[{"data":1,"prerenderedAt":48},["ShallowReactive",2],{"q-sw-112-1-social-work-management-033":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-112-1-社會工作管理-033","sw-112-1-social-work-management-033",112,1,true,33,"有關解決衝突的可能方式，下列敘述何者錯誤？",{"A":15,"B":16,"C":17,"D":18},"若發現某位員工拒絕溝通，且不可理喻時，可運用主管的權力作為解決的手段","在雙方對於結果的期待不同時，可花時間運用腦力激盪尋找替代的方式","在認知或理解的差異上，應考慮該員工是否想取得某方面利益的交換","若於價值和原則上有所歧見，除了尊重彼此的差異與立場外，最重要就是要明確的溝通","C",null,[],"本題考點為衝突解決策略與衝突類型的對應。衝突可分為認知／理解差異、利益差異、價值與原則歧見等類型，對應不同處理方式。「在認知或理解的差異上，應考慮該員工是否想取得某方面利益的交換（C）」把「認知差異」誤配到「利益交換」的處理邏輯，認知理解落差應以澄清資訊、補充溝通來解決，故 C 為錯誤選項。A 對拒絕溝通且不可理喻者運用主管職權，屬正當管理手段；B 對結果期待不同者以腦力激盪尋替代方案，正確；D 對價值原則歧見以尊重差異加明確溝通因應，皆為適切策略。",[24,28,32,36,40,44],{"webId":25,"stem":26,"number":27,"year":9,"session":10},"sw-112-1-social-work-management-032","團隊工作不必然會確保有較佳或有更高的績效，因此如何使團隊工作有效至關重要。有關「高績效團隊」的特徵，下列敘述何者錯誤？",32,{"webId":29,"stem":30,"number":31,"year":9,"session":10},"sw-112-1-social-work-management-034","有關社會福利機構預算的主要目的，下列敘述何者錯誤？",34,{"webId":33,"stem":34,"number":35,"year":9,"session":10},"sw-112-1-social-work-management-031","夥伴關係（Partnership）是網絡治理的基本形式，有關夥伴關係之意涵，下列敘述何者錯誤？",31,{"webId":37,"stem":38,"number":39,"year":9,"session":10},"sw-112-1-social-work-management-035","以服務使用者的利益做考量的行銷，係屬下列何種行銷模式？",35,{"webId":41,"stem":42,"number":43,"year":9,"session":10},"sw-112-1-social-work-management-030","有關社會服務品質之標準與設定原則，下列敘述何者錯誤？",30,{"webId":45,"stem":46,"number":47,"year":9,"session":10},"sw-112-1-social-work-management-036","關於社會服務行銷的定義，下列敘述何者錯誤？",36,1787299267153]