(5) 다음 글의 요지로 가장 적절한 것은?
The relevance of science in understanding organizational
behavior can start with asking this question: Why do good
managers make bad decisions? Too often managers make
mistakes when it comes to fostering conditions that inspire
positive outcomes in the workplace, such as performance,
satisfaction, team cohesion, and ethical behavior. Why does
this happen? Part of the reason is that rather than relying
on a clearly validated set of scientific discoveries, managers
use less reliable sources of insight such as gut feel,
intuition, the latest trend, what a highly paid consultant
might say, or what is being done in another company. Like
most of us, managers tend to rely on their own strengths
and experiences when making choices about how to get the
best from others. But what works for one manager may not
work for another. In the absence of a scientific approach,
managers tend to make mistakes, offer ill-conceived
incentives, misinterpret employee behavior, and fail to
account for the many possible explanations for why
employees might perform poorly.
① 직원들의 성과에 대한 다양한 평가 기준이 필요하다.
② 성공적인 관리자는 실패로부터 교훈을 이끌어 낸다.
③ 직원 간의 목표 공유가 조직을 결속하는 데 효과적이다.
④ 조직 문화의 혁신적 변화를 위해서는 관리자의 경험에 의한 직관이 중요하다.
⑤ 조직 행동 이해에서 관리자가 과학적 접근법을 활용하지 않으면 잘못된 판단을 할 수 있다.