摘要(英) |
Some leading abilities for excusives, whatever is how to manage outstanding talents, make subordinates self growth, and perform their values with releasing their potentiality fully in enterprise in order to increase group’’s performance and enterprise’’s competitiveness, have already become most important subjects for executives or leaders. This research is to regard humanistic management as the aspect and adopt the foreign “Behavior Style” theory. This research would explain 4 typical behavior styles in job market from relevant documents at first, discuss the property and differences between them, then gather discriminated skill and assessment for reference.
This research carries on surveying and analyzing the behavior style of domestic staffs in Taiwan job market, and investigating respondents with several lead-interaction discussion topics to estimate whether staffs with each behavior style would have a preference for the interaction manner. It would help executives to understand the behavior content of different style among staffs and advise a interacting strategy while leading. It also can increase leaders’ comprehend and respect for difference of staff’s personality, improve communication and cooperation of the work group, and make progress in the interpersonal communication and interactive way between executive and subordinate finally.
The result of this research shows the categorized method by 4 behavior styles can be workable for domestic staffs in Taiwan, moreover, it shows the difference and property of domestic respondents’ behavior style in gender, age level, industry, profession, and the group between executives and subordinates. On the whole, the leading-interaction strategy which’s recommended from documents for these discussion topics of leading situation have correlated with 4 properties of behavior style. But the interacting manners to deal with 4 behavior styles among subordinates by each discussion topic of leading situation have not totally matched the preference of each style regarding the result of 4 manners’ expectance survey by 4 divided style groups of respondents, and it is worthy to follow up with further research, discussion and tracking.
|
參考文獻 |
中文部份
吳明隆(民96),SPSS操作與應用 : 問卷統計分析實務,台北:五南文化。
李芳齡、余美貞、李田樹譯(民91),Drucker, P.F. 著, 杜拉克-管理的實務,台北:天下雜誌出版社。
李美華譯(民88),Maslow, A. H.著,馬斯洛人性管理經典,臺北市:城邦文化。
李屏慧譯(民75),Bolton, R. H. & Bolton, D. G. 著,知己知彼-人際風格與管理藝術,台北:經濟與生活出版社。
杜玉蓉譯(民87),Alessandra, T. & Michael, J.著,白金定律:新世紀人際關係法則,台北:臉譜出版社。
季晶晶譯(民92),Patrick J. M. & David, H. M.著,王牌領隊-有效領導專業團隊,台北:商智文化出版社。
林偉賢、郭騰尹(民91),了解自己DIY:認識自己最富有,台北:實踐家文化出版。
林詩穎(民93),「團隊多元性及衝突對績效的影響」,中央大學資訊管理研究所,碩士論文。
邱怡和(民87),「情境領導理論適用性之研究-以高屏地區國民小學為例」,國立屏東師範學院國民教育研究所,碩士論文。
若水譯(民81),李安德著,超個人心理學:心理學的新典範,台北:桂冠圖書公司。
翁淑雅(民91),「知識工作者與組織績效關聯性之研究」,國立政治大學企業管理學系,碩士論文。
張琇雲譯(民88),Bolton, R. H. & Bolton, D. G. 著,享受工作好關係-如何與不同風格的人和諧相處,台北:天下遠見出版社。
莊耀嘉編譯(民79),Maslow, A. 原著,馬斯洛-人本心理學之父,台北:桂冠出版社。
陳振平(民93),恭喜你當上主管了,台北:高寶出版社。
陳義勝等編(民93),職場個人魅力管理,台北:空大出版社。
陳錫堯(民89),「人格特質分析系統應用在企業界之效果研究」,大葉大學事業經營研究所,碩士論文。
楊國樞、黃光國(民78),中國人的心理與行為,台北:桂冠圖書公司。
廖春文(民82),「情境領導理論之架構內涵及評析」,國教輔導期刊,第32期,38-52頁。
鄭伯壎(民84),「差序格局與華人組織行為」,本土心理學研究,第3期,142-219頁。
蕭可正(民94),「高階主管識人之道—從西方行為科學來探討劉卲的人物志」,中央大學資訊管理研究所,碩士論文。
顏國樑(民87),「情境領導理論要旨與評析」,國立新竹師範學院初等教育學報,第6期,189-221頁
蘇國楨(民89),「我國服務業領導模式的發展及其應用之研究」,國立彰化大學工教學系,博士論文。
英文部份
Alessandra, T. & Michael, J. (1996), The Platinum Rule, New York: Warner Books.
