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公共組織의 參與管理에 관한 硏究 : 參與管理의 適正化 模型摸索 A Design of Proper Model
崔七鎬 단국대학교 대학원 1984 學術論叢 Vol.8 No.-
The key words of less vital participative managements Keeping Communication Fluid, Solving Personal Problems etc, are encouraging suggestions. These are argued mainly on a Personnel managerial Point of View. After Hauthounes´ experiment in the 1930s, man began to argue in favor of giving consideration to people which pointed out and empasized delegation of power, participative planning, sharing objectives etc. Since the 1960s, an alternative model of participative management has been management by objectives (MBO). But MBO has a limit in it’s implementation due to task oriented organizational circumstances in the overall organization of the Korean government, although it contains fine ideological and logic viewpoints. This paper focuses on managerial styles in a situational viewpoint. A hypothesis of the paper is designed to decide a proper alternative of management through scaling the degrees of situational stability and maturity of subordinates. When the situational, stabilizing, developing degree, and the maturity degree of subordinates are comparatively high, managers or supervisors may decide on high level participation in managerial process by subordinates. However if the above factors are lower, managers may decide on low level participation by subordinates. According to the above viewpoint, it is considered that managers should analyze and develop the external and internal organizational environment and maturity of subordinates. Subordinates should know that managerial styles are dependent on their own maturity based on personal behavior. Those factors will serve as keys for participative and managerial strategy in generating the will of subordinates towards working. In Koran administrative circumstances, rapid and hasty change of managerial style may lead to psychological conflicts between supervisors and subordinates. Thus, it is recommended that the implementation may be exercised step by step through a process of periodic testing.
崔七鎬 단국대학교 대학원 1983 學術論叢 Vol.7 No.-
Equilibrium theories for laborer-employer relationships viewed in terms of dismissal is desirable one. Even though the position of laborer is strengthened legally, it is difficult to establish an equal relation between laborer and employer. Therefore, the study of actual situations in forms of labor protection is needed. The process of dismissal policy in an advanced society is evolved through such four stages as free dismissal, dismissal dispute, limited dismissal, dismissal law. In Comparison with such stages, the process of dismissal policy in this country is reached to the second stage of limited dismissal, while the process of actual practice in labor administration stays on the first stage of free dismissal. This gap of inequilibrium between laborer and employer is devasted under the level of socio-economic growth. In order to improve such inequable relationships between laborer and employer, it is recommendable to organize a research team which consists of professors, managers, labor representatives, and governmental officials. This team may study and find out various alternative policies applicable to the modern society of this country, and may carry out these policies by several stages through various empirical tests. Accordingly, it is solvable to formulate regulations concerning the labor protection as an alternative and to apply to the practice of labor administration. Upon success, the actual emotional practice in labor administration is further proceeded for the nest stage.