[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-112-2-social-work-management-014":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-112-2-社會工作管理-014","sw-112-2-social-work-management-014",112,2,true,14,"下列關於管理學上的彼得原理（Peter Principle）之敘述，何者正確？",{"A":15,"B":16,"C":17,"D":18},"依才能升遷的一種激勵措施","通過技術性技巧熟練門檻的人，通常具備管理所需的才能知識","某一層級表現適任的人會經常被拔擢，這會持續到他們無法勝任的層級","充分的訓練與準備有助於管理者具備知識與技術體系的專業角色","C",null,[],"本題考點在辨識管理學「彼得原理」(Peter Principle)的核心命題。依 Laurence J. Peter 提出的彼得原理,在層級組織中,員工會因在現職表現稱職而不斷被拔擢,直到晉升至其無法勝任的職位為止,故正解為 C。A 錯在彼得原理並非依才能升遷的激勵措施,而是揭露升遷制度的結構性缺陷;B 錯在原理正好指出「技術層次熟練」不等於「具備管理才能」,兩者能力不同;D 所述訓練有助專業角色屬人力發展觀點,與彼得原理無關。彼得原理提醒組織:升遷應評估目標職位所需能力,而非只看現職表現。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-112-2-social-work-management-013","管理學者彼得聖吉（Peter M. Senge）致力於推動學習型組織的觀念，其對於組織概念的主張，下列何者錯誤？",13,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-112-2-social-work-management-015","以成效（effectiveness）為導向的方案規劃流程來說，下列主題應如何依序進行較為適當？",15,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-112-2-social-work-management-012","有關管理理論觀點之敘述，下列何者錯誤？",12,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-112-2-social-work-management-016","「若社區中的新住民媽媽能夠提升自我價值感，並能獲得情緒支持與壓力紓解，將有助於她們的生活適應。」若某機構依此方案假設形成對新住民母親的服務活動，下列何種服務項目較不適合？",16,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-112-2-social-work-management-011","團體決策時，有關腦力激盪法運作時的基本原則，下列何者錯誤？",11,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-112-2-social-work-management-017","「在甲鄉中接受就業媒合方案服務的 25 位原住民待業婦女，在 8 個月的方案實施之後，有 70% 的參與者可以穩定就業 3 個月以上。」若以成效（effectiveness）導向的方案目標（objective）之構成要素予以分析，下列敘述何者正確？",17,1787299277673]