Drucker, P.F. (1974), Management: Tasks, Responsibilities, Practices, New York: Harper & Row.
Fromm, E. (1947), Man for Himself, New York: Holt, Rinehart & Winston
Hersey, P. & Blanchard K.H. (1988), Management of Organizational Behavior, 8th, New Jersey: Prentice-Hall.
Jung, C. G. (1971), “Psychological Types,” the Collected works of C. G. Jung. Vol.6, New Jersey: Princeton University Press.
Katcher, A. & Dunbar, E. (1990), “Preparing Managers for Foreign Assignments”, Training and Development Journal, 44 (9), pp. 45-47.
Katcher, A. & Pasternak, K. (2003), Managing Your Strengths, Bloomington: Xlibris Corp.
Katcher, A. (1976), “Applying the LIFO Method to Organizational Effectiveness”, Industrial Training International, 11, pp. 189-191, London.
Marston, W.M. (1928), Emotions of Normal People, New York: Harcourt Brace & Company
Maslow, A.H. (1943), “A Theory of Human Motivation”, Psychological Review, 50, pp. 370-396.
Maslow, A.H. (1954), Motivation and Personality, New York:Harper & Row.
Maslow, A.H. (1969), “Theory Z”, Journal of Transpersonal Psychology, 1(2), pp. 31-47.
Mathes, E. (1980), “Maslow’s Hierarchy of Needs as a Guide for Living”, Journal of Humanistic Psychology, Vol.21, No. 4, pp. 69-72
Merrill, D.W. & Reid, H.R. (1981), Personal Styles and Effective Performance, Pennsylvania: Chilton Book Company.
Rogers, C.R. (1942), Counseling and Psychotherapy, Boston: Houghton Mifflin.
Selye, H. (1956), The Stress of Life, New York:McGraw-Hill Book.
Straw, J. (2002), The 4 Dimensional Manager: Disc Strategies for Managing Different People in the Best Ways, San Francisco: Berrett-Koehler Publishers.
Tuckman, B.W. (1965), “Developmental Sequence in Small Groups”, Psychological Bulletin, 63, pp. 384-399, Washington.
網頁資料
DISCUS台灣網站,「實踐家知識管理集團中文首頁」。2009年5月25日,取自 http://www.disconline.com.my/chineseT/understandDisc/default.cfm?where=explain
LIFO系統中文網站,「LIFO系統中文版終身學習網首頁」。2009年5月25日,取自 http://www.lifo-ew.com/TC/WebPage_View2.asp?DM_Id=9
尤克強 (1999),「偉大的馬斯洛」,數位時代,1999年10月號(第4期)。2009年4月4日,取自 http://www.bnext.com.tw/LocalityView_6235
國研網,「人本管理內涵與特徵」。2009年4月4日,取自http://218.246.21.135:81/gate/big5/www.drcnet.com/DRCnet.common.web/DocViewSummary.aspx?docid=2708&chnid=28&leafid=84&gourl=/DRCnet.common.web/DocView.aspx 。
陳仁勇、林永金 (1994),「四體液說的興衰史」,台北:科學月刊,289期。2009年5月25日,取自 http://203.68.20.65/science/content/1994/00010289/0008.htm,
程潔 (2002),「人本管理的核心價值觀」,決策借鑒,15卷1期 。2009年5月25日,取自 http://d.wanfangdata.com.cn/Periodical_jcjj200201019.aspx?ID=Periodical_jcjj200201019
|