[{"data":1,"prerenderedAt":48},["ShallowReactive",2],{"q-sw-110-1-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-110-1-社會工作管理-005","sw-110-1-social-work-management-005",110,1,true,5,"在社會服務組織中薪酬是激勵與維繫員工的重要因素，對於在薪酬制度上的設計，下列敘述何者錯誤？",{"A":15,"B":16,"C":17,"D":18},"薪酬內容應儘量單一性，比較明確可衡量","薪酬制度要強化組織的社會形象","薪酬制度應具公平性和適法性","薪酬制度應可提高員工的組織承諾","A",null,[],"本題考點是社會服務組織薪酬制度設計的原則,題目要選出「錯誤」者。A「薪酬內容應儘量單一性,比較明確可衡量」錯誤,因為良好的薪酬制度應具「多元性」——由本薪、獎金、津貼、福利與非財務性報酬等多種要素組合,才能兼顧激勵、公平與留才,單一化反而削弱薪酬的激勵與維繫功能,故 A 為錯誤敘述。B 正確:薪酬制度可強化組織的社會形象與競爭力。C 正確:薪酬制度應具公平性(內部與外部公平)與適法性(符合勞動法令)。D 正確:合理的薪酬能提高員工的組織承諾與留任意願。判別關鍵在於認識薪酬結構「多元組合」的原則,與 A 主張的單一化正好相反。",[24,28,32,36,40,44],{"webId":25,"stem":26,"number":27,"year":9,"session":10},"sw-110-1-social-work-management-004","下列何者最能說明人群服務方案之「成效（effectiveness）」的意涵？",4,{"webId":29,"stem":30,"number":31,"year":9,"session":10},"sw-110-1-social-work-management-006","危機管理對機構而言是重要的，對於危機特性的敘述，下列何者錯誤？",6,{"webId":33,"stem":34,"number":35,"year":9,"session":10},"sw-110-1-social-work-management-003","J. Bradshaw 的需求理論提供方案規劃者多種需求評量的方法，下列敘述何者正確？",3,{"webId":37,"stem":38,"number":39,"year":9,"session":10},"sw-110-1-social-work-management-007","組織若決定要引進績效管理以提升效能時，需具備的認知和態度，何者錯誤？",7,{"webId":41,"stem":42,"number":43,"year":9,"session":10},"sw-110-1-social-work-management-002","新管理主義（new managerialism）是一種對專業權力的挑戰，著重管理、績效評鑑及效能，下列對於新管理主義的敘述何者錯誤？",2,{"webId":45,"stem":46,"number":47,"year":9,"session":10},"sw-110-1-social-work-management-008","社會服務方案的績效管理，有關於成果目標的具體（specific）是重要的，撰寫目標時應採用能使情境產生可觀察變化的敘述，以下用詞何者較不適當？",8,1787299261445]