Browsing by Author "Sirichai Preudhikulpradab"
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    Assessment framework for next–level leadership role readiness in retail middle management
    (Bangkok : Assumption University Press, 2022) Ganyapak Apipunnakul ; Sirichai Preudhikulpradab
    The 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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    Designing and implementing ODI to improve communication and coordination: a case study standard manufacturing Co., Ltd., secretarial section
    ( 2016) Wantida Khumtong ; Sirichai Preudhikulpradab
    This 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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    Developing an improvement plan for organizational leadership, management functions, interpersonal and intrapersonal skills for a government ministry
    ( 2020) Da Silva, Elisa Maria ; Sirichai Preudhikulpradab ; Fernando, Maria Socorro
    This 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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    A factor analysis on ideal leadership characteristics among young MBA students: a case study of international MBA program in Assumption University
    ( 2016) Raoufian, Mohammad ; Sirichai Preudhikulpradab
    This 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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    From self discovery to organization development project: a developmental approach for positive change
    ( 2017-07) Sirichai Preudhikulpradab
    This 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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    An improvement plan to enhance employee engagement using a needs assessment method: A case study of a company in Thailand
    (Bangkok : Assumption University Press, 2021) Li, Yalun ; Sirichai Preudhikulpradab
    This 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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    Improving 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 Preudhikulpradab
    The 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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    An initial analysis of leadership competencies for organization development intervention: a case study of educational QA agency
    ( 2018) Phusima Pinyosinwat ; Sirichai Preudhikulpradab
    This research is aims to determine the leadership competencies for organization development intervention; it is a case study on educational quality assessment (QA) agency in Thailand. The objectives consisted of first, to identify and compare the current and expected perception toward leadership competencies of employees and management, and second, to identify the most important leadership competency. The nature of this research work is research and development while employing the mixed method for data collection, analysis and interpretation. The eighty-one employees completed the questionnaires and ten of them were interviewed. The content validity on the instruments were reviewed by three experts prior to the realiability, Cronbach’s Alpha was tested. The result of reliability Cronbach indicated 0.968 on all questions in the questionniare. Key findings based on the survey showed that leaders “sometimes” demonstrated leading behaviors. Top three leadership competencies that are frequently perceived comprised professional knowledge, decision-making/problem-solving, and development of others. Statistically, there was significant difference between current and expected perception in every leadership competency component with the P value of 0.01. When comparing the perception between management and employee, it was found to have significant difference in driving result, strategic thinking and communication. When ranking all components of leadership competencies to determine the most important factors, the most important leadership competencies were professional knowledge, following with driving results, and strategic thinking. Qualitatively based on the interviews, employees recognized the needs for leadership competency to be develop with the emphasis on development of others, building a team, and supporting work performance. In conclusion, based on mixed methods data, the recommendations for leadership competency of the participating organization were that first, a roadmap to leadership competency development is essential, and second, customization on leadership competency in practices is to be done appropriately to minimize leadership competency gap among the management level.
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    Key developmental opportunities for long-term organization development of G Commercial Bank, China: a mixed method research
    ( 2021) Wu, YuJie ; Sirichai Preudhikulpradab
    This research-based article employs needs assessment research. The research site is at G Commercial Bank in China. The study comprises two objectives: 1) to examine the current and expected situations of the five performance-related factors, consisting of training & development, work-life balance, supervision, organizational commitment, and perceived AI utilization, and 2) to propose an OD intervention for improvement of the aforementioned performance-related factors. This study employs a semi-structured questionnaire containing fixed choices and open-ended questions for data collection from the respondents. The data analysis and synthesis procedures include descriptive statistics, PNIModified, and contents analysis. The actual sample is 138 respondents who completed the questionnaire, and 35 out of 138 respondents provide the qualitative suggestions in the open-ended question section. The key findings based on the quantitative and qualitative data revealed that the priority needs for Organization Development Interventions for improvement comprise work-life balance as the 1st priority need, perceived AI utilization as the 2nd priority needs, training & development as the 3rd priority need, the supervision as the 4th priority, and organizational commitment as the 5th priority. A set of OD interventions for improvements proposed, where the work-life balance, perceived AI utilization, training &development, and supervision were regarded as the interdependent factors for the total improvement program of their employees’ performance. At the same time, the current organization continuously nurtured the current condition of organizational commitment.
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    Leadership with heart in the Asian context: lessons from the field
    ( 2011) Fernando, Marrisa ; Sirichai Preudhikulpradab
    This article presents Leadership with Heart, specifically from the context of two Southeast Asian countries, the Philippines and Thailand. Insights were sought from leaders and managers of these participating countries through an on-line questionnaire using open-ended questions. The questions dealt with two main inquiries: 1) Describe what leadership with heart is to you? and 2) How is leadership with heart experienced by you? Based on the contents analysis of collective insights, there are both similarities and differences in terms of its traits and styles Both Filipino and Thai on leadership with heart demonstrates three emphases: (1) Care and Concern: Malasakit and Meta ; (2) Sprit of Communal unity and cooperation ; and (3) Character and action.
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    Leveraging leadership, collaboration,and decision-making to improve team effectiveness: a case of Education Gathering Group (EGG) Alumni Network in Kayin State, Myanmar
    (Assumption University Press, 2021) Khalein, Saw Kyaw Khaung ; Sirichai Preudhikulpradab
    This article is survey-based research, comprising of two objectives, 1). to examine the current situations of leadership, collaboration, and decision making to improve team effectiveness of the Education Gathering Group (EGG) Alumni Network in Kayin State, Myanmar, and 2). to propose key developmental opportunities to improve team effectiveness. Research design, data, and methodology: The research site is Kayin State, Myanmar, with a total actual sample of 124 respondents who completed the survey. The instrument employed is a structured questionnaire, which is IOC validated and Cronbach Alpha Co-Efficient tested. The sampling technique is purposive sampling. Data is quantitative and treatments, comprise descriptive statistics, inferential statistics, and Pearson correlation. Key findings indicated that leadership (p=0.00, r=0.479) and decision-making (p=0.00, r=0.408), which indicated a significant correlation with team effectiveness, and collaboration (p=0.054, r=0.173), which indicated insignificant correlation. Five sets of recommendations are proposed, including strengthening the collaboration and upgrading network's activities, increasing communication to minimize misunderstanding among members, managing the perception by activating a sense of ownership, co-creating the alumni network by embracing the entrepreneurial of the voluntary network, and investing in a full-time post who orchestrates on-going activities of the EGG alumni network