspective. As a result of the research, the researcher finds hypothetical conclusions that self-leadership increases the awareness of relational being, the meaning of interdependence, and consciousness despite choosing heroic leaders.

  • Title Case: The Foundation That Leadership Nurtures People Makes The Ideals Possible.

    Kohei Nishikawa

    11th ICMC 2021, International Conference on Management Cases at BIMTECH  (Birla Institute of Manegement Technology(BIMTECH), Greater Noida, INDIA)  International Conference on Management Cases at BIMTECH BIRLA Institute

     More details

    Event date: 2021.12

    CEOs in the construction businesses hoped to manage well financial restrictions, well-trained laborers, and the clients' advanced technologies to build unique architectures in public. With pity, compromised operations intervene in changing situations, and they were losing hope. In reality, conscious leaders across the globe are beginning to set their operations as authentic. Sanwa Construction Corporation declared that they create value for humans rather than simply constructing architecture. It is not just a statement hanging in the CEO's room but a practical foundation of every decision. Even if this is a small example in Japan, it might tell us how an alternative leadership looks. A few reviews in the leadership show coherence to the thoughts and practices existing globally, discussions between global leaders and CEO in the corporation will add new insights to the leadership research.

  • Tasks that Corporate Financial management is embracing; the relational perspectives to understand sustainability between individuals and corporations

    Kohei Nishikawa

    The Academy of Japan Financial Management   (Zoom)  Hiroki Hamada Kushiro Public University

     More details

    Event date: 2021.11

    A relational perspective on understanding individual and corporate sustainability

    Although the new corona has prevented me from traveling abroad, I have noticed that participants from Europe as well as the U.S. often consider environmental issues such as global warming and pollution, income disparity from excessive market competition, and structural poverty from a human rights perspective. In many cases, it is the corporations that are demonized. In many cases, they do not treat corporations as the bad guys and advocate extreme idealism, but they still seem to treat them in a negative sense, assuming that politics and government are linked by interests and induce excessive profits to corporations. At the same time, not only do they critically question the state of corporations, but they also often use the information and logic they have learned through research as the basis for virtual gatherings to present the social problems caused by corporate behavior and to express their warnings about them in declarations.

    In essence, corporations are the driving force behind the development of society, but they also create social problems and have the potential to develop society through solutions. However, in many cases, when I see the bias toward negative opinions, I feel that there has been a significant change in the meaning of the relationship between corporations and society, and as a result, a significant negative interpretation has occurred. In other words, from a rather limited but realistic look at corporate behavior, it can be inferred that there is a basis for asking the question, "For what purpose do corporations exist?

    From my experience of attending rallies in the U.S., especially after the outbreak of the new Corona virus last year, I feel that there is a lot of backlash from the perspective of social responsibility and ethics against corporate executives who arbitrarily use the logic of the market to "line their pockets" in the wake of the presidential election. For example, according to Bakan (2004, 2020), a corporation is a legal entity with a structure that exercises coercive power over its members based on legal grounds (a Legal Institution). The core of the problem lies in the fact that the rights of the individual are recognized and can be exercised to the maximum extent. In other words, corporations are essentially "psychopathic" in the sense that they are allowed to maximize their private profits even if they act in a way that is harmful to others, within the scope of their legal individual rights. Although this may sound quite radical, similar opinions have been found in the form of accusations from within the corporate world for several years, and the fact that the theme of the Academy of Management conference critical of excessive market logic and the logic of capital has been going on for a long time indicates that this is not just an impression, but that there is a significant social problem. The fact that the theme of the Academy of Management conference, critical of the logic of too much market and capital, has been going on for a long time shows that there is a much bigger social problem than just an impression.

    As if in response to this socio-economic situation and the attitude of the critical assembly of researchers, novel and diverse enterprises have already emerged and obtained stable socio-economic performance and reputation. For example, not only are companies classified as Conscious, Humanistic, such as Conscious Capitalism (Mackey & Sisodia, 2014), Sisodia & Gelb (2019), and Laszlo (2014), presented in the literature, but these (2019), and Laszlo (2014), as well as the managers of these companies and supportive researchers and consultants, are organizing social organizations to express their social will to solve socioeconomic problems through business. However, as the literature that deals with these cases points out, it seems to contain an essential point that is completely different from the conventional economic and social logic. In other words, in contrast to the logic of using the environment and others as tools (agents) in order to establish an independent individual (Self), the logic is that the individual has meaning only through relationships with others, and that excessive and arbitrary use of the environment and others will cause the individual to lose meaning. In addition, while the traditional concept of innovation as the source of corporate development and growth is the same as the traditional concept, it tackles natural, social, economic, and environmental problems as business issues that are already self-evident but are rarely addressed. In other words, as typified by the phrase "Force for Good," it is through innovation that solves problems in the external environment, rather than innovation for consumers and customers, that businesses can survive and the citizens and civil society that underlie their customers can prosper sustainably. The ontological meaning of the corporation seems to be different in that the society sustains and prospers. In other words, it is not about tinkering with internal organizational problems in an "organizational development" way, but about realizing a higher

