Impact of Pro Bono Programs on Skill Formation among Consultants

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  • プロボノプログラムがコンサルタントの技能形成に与える影響
  • プロボノプログラム ガ コンサルタント ノ ギノウ ケイセイ ニ アタエル エイキョウ

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Abstract

<p>In this study, we examine the impact of pro bono experience on consultants for whom, it represents an interaction between two activity systems, and we analyze how consultants derive expansive learning from their experiences. The results of the analysis can be summarized as the following three points:</p><p>1. Information about the careers of consultants and the consultant personnel system were first obtained in interviews with human resources departments. Compared to typical managers, consultants progress to management in 3–4 years on average, but there is a lot of variation between individuals in terms of promotion to a position which demands managerial skill and diplomacy. If the career ladder cannot be climbed, employees either stagnate or end up leaving the company. They enter the pro bono activity system as a training program to overcome career hiatus.</p><p>2. The differences between consulting and pro bono activity systems are clear when delineated in terms of the following elements: subject, object, tools, community, rules and division of labor, as stated in the activity theory. The differences are likely to generate expansive learning.</p><p>3. Consultants who observed the four contradictions between activity systems tended to end up reflecting on their usual working style, conceptualizing their experience and developing new models. As a result, they showed changes in their behavior and attitude that led to success. Although a small number of cases was canvassed, it was found that the degree of expansive learning varied among individuals. The importance of questioning and critique when faced with issues during the pro bono practice is indicated. The deeper the recognition of contradictions, the more effective expansive learning becomes.</p>

Journal

  • Journal of Innovation Management

    Journal of Innovation Management 17 (0), 39-57, 2020-03-31

    The Research Institute for Innovation Management of Hosei University

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