| DC 欄位 |
值 |
語言 |
| DC.contributor | 高階主管企管碩士班 | zh_TW |
| DC.creator | 李建興 | zh_TW |
| DC.creator | Chien-hsing Lee | en_US |
| dc.date.accessioned | 2012-6-18T07:39:07Z | |
| dc.date.available | 2012-6-18T07:39:07Z | |
| dc.date.issued | 2012 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=994300053 | |
| dc.contributor.department | 高階主管企管碩士班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 面對市場瞬息萬變的產品趨勢及商業模式變動，企業的組織功能必須因應市場變動而迅速做出調整，相較其他行業，高科技代工製造行業更有其立即做出調整的必要性。而組織功能的調整及轉變，高度仰賴組織管理者與組織成員間的良性互動，然而針對公司營運目標達成所需，管理者必須將組織任務及資源進行重新規劃及分配。
但是，身兼多種角色扮演的高階主管，在引領組織成員進行各種求新求變的工作過程中，最終能否滿足並達成公司各項營運目標?在在考驗著高階主管的才能需求完備性。主管的角色扮演並非一成不變，因應企業對準市場競爭所必須進行的轉型升級，組織中的各級主管與領導者，未來將可能被賦予嶄新且不同於公司以往各個發展階段時，其所扮演的角色及任務。因此，每一階層的主管在於接受新任務、或扮演新角色前，其所擁有的才能是否具備，或是在承接新的任務後，能否自我省察並嘗試做出改變，將會是組織能否正確做出轉變以對準市場變化的關鍵因素。
管理才能的需求轉變，涉及以個人為主體而衍生出的各項變化因子，例如:人格特質、價值觀、領導力及環境所造就的心理素質、決策風格等，而學術上針對上述各項因子對管理績效的影響程度的相關研究，國內外論文發表繁多，研究結果顯示，各因子間與管理績效表現確實有高度連結的正相關性。本研究乃基於學術研究與產業管理實務間的可聯結程度，嘗試透過個案的討論方式，將本文的研究對象在職場中追求管理績效的負面遭遇，進行學術理論與工廠管理實務的對應探討，目的在於協助管理者(研究對象)在由技術管理角色跨越成為構面更廣的一般管理角色時，因才能轉變不順遂而遭逢工作挫折之狀況，能夠幫其找出瓶頸問題背後的根本原因，讓研究對象能在學術論點的引導之下進行自我省察並充實自己的管理才能需求，期待其能夠將自己的職場生涯發展道路更加以妥善規劃，避免再次經歷無謂的時程浪費。
本研究以實務案例方式探討，雖有其研究上的限制，但仍寄望它能為產業界關於企業組織中各階層管理者的管理才能發展探索提供基礎。
| zh_TW |
| dc.description.abstract | This paper studied the change of personal compentencies about management, in order to be a top-manager who being promoted from the middle-level staff. The research model was based on both the functionality and personality persepectives of competency theories. The functionality perspecrtives researchers suggest that a top-manager should have some kinds of competencies in order to perform his/her managements well. The personality persepectives researchers stated that a top-manager’s personality may significantly affect his/her managing performance. This paper was designed to explore the causes of an unsuccessful position promotion personally by case study. This study found some necessary competencies, including leadership, communication skills, decision style, which the person being researched in this case should have and made some reasonable explanations to that where his frustrations derived from after the promotion by many kinds of personality assessment. The results provided some suggestions for the purpose of his self-auditing about personality as well as his personal career developing plan. This study might show some implications for the practitioner and researchers of the fields.
| en_US |
| DC.subject | 決策風格 | zh_TW |
| DC.subject | 心理素質 | zh_TW |
| DC.subject | 管理才能 | zh_TW |
| DC.subject | 領導能力 | zh_TW |
| DC.subject | 價值觀 | zh_TW |
| DC.subject | 人格特質 | zh_TW |
| DC.subject | competency | en_US |
| DC.subject | Personality | en_US |
| DC.subject | value orientation | en_US |
| DC.subject | leardership | en_US |
| DC.subject | decision style | en_US |
| DC.title | 工程技術主管晉升為廠長的管理才能需求轉變：D公司的個案研究 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |