[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-113-2-social-work-management-024":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-113-2-社會工作管理-024","sw-113-2-social-work-management-024",113,2,true,24,"許多社會福利機構由於人員流動性高，成員多是新進或資淺人員，使得同儕督導普遍成為機構中實施的督導方式。下列敘述何者為同儕督導的優點？",{"A":15,"B":16,"C":17,"D":18},"督導過程猶如成長團體，大家自由進出，沒有最終的權利與承諾","督導進行的過程中，由於沒有職位高低所產生的權威感，能使成員間以較平等的方式進行回饋與互動","同儕督導應指定督導者，且可透過督導者的角色扮演、示範及分組設計，提高督導成效","同儕督導具有高度的專家權威，有助於督導效率的提升","B",null,[],"本題考點在同儕督導(peer supervision)的特性與優點。同儕督導的核心是成員地位平等、無上下職權關係,因此能以較平等的方式相互回饋與互動,故B為優點,是本題答案。A把「自由進出、無承諾」當優點,實則是同儕督導欠缺結構與約束的缺點;C主張「指定督導者、角色扮演示範」已違反同儕平等原則,較接近團體督導設計;D稱同儕督導「具高度專家權威」錯誤,同儕之間本就缺乏職位與專家權威,這正是其限制而非優點。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-113-2-social-work-management-023","升遷與輪調工作是人力資源管理中的重要活動，係屬下列何種人力資源管理功能的內涵？",23,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-113-2-social-work-management-025","社會工作者應清楚了解自己的角色和職務後，明確設定出能做或不能做的底線，係屬下列何種自我管理的技巧？",25,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-113-2-social-work-management-022","相對於人事管理，下列何者不是人力資源管理的特性？",22,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-113-2-social-work-management-026","對於社會服務機構志工招募的說明，下列敘述何者錯誤？",26,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-113-2-social-work-management-021","機構為有效維護並留住寶貴的人力，在員工維繫可採取的策略，下列敘述何者錯誤？",21,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-113-2-social-work-management-027","有關組織之風險管理的意涵，下列敘述何者錯誤？",27,1787299280538]