Browsing by Author "Sirichai Preudhikulpradab"
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ItemA proposed enhancement initiative for employee engagement, organizational resiliency, and organizational sustainability: a case of the center for diversity and National Harmony (CDNH) Myanmar(Bangkok : Assumption University, 2023) Naing, Nyi Nyi ; Sirichai Preudhikulpradab ; Barnes, John ArthurThis mixed-method research has three objectives: 1) examine the current condition of employee engagement, organizational resiliency, and organizational sustainability of all employees' levels and rank the priority needs; 2) explore interviewees’ perceptions of how to enhance employee engagement, organizational resiliency, and sustainability. 3). develop an initial proposal for enhancement initiative, organizational resiliency, and sustainability at CDNH. The instruments employed included: a\structured questionnaire (N=90) and an in-depth interview (N=10). The target populations comprise all employees, middle-level management, and top-level management, the purposive sampling method. The data analysis treatments include descriptive statistics and PNI Modified for the structured questionnaire and contents analysis for the interview. Findings showed that based on the PNI modified, Employee Engagement (PNI Modified =0.345) was ranked as the priority need for organizational sustainability in the Center for Diversity and National Harmony, Organizational Resilience (PNI Modified = 0.334) was ranked as the second priority need level, the Organization Sustainability (PNI Modified = 0.249) was ranked the third. The recommendations are that the CDNH organization focuses on the three main competencies factors to develop enhancement initiatives for employee engagement, organizational resiliency, and organizational sustainability. Lastly, the data obtained from the questionnaire and open-response questions were analyzed by using descriptive statistics and content analysis. According to the content analysis inter-coding, social harmony, stakeholder engagement, and accountability and transparency had been mentioned among 10 informants that could be improved for employee engagement, organizational resilience, and organization sustainability. Additionally, the key informants believe that team building, creating a good working environment, and staff capacity building are factored in developing these three areas. As there are many levels and employees within the organization at the same time, it might not be unity. Moreover, allocating their workplace without creating or supporting a good working environment was discussed among 10 key informants. Lastly, the informants believe that building staff capacity was considered a critical need for employees according to their tasks and responsibility. For further studies, to identify conducting research focused on stakeholders' engagement and working conditions, as well as employees' satisfaction in the Center for Diversity and National Harmony.
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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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ItemDefining the next 2-5 years training & development programs: a case of NBTC ThailandThis qualitative research comprises two objectives: 1. to explore the insights of key informants (e.g., Senior-level officer, Mid-level officer, and officer) on the next 2 – 5 years' training and development programs for NBTC, an d 2. to propose the next 2 – 5 years' training and development programs for NBTC based on the content analysis of the interview passages. The research site is the Office of The National Broadcasting and Telecommunications Commission (Office of NBTC) main headquarters in the Phaholyothin Road area. The population is full-time employees of the Office of NBTC, who oversee every cluster of NBTC (Broadcasting Cluster, Administration Cluster, Telecommunications Cluster, Regional Affairs Cluster, and Strategic and Internal Affairs Cluster), while the actual key informants comprise 30 persons. The research instrument employed in this study is in-depth interview questions. The findings from the contents analysis inter-coding process revealed ten themes, consisting of 1) Basic knowledge, 2) Mission and Vision, 3) New Technologies, 4) Working Technique, 5) Term of Reference (TOR), 6) meeting minutes, 7) Online Class, 8) Leadership, 9) Critical thinking, and 10) Systematic thinking & Strategic Planning. The conclusion is that the top three priorities for the next 2-5 years of training & development programs are in the areas of 1) Basic knowledge, 2) Term of Reference (TOR), and 3) Mission and Vision and New Technologies. Recommendations are presented by orders of the officer-level, middle-level, and senior-level roles, with details provided in the following part of this paper
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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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ItemEmployability of fine arts design undergraduates: mixed-method researchThis research paper has objectives: To identify the key factors that affect the employment ability of college students majoring in art design and puts forward a set of suggestions for improving the employment ability of college students majoring in art design. The target population is alumni from the art design program, comprising 200 people, whereas the actual responses are 200 respondents who completed the questionnaire, and 12 persons are the key informants who participated in the interview session. The research site is ABC Art University, Chengdu, Sichuan Province, China. Key findings showed that factors affecting employability by order of priority included professional ability; ability to adapt; ability to compete. Recommendations for strengthening the employability of the art design's undergraduate students consisted of the following: schools should pay more attention by developing students' professional ability to be more competitive; schools should improve employment guidance and training, providing students with employment guidance, employment services, career planning consultation, and other programs, schools should carry out more in-depth professional and skill training and provide more valuable opportunities, and schools should reform the teaching methods to be student-centered and results-oriented, promote the sustainable development of students and improve their employability. As a result, improving students' professional and competitive ability improves students' employability, thus improving students' employability.
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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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ItemFactors and recommendations related to job burnout: a case of ABC University's lecturersAt present, teacher job burnout has become a major problem in the field of education. Over time, many people show anxiety and boredom about work. Job burnout refers to a state of physical and mental exhaustion produced under work pressure. The research site is at ABC University with two goals: 1. To examine the current job burnout situation at ABC University. 2. To propose some suggestions for improving job burnout at ABC University. This paper adopts a mixed-research approach, mainly collecting data through an online questionnaire. Data analysis includes descriptive statistics and content analysis. The actual sample was 170 respondents from ABC University, and 127 of the 170 respondents provided their suggestions in the open-ended question section. This study analyzes the factors that affect individual job burnout from the perspective of organizational behavior and hopes to put forward some suggestions to improve the job burnout situation at ABC University and bring a win-win for both individuals and organizations. Through the analysis of closed-ended questions, this study found that four factors: workload, workplace relationship, fairness, and job meaningfulness all impacted teacher job burnout. Through the analysis of open-ended questions, this study found that teachers' job burnout can be reduced by increasing teachers' wages, reducing teachers' workload, providing teachers with a fair evaluation system, and providing teachers with more learning opportunities.
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ItemFactors influencing the Thai-owned family business' effectiveness: a case of Vanachai groupThis study is survey-based, using the structured questionnaire as the primary research instrument for data collection, analysis, and interpretation leading to a proposed recommendation for organization development. Research objectives: 1. to determine the factors influencing the effectiveness of a Thai-owned family business and the correlation among the independent variable, and 2. to propose recommendations for organizational development of the business based on the findings. The research site, population, and sample are a local Thai privately-owned company, full-time employees of 1,300 (N), and actual respondents of 348 (n) selected by simple random sampling and voluntary basis. The research findings showed that adaptability (Beta=.255, Sig<.000, Rank1), team collaboration (Beta=.239, Sig.<.000, Rank 2) and communication (Beta=.130, Sig<.022, Rank3) as the independent variables that significantly influenced the business’ effectiveness The proposed recommendations for organization development comprise individual, team, and organization levels.
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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.