[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-106-2-social-work-management-019":3},{"subject":4,"subjectSlug":5,"subjectFullName":4,"question":6,"related":24},"社會工作管理","social-work-management",{"id":7,"webId":8,"year":9,"session":10,"subject":4,"legacy":11,"number":12,"stem":13,"options":14,"answer":19,"answerNote":20,"images":21,"lawTimestamp":9,"explanation":22,"freq":23},"sw-106-2-社會工作管理-019","sw-106-2-social-work-management-019",106,2,true,19,"雙因子理論（motivation-hygiene theory）是由心理學家赫茨伯格（Frederick Herzberg）所提出，主張管理者在激勵員工時，需要區分保健因子與激勵因子，以能達激勵效果。下列對於此理論的敘述，何者正確？",{"A":15,"B":16,"C":17,"D":18},"針對保健因子予以激勵只能防止員工的不滿足，無法使員工感到滿足","保健因子包括成就感、賞識、責任與成長機會等高層次的需求","激勵因子包括薪資、工作條件、公司政策與同事關係等較低層次的需求","此理論對管理者的啟示是應著重高層次需求的激勵，忽略低層次需求，以能驅使員工達到更高成就境界","A",null,[],"本題考點在 Herzberg 雙因子理論中保健因子與激勵因子的區分。依 Herzberg 雙因子理論，保健因子（薪資、工作條件、公司政策、人際關係）只能「防止不滿足」，具備了也不會產生滿足感，唯有激勵因子（成就感、賞識、責任、成長機會）才能帶來滿足與激勵，故 A 正確。B 錯在歸類顛倒：成就感、賞識、責任與成長機會屬激勵因子而非保健因子；C 亦顛倒：薪資、工作條件、公司政策與同事關係屬保健因子而非激勵因子；D 錯在該理論的啟示是保健因子須先維持以免員工不滿，再輔以激勵因子，並非可忽略低層次需求。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-106-2-social-work-management-018","核心概念是解決問題，強調組織中的每個人都應致力於找出問題和解決問題，以使組織能夠不斷的嘗試錯誤、改善問題，以提高自我能力。此描述符合下列何種管理思維？",18,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-106-2-social-work-management-020","運用所蒐集的資料來回答「方案依設計所執行的程度為何？」、「員工所執行的措施是否符合方案所規劃的？」、「方案是否涵蓋適當的受益者？」等問題，屬於下列何種方案評估活動？",20,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-106-2-social-work-management-017","無論是臺灣或國際社會，面對風災、水災、震災等各式各樣的災變，已是當前無法避免的議題，因此社會服務機構具備災難管理的知能是刻不容緩。下列對於災難管理的敘述，何者錯誤？",17,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-106-2-social-work-management-021","「是一種財務計畫，也是行動計畫，是即將實現的服務與發展藍圖，有引導實現社會服務組織使命的功能」，此是描述下列何種財務管理活動？",21,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-106-2-social-work-management-016","目標管理是一套整體的、有系統的管理過程，其常被用來做為績效管理的方法之一，下列那一項要素並非目標管理的特性？",16,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-106-2-social-work-management-022","在一個社會服務機構中，主管正對社工員的表現進行績效考核。考核甲社工員時，主管記起甲曾在幾個月前工作遲到數次，因此將其績效評為丙等，儘管甲社工員其他工作表現符合規定。此情境說明了何種績效考核潛在問題？",22,1787299242954]