[{"data":1,"prerenderedAt":48},["ShallowReactive",2],{"q-sw-108-1-social-work-management-005":3},{"subject":4,"subjectSlug":5,"subjectFullName":4,"question":6,"related":23},"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":10},"sw-108-1-社會工作管理-005","sw-108-1-social-work-management-005",108,1,true,5,"某非營利組織的管理階層以優渥薪資與福利吸引社工系畢業生加入，並以績效獎金獎勵工作表現優異者，此管理理念是受到何種管理理論的影響？",{"A":15,"B":16,"C":17,"D":18},"Z 理論","X 理論","Y 理論","S 理論","B",null,[],"本題考點在以 McGregor 的 X 理論、Y 理論判讀管理者的人性假設。題幹以「優渥薪資、福利」與「績效獎金」作為吸引與激勵員工的手段，反映的是「人需靠外在物質誘因與獎懲驅動」的假設，屬 X 理論，故選 B。C Y 理論假設員工能自我實現、內在動機驅動，會強調工作意義與授權，而非以金錢獎懲為主；A Z 理論（Ouchi）強調長期僱用與集體參與；D「S 理論」非 McGregor 之標準理論，屬干擾選項，均非答案。",[24,28,32,36,40,44],{"webId":25,"stem":26,"number":27,"year":9,"session":10},"sw-108-1-social-work-management-004","重視組織結構對組織績效的影響，沒有適用所有情境的最佳設計，需視工作的性質及其所處環境特性而定，此論述為何種管理觀點？",4,{"webId":29,"stem":30,"number":31,"year":9,"session":10},"sw-108-1-social-work-management-006","Z 理論常見於日本的組織管理風格，下列何者為其特性？①員工不輕易跳槽 ②升遷快速 ③集體決策 ④個人責任 ⑤重視員工訓練 ⑥管理者關心員工的福利 ⑦重視個人績效與生產力",6,{"webId":33,"stem":34,"number":35,"year":9,"session":10},"sw-108-1-social-work-management-003","強調「只有那些最有可能發生或其影響會對組織產生最大衝擊事件，才被運用於權變性規劃的過程」是屬於下列何項行動切入點的任務？",3,{"webId":37,"stem":38,"number":39,"year":9,"session":10},"sw-108-1-social-work-management-007","強調員工若是快樂，工作就會有效率，係屬於下列何種理論？",7,{"webId":41,"stem":42,"number":43,"year":9,"session":10},"sw-108-1-social-work-management-002","組織透過管道取得更多方案或提供更多元性的服務，以爭取更多的服務對象來降低服務的單位成本，但卻未提供合理的服務品質而招致批評，係屬於下列那種效率與效能的組合樣態？",2,{"webId":45,"stem":46,"number":47,"year":9,"session":10},"sw-108-1-social-work-management-008","1910 年代 Frederick W. Taylor 認為提供工作誘因來提升生產力，因為員工往往是懶惰的、無動力的，分析工作內容，論件計酬是較好的付薪方式。上述觀點為何種管理學派？",8,1787299248288]