[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-108-2-social-work-management-006":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-108-2-社會工作管理-006","sw-108-2-social-work-management-006",108,2,true,6,"下列有關韋伯（Max Weber）科層體制設計的敘述，何者錯誤？",{"A":15,"B":16,"C":17,"D":18},"固定與正式的職權範圍原則","職務管理強調創新，因此依循彈性與專精化原則","職權隨著層級降低而遞減","組織中每個人的行為皆受到他人的監督","B",null,[],"本題考點是Weber科層體制(bureaucracy)的設計原則,屬反向題要找出錯誤敘述。Weber理想型科層體制強調依明文規則與標準化運作、專業分工、層級節制與非人情化,追求的是可預測性與效率,而非創新與彈性。B說『職務管理強調創新,依循彈性與專精化原則』,把科層體制描述成強調創新彈性,與其規則化、標準化本質相反,故B為錯誤敘述、即為答案。A固定正式職權範圍、C職權隨層級遞減、D行為受監督,均為科層體制特徵,故選B。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-108-2-social-work-management-005","決策者以最初的資訊為基準，給予它過高或過低的權重，即使接受到新的資訊，仍堅持原先的基準點而只做出微幅的調整。上述係屬何種決策偏誤？",5,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-108-2-social-work-management-007","有關「管理者有效領導部屬的人數」係屬下列那項組織設計的原則？",7,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-108-2-social-work-management-004","Fred Fiedler 發展出的「最不喜歡的工作夥伴量表」，是屬於領導之權變模式中的何種功能？",4,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-108-2-social-work-management-008","員工個人的見解、直覺、預感是屬於知識管理中的何種知識類型？",8,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-108-2-social-work-management-003","組織在各個層級皆要能夠設定策略，若組織排除任何重大的改變，並持續服務相同的對象，則這個組織是採取以下何種策略？",3,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-108-2-social-work-management-009","基於大型組織管理上的需要，將焦點置於整個組織的管理，及所有管理者的行動，是下列何種管理學派的主張？",9,1787299250888]