Browsing by Author "Sirichai Preudhikulpradab"
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ItemAssessment framework for next–level leadership role readiness in retail middle managementThe objective of this study was to propose a next-level-leadership-role-readiness assessment framework for use in retail management. A qualitative-participatory approach was used for the research, with data collected using appreciative-inquiry-based interviews with middle managers in the retail industry (n = 20) and analyzed using a thematic analysis approach. The findings identified eight core competencies: strategic implementation, time management, people development, professional proficiency, entrepreneurship, commitment, change management, and innovation. These core competencies were drawn from the content analysis inter-coding and reviewed by the experts to develop a drafted framework for next-level leadership role readiness assessment. The draft framework includes competencies, other factors to be measured, a recommended implementation approach, and an approach for integrating the leadership role readiness assessment into the career development path of managers within the organization. The study focused on retail middle manager level based in Thailand. The results provide practical insights into how organizations can assess leadership readiness in a consistent and standardized way, offering a significant benefit. Further opportunities for research include implementing and testing the drafted framework and extending it to other organizational levels.
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ItemDesigning and implementing ODI to improve communication and coordination: a case study standard manufacturing Co., Ltd., secretarial section( 2016) Wantida Khumtong ; Sirichai PreudhikulpradabThis is a research project with a proposed ODI to improve the communication and coordination between the secretarial section and other departments. The researcher designed an appropriate OD Intervention to improve communication and coordination. The first intervention was designing a manual and provided training to the departments who coordinated directly with the secretarial section. The second intervention involved communication training for the secretarial section. This study used quantitative research method. It consisted of two sets of questionnaire used for secretarial section and other departments. The statistical analysis was applied to analyze the data to obtain the mean, percent, and standard deviation. T-Test was used to measure the effect of the OD interventions between the pre and the post sessions. The OD interventions were implemented in three weeks. The results of the findings reveal that the designed interventions significantly impacted communication and coordination between secretarial section and other departments. The training for improving communication skills at secretarial section also had a significant effect.
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ItemDeveloping an improvement plan for organizational leadership, management functions, interpersonal and intrapersonal skills for a government ministryThis study examined the current conditions of the Civil Service Commission of Timor-Leste in terms of the organizational leadership, management functions, and interpersonal and intrapersonal skills and proposed an improvement plan to enhance the four variables. Data were collected using structured questionnaires and interviews. Thirty-five participants completed the questionnaires, of which six participants were interviewed based on purposive sampling. The interview transcript was validated by three coders; the responses from the structured questionnaires were analyzed using descriptive statistics. The quantitative and qualitative analysis results showed the participants understand their current situation and recognize the need for a capacity building program to enhance their competence and skills in four areas of organizational leadership, management functions, interpersonal skills, and intrapersonal skills.
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ItemA factor analysis on ideal leadership characteristics among young MBA students: a case study of international MBA program in Assumption University( 2016) Raoufian, Mohammad ; Sirichai PreudhikulpradabThis survey research used the quantitative approach and examined four variables, consisting of self-awareness, communication, trust, and team-building literature review. This study was conducted at Assumption University of Thailand, Hua-mak campus among current international MBA program students who were employees in different organizations in Bangkok. for analyzing the gathered data, analysis descriptive statistics and factor analysis were used to find out the perception of respondents, specifying the characteristics that were appropriate for grounding up as leadership development program, and then determined the priorities of these characteristics that could be fitted for proposing LDP. The procedure and finding of this study as the model can be used for schools of management, related training institutes, and organizations that would like to design and implement LDPs for their employees to train current or future leaders.
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ItemFrom self discovery to organization development project: a developmental approach for positive change( 2017-07) Sirichai PreudhikulpradabThis paper presents ongoing action research which is derived from an actual organization development project with ABC Company. The rationale is based on the fact that the CEO and Human Resources Department did not see tangible results from previous HRD training programs whereby the emphasis tended to be placed on knowledge building while it was not evidenced as to what actions were taken by employees upon completion of these intensive training programs. Per such facts, the leadership team wanted to change the way that HRD training programs are delivered to enable employees to better cope with changing marketplace while crystallizing possible organization development projects as measures for effective training. This ongoing action research that comprises Phase I: Induction, Phase II: Interaction and Phase III: Integration. The first phase begins with self-discovery process that allows participants to recognize self strengths, then each individual person articulates his/her experience about the current organization situation; and lastly collectively translates common realities to possible organization development programs. The site of ongoing action research is taking place in Bangkok at the Headquarters of ABC Company. This action research has been carried out for the last 8 months and continues evolving. Total participant is 40. Fifteen out of 40 are CEO, COO, Executives and Director and 25 out of 40 are VP, Directors, Senior Managers, Managers and Supervisors. Sampling method is purposive sampling. This ongoing action research is based on a qualitative approach, employing the generative process to extract perspectives and ideas on how those might enhance organization productivity and effectiveness. Data gathering techniques comprise of focus-group interviews, workshops, discussions and reflection. As for data analysis techniques, they consist of categorization upon combination of all workshop outputs, summary of key points that emerge from undertaking workshops, discussion and reflection and pattern-matching based on predicted theoretical/conceptual explanations. Two research questions are to be answered-1). What is considered "strengths" of the company today? and 2). what internal OD and change initiatives can be designed and implemented to strengthen the organization vision, mission and core values? Per initial findings, it was found that 27 different organizational characteristics were collectively identified as current strengths of the organization, and 31 different ideas represent possibilities or futures which participants commonly agreed to pursue, for the sake of co-creating an organization alignment from vision, mission, core values, and actions to outcomes.
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ItemAn improvement plan to enhance employee engagement using a needs assessment method: A case study of a company in ThailandThis research employed needs assessment research aims to co-create a development plan to enhance employee engagement. Five variables have been assessed: leadership, communication, collaboration, career advancement, and empowerment. The instrument employed is a structured 25-questions survey. The samples consist of full-time employees of the company (n=60) who are front-line workers and top-level managers. The research site is in Bangkok, Thailand. Key findings showed a significant gap between the current and expected situation on all five variables. According to the PNIModified value, the top three variables indicated the priority needs for improvement: 1). Leadership,2). Career Advancement, and 3). Communication. An improvement plan comprised five short-term and five long-term actions whereby the common focus is on reinforcing the participatory work environment and systems to strengthen connectedness and engagement between the organization, managers and subordinates.
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ItemImproving collaborative learning, student engagement and student performance through an experiential learning cycle: a case of Chinese exchange students of an undergraduate program( 2018) Wenting, He ; Sirichai PreudhikulpradabThe main purpose of this research is to improve collaborative learning, student engagement and student performance through an Experiential Learning Cycle. The target group was the 36 Chinese students who study “Business and Social Entrepreneurial” subject and are currently attending Chinese Exchange program. It is the case study of private university in Thailand. Instructional Development intervention was designed and applied using Kolb’s Experiential Learning Cycle and Organization Development and Change Management theories. Class activities were designed to match with students’ preferences and course syllabus. Research instruments used in this study consisted of structured questionnaire, interview checklist and reflection. The students’ performance was observed during and after class activities. Moreover, the academic achievement data through in class participation and examination were collected and analyzed. The data was analyzed using T-test, it showed that there was slight improvement in students’ cooperation, engagement and performance after implementing IDIs. The students’ cooperation increased by 0.51, the students’ engagement increased by 0.43 and the average mean of students’ performance increased by 0.45. Moreover, the P-value of each variable was less than the significance level of 0.05. This could imply that there was a significant difference between pre and post implementation on students’ cooperation, engagement and performance.
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