[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-106-2-social-work-management-024":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-024","sw-106-2-social-work-management-024",106,2,true,24,"當前對於機構員工績效考核的方法推陳出新，在這些考核方法中，強調從各種角度來評估員工的績效表現，藉由多元績效評估回饋機制以強化考核的客觀性與公平性，是下列何種考核方法？",{"A":15,"B":16,"C":17,"D":18},"360 度考評法","行為定錨量表法","平衡計分卡","特質取向法","A",null,[],"本題考點在績效考核方法的辨識。依 360 度考評法的定義，此法由主管、部屬、同儕、自己甚至服務對象等多元來源全方位評估員工績效，藉多角度回饋強化考核的客觀性與公平性，題幹所述正是其標準描述，故選 A。B 行為定錨量表法（BARS）是以具體工作行為描述作為量表各等級定錨來評分，重點在行為基準而非多元評估者；C 平衡計分卡是從財務、顧客、內部流程、學習成長四構面衡量「組織」整體績效的策略工具，非個別員工的多元回饋考核；D 特質取向法是就員工人格特質評分，評估來源單一且主觀性高。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-106-2-social-work-management-023","為能因應內、外部環境的變化，社會服務機構需有策略性規劃（strategic management）的能力，以釐清組織運作方向，增進面臨挑戰與控制的能力。下列對於進行策略性規劃的描述，何者正確？",23,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-106-2-social-work-management-025","「督導」對於社會工作而言具有重要功能與意義，下列對於督導情境描述的功能歸類，何者錯誤？",25,{"webId":34,"stem":35,"number":36,"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,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-106-2-social-work-management-026","在社會服務機構裡，人力資源的培訓包含兩種：員工訓練及員工發展，兩種活動對於機構與員工而言均有重要功能與目的。下列對於兩種活動內涵的描述，何者正確？",26,{"webId":42,"stem":43,"number":44,"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":46,"stem":47,"number":48,"year":9,"session":10},"sw-106-2-social-work-management-027","「須讓員工清楚明白組織的目標，並運用自身的影響力來激發、激勵員工致力組織的效能和成就，以達到組織的目標。」請問此段描述符合下列那種管理活動的定義？",27,1787299243001]