臺灣博碩士論文加值系統

本研究旨在探討我國企業管理人員的管理才能,主要內容包括企業管
理人員應該具備的管理才能和已經具備的管理才能,以及這兩者之間的差
異情形。本研究使用文獻探討、問卷調查等方法,以我國公民營企業為對
象,使用亂數表隨機抽出500個樣本進行問卷調查,總共回收有效問卷為118
份。 根據調查資料分析結果,得到以下幾點結論:一、企業管理人員的
各項管理才能,不論是技術性能力、人際關係能力或概念化能力,都應該積
極強化。二、不同的管理階層,有不同的管理才能需求。基層主管最需具
備技術性能力和人際關係能力;中階主管最需具備人際關係能力和概念化
能力;高階主管最需具備概念化能力。三、團體激勵能力是企業管理人員
重要的管理才能。尤其是對於部屬工作表現能夠做公正合理的考核,是各
階層主管人員都需要具備的管理要項。四、人才培育能力、業務拓展能力
是比較受到忽略的管理才能。對於幫助員工的自我發展、鼓勵員工創意、
開發部屬才能、培訓人才等能力,大多排序於其他能力之後,顯示我國企業
管理「守成有餘、開創不足」的特性。 綜合研究結果,並針對企業管理
人員、企業機構、企業訓練機構提出建議,作為企業界發展管理才能、培
育人才的參考。

This study was to explore the competencies of managers and
to compare them with those necessary competencies for managers.
A questionnaire survey was performed to investigate opinions of
business owners randomly selected from the One-Thousand Biggest
Taiwanese Companies list. One hundered and eighteen business
owners responded to the questionnaires. Based on their
responses,this study reached several conclusions as follows.
It is necessary to reinforce managers''competencies in the
technical, human skills, and conceptualizing skills domains.
Competencies of different domains were emphasized for managers
at the different levels. Managers at the lower level were more
expected to have competencies in the technical and human skills
domains, managers at the secondary level in the human skills and
conceptualizing skills domains, and managers at the higher level
in the conceptualizing skills domains. Group stimulating,
especially on job evaluation, was found an important competency
for managers. Finally, the respondents did not emphasize much
on competencies of training and organizational development.
According to the findings, suggestions on management education
were proposed to managers, companies and training agents.