    In other words, it is an innovation that assumes a positive organizational transformation in which the organization develops and grows in a self-organized manner from free and open-minded efforts toward the realization of a higher "Purpose. Based on the above perspective, this paper aims to clarify the meaning of the underlying relationship based on some literature, while referring to these specific corporate cases.

    Bakan, J. (2012). The corporation: The pathological pursuit of profit and power. Hachette UK.

    Bakan, J. (2020). The New Corporation: How "good" Corporations are Bad for Democracy.

    Mackey, J., & Sisodia, R. (2014). Conscious capitalism, with a new preface by the authors: Liberating the heroic spirit of business.

    Sisodia, R., & Gelb, M. J. (2019). The healing organization: Awakening the conscience of business to help save the world.

    Laszlo, C., Barros, P. I., Brown, J. S., Ehrenfeld, J. R., Gorham, M., Robson, L., Saillant, R., et al. (2014). Flourishing Enterprise: The New Spirit of Business. Stanford, CA : Stanford University Press,

  • Session 28: Case Studies in Ethics II When do we come to be philosophers through work? a woman as a lead change agent in a Japanese manufacturing company

    Kohei Nishikawa

    28th Annual ​International Vincentian ​Business Ethics Conference 2021  (DePaul University (Chicago))  ​International Vincentian ​Business Ethics Conference & Hosted by DePaul University (Chicago)

     More details

    Event date: 2021.10 - 2120.10

    One of the arguments is women in the workplace, even though it has been talking for long years since standing up for voting rights. Mainly, it is said that women in Japanese business society are a paragon of Japanese cultural heritage. Some of the skewed data in the global statistics are the following; the global gender gap ranking in the Global World Economic Forum report in 2021, the gender wage gap in Japan in the OECD area in a report of the OECD, and historical data in the labor force in the Japanese government statistics. Critical notices from the statistics are a huge gender gap between the global situation and the Japanese one. On top of that, pandemic raises difficulties from work from home policy in business and healthcare sectors as caregivers for their family members. Beyond other facts remains the reality.

  • Organization Development that the system of philosophy and practices manages the change process Invited

    Kohei Nishikawa

    Annual Conference of The Japan Acdemy of Nursing Evaluation  (Online)  The Japan Acdemy of Nursing Evaluation

     More details

    Event date: 2021.8

    Organization Development (OD), as its name implies, is about organizational change, so it has attracted people who are fascinated by exploring this theme. At the same time, OD has been said to be "difficult to communicate and understand" because it often focuses on concrete practical experiences.
    However, like psychology and economics, OD has the same logical structure as general social sciences in that it analyzes and studies the improvement of organizations through OD practices as a causal relationship among variables. Therefore, research on the subject (people, groups, organizations, and communities) and research on the phenomenon of change in the subject (psychological restoration, regeneration of groups, organizations, and societies, etc.) are studied in relation to their outcomes, and we learn from their accumulation.
    OD, however, is different from the others in that it includes the change activities by practitioners in its causal relationships. In other words, the practitioner is not an objective observer, but rather is conceived as a party to the change. The practitioner is not a person who observes and diagnoses, but rather a person who facilitates the learning of people in the target group or organization to observe and diagnose the situation, and then conceive and sustainably implement ways to deal with the situation. I think the image of the practitioner as someone who uses him/herself as a tool to encourage the subject to change themselves, and then eventually grow up and leave, is indicative of the characteristics of OD.
    Naturally, from the perspective of objectively observing the behavior of the subject and elucidating cause and effect, there are questions, but OD, which assumes that people are the most effective agents of change, has maintained this stance from its earliest days. And we have been seeking the basis for this assumption in thought and philosophy since the Greek era. In other words, when people and organizations change, they often face harsh realities that are accompanied by psychological pain and anxiety, and unless they are mature practitioners as human beings, they cannot be tools to promote change, but rather may worsen it.
    Since the 1990s, a new behavioral psychology, represented by behavioral economics, has been expanding new possibilities in the disciplines of society, economy, business, law, and ethics, based on the premise of human irrationality. There, social psychology has begun to conduct social empirical experiments with new technologies, using the experiments that have been conducted since the 1960s, and has already pointed out the psychological weaknesses as well as the strengths of people, as behavioral economics has shown.
    Therefore, the purpose of this presentation is to present the characteristics of OD logically, practically, and in a developed manner by reconstructing the logical system of OD that places philosophy of thought at its center, first on the basis of behavioral psychology, and then by incorporating new theories of organizational change.

    Translated with www.DeepL.com/Translator (free version)

display all >>

Other Research Activities 【 display / non-display

  • Making Large Global Collaborations Succeed, the workshop in International Management division of Academy of Management

    2008.8

     More details

    Anaheim, CA US.  Charles Wankel and hundreds of others   Symposium

    アメリカのSt.Johns Uni.のチャールズ・ワンケルの呼びかけで、およそ百人がネット上でInternational Managementのテキストを書くために集まり、具体的な構成とスケジュールに関する話し合いを半日かけて実施した。西川は1章担当グループを英語でリードして、第1章共同執筆と「事例:星野リゾート」を担当し、2011年に出版予定となっている。

  • International M&A Workshop, Hosted by Research Institute of Economics and Business Administration, Kobe University

    2007.2

     More details

    神戸大学  Mahlich, Jorg.,G. Burein Yurtogl., Kshetri, Nir., 村松司叙, Stapeles, Andrew., Bebenroth, Ralf.,   Symposium

    企業財務論から捉えたM&A行動と、経営戦略・組織行動の接点を国際的な比較研究から模索する研究発表と討論会で、西川は午後の全体司会者として発表と討論と総括討論までを英語でリードした。

Academic Awards Received 【 display / non-display

  • Sage Best Case 2019

    2019.12   International Conference on Management Cases; BIMTECH; SAGE Publishing   The case Nishio Glass and Mirror: Looking in the glass to craft meaningful work

    Kohei Nishikawa

  • 2021 Outstanding Reviewer Award

    2021.8   the Academy of Management   Reviewing for the Annual Meeting

    the Academy of Management

     More details

    Management, Spirituality, and Religion
    Interest Group
    2021 Outstanding Reviewer Award

    We are grateful for your prompt, thoughtful, and constructive reviews in support of the 2021 Management, Spirituality, and Religion Interest Group Scholarly Program at the Academy of Management conference.

Grant-in-Aid for Scientific Research 【 display / non-display

  • 社会福祉組織に変化を起こす「組織開発」を用いたソーシャルワークのモデル化の研究

    2018.4 - 2019.3

    JSPS Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research(C)

      More details

    社会福祉組織に変化を起こす「組織開発」を用いたソーシャルワークのモデル化の研究

Preferred joint research theme 【 display / non-display

  • Collaborative Research for the intervention process in OD (Organization Development) and related to OD fields

 

Committee Memberships 【 display / non-display

  • 2021.5   South Asian Journal of Business and Management Cases  Advisory Editorial Member

  • 2020.5   International OD Association  Vice President for Conferences and Events

  • 2007.11   Reviewer of Annual Conference at ODC Division in Academy of Management

Social Activities 【 display / non-display

  • OD Association in Japan

    2014.1

     More details

    海外で開発された組織開発の理論・実践応用成果を、日本の各種組織に実践応用するために、企業人事担当、コンサルタント、大学研究者が定期的に交流する学習の場を、代表理事として運営している。
    年次大会だけでなく、年に数回勉強会や研究会として、研究者、コンサルタント、クライアント企業担当者が集まり、交流学習を継続している。
    2014年8月には、京都で日本初の国際大会実施が開催され、100名を超える海外のODコミュニティーメンバーと交流する大会委員長である。

  • アショカ ジャパン 

    2013.12

     More details

    アメリカに本拠のあるアショカ財団の日本支部の、ユースベンチャー審査会パネリストであり、アショカ財団の若手社会起業家と、定期的に交流をしている。

  • International OD Association

    2013.8

     More details

    組織運営理事(Executive Committee)

 

Recommended URL 【 display / non-display

  • OD Association in Japan

    www.odaj.org

    Interdisciprinary Area

Qualification acquired 【 display / non-display

  • TOEIC 805