ABAC ODI Journal Vision. Action. Outcome
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ItemThe impact of organization development interventions (ODI) on employee engagement through the improvement of job resources : a case study in a private floor tile manufacturing company in Thailand(Assumption University, 2014) Pirata Phakdeesattayaphong ; Sming Chungviwatanant, jt. auth. ; Assumption University. Graduate School of Business
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ItemTourists' understanding of the elephant business in the tourism industry: a study of International Tourists in Chiang Mai Province, Thailand( 2015) Pannarai Polyapipat ; Loh, AaronThe elephant is the best-known national symbol of Thailand that has been linked to Thai people for centuries. However the number of elephants is declining very rapidly in the past 25 years and it is possible that the elephant could become extinct in Thailand within 10 years. As the majority of domesticated elephants are in the tourism business, then to study how tourism affects the elephant's welfare is significant for the elephant itself, business owners and tourists. Consequently, the purpose of this research is to investigate tourists' understanding to help in assisting business owners to operate more ethically. The survey was conducted among 382 international tourists who had visited elephant-based attractins in Chiang Mai, Thailand. The respondents were foreigners with diverse educational backgrounds and income levels. The questionaire used for the survey was based on a critical literature review, the research objectives and the hypotheses. The data collection period was from October-December 2014. The statistical analyses revealed that the trend of using animals in tourism or for entertainment has become more ethical recently. The majority of tourists participated in abusive-free activities such as observing elephants, bathing and feeding elephants, and photographing elephants. Tourists understand the ethical implications of elephant-based attractions and the expected conditions for the ethical operation of elephant-based attractions. For example, elephant-based attractions are not places where visitors should see animals entertaining them, or where elephants were abused during training.
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ItemShifting from Transactional Leadership (T2) to Transformational Leadership (T3) behavior with a Full Range Leadership Development Program (FR-LDP) OD Intervention( 2016) Hein, Shwe ; Chavez, GloriaToday's business leaders need to consider alternative ways to shift mindsets and behaviors in organizations for them to be effective in these exponential times. The main purpose of this study was to shift middle managers of the Myanmar ABC Company from transactional leadership (T2) to transformational leadership (T3) behavior using a Full Range Leadership Development Program (FR-LDP) with Appreciative Inquiry, Whole Brain Literacy and Action Learning OD Interventions. The action research model was applied using both quantitative and qualitative approaches. Data was collected with the use of 360-degree feedback assessment of MLQ 5X Short leaders and rater instruments, observations, and in-depth interviews. The action research was conducted in three phases of ODI to determine the differences between the pre and post-ODI. The findings of the study showed that the Full Range Leadership Development Program (FR-LDP) intervention program was effective and productive in shifting 27 middle managers from T2 to T3 behavior in the culture of the collectivist society of Myanmar. Specifically a) It shifted from high T2 at pre-ODI to low T2 practice in post-ODI; 2) It shifted and improved from low T3 in pre-ODI to high T3 practice in post-ODI; c) There were concomitant findings from Kirkpatrick's four level learning evaluation model based on their reaction, learning, behavior and result; d) T3 behavior is relevant and most applicable in the collectivistic culture of Myanmar because of the underlying assumptions that are associated with the characteristics of transformational leadership and the traits and key characteristics of collectivistic culture in charismatic perspective.
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ItemToward High Performance Organization using Path-Goal Theory and Transformation Theories: A case Study of St.Louis School ChachoengsaoIn this study, the main objectives were : to assess the current levels of leadership skills of the leadership team, staff engagement, and the performance effectiveness of the staff ; to design Organization Development Interventions (ODI) that will enhance the leadership skills, staff engagement and the performance effectiveness; to implement ODI and to evaluate the initial effects of ODI on the levels of leadership skills staff engagement and the performance effectiveness; and to propose a Roadmap that will sustain the initial positive effects of the ODI to further develop SLC as an excellent academic institution. The pretest survey questions on leadership skills and styles by ass leaders, and employee engagement questionnaires survey were administered prior to implementing the OD interventions. A SOAR Workshop was also conducted to know the priorities of the school community in its future direction and be the basis for the research study. The research process involved the Pre-ODI, the implementation of OD and the Post-OD were conducted. At the beginning of the process, the 3 workshops were conducted with 248 Thai teachers as participants. The three workshops were on Whole-Brain Based Organization Development, Responsible Gap for Engagement, and Team Building Workshop. Random Interviews with 22 teachers, 10 parents and 15 alumni were also conducted. The results showed significant improvements on the leadership styles and the employee engagements. The performance effectiveness of the teachers showed no significant improvement. The results of the interviews with teachers, parents and alumni were positive on performance effectiveness. The researcher proposed 5 roadmaps for SLC future development on leadership skills, personnel, academic and students development, so that SLC will be the high performing school in the future.
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ItemOrganization citizenship behaviour path analysis: justice, trust, satisfaction and commitment( 2016) Kittiwat Watcharachatchawan ; Steane, PeterThe paper examines the impact of: organization justice, transactional: attitudinal commitment, organization trust, and job satisfaction on organization citizenship behaviour. The study was conducted on the primary and secondary catholic schools in Thailand. The organizational objective is to provide an understanding of the relationship between the variables in the organization development area. The sample of the study involved 350 respondents from 10 schools with work groups ranging from top-management, support-management, teachers, as well as staff who took part in the research. The research findings indicate a significant relationship between variables that contribute to change in organization citizenship behaviour. The findings indicate its usefulness as a tool for organization development and business practitioners in understanding the change in behaviour in organization development. However, other elements in the management environment play a critical role in changing organization citizenship behaviour. Future studies may employ different elements in management with existing variables from this study to extend the validity and reliability of the models developed from this study.
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ItemAn exploratory study on Tourism Authority of Thailand Organizational image attributes( 2016) Somyot Kaenhin ; Batra, AdarshThis research identified the attributes that construct the Tourism Authority of Thailand's (TAT) organizational image and explored the current positioning of each attribute. This research was separated in to two phases. The first phase used qualitative, exploratory and inductive research to obtain attributes that constitute the TAT's organizational image. This process is an arbitrary process (Dowling, 1988). There were forty-two attributes generated from the first phase. The second phase mostly used quantitative research to examine the importance level and TAT current performance level of each image attribute considered by both TAT internal and external stakeholders. The survey data was collected during September-December 2014. The Importance-Performance Analysis (IPA) was used as the analysis tool. The researcher also extended the analysis by using Paired Sample t-test, which is an additional benefit of the existing data. The result of the IPA helped to identify which attributes emerge important based on the opinion of TAT stakeholders, as well as knowing the positioning of each image attribute. The result of Paired Sample t-test showed all attributes have a significant difference between the importance's mean score and the performance's mean score. The importance's mean score of each attribute is higher than the performance's mean score. This implied that TAT has room for improvement in its performance in all attributes. Furthermore, there is some confusion among TAT stakeholders, especially on the perceived service and functionality attributes. Thus, The TAT needs to emphasize and clarify its current roles and responsibilities. Otherwise, the stakeholders will have the wrong expectations of the TAT organization.
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ItemTeacher Professional Development Program: a case study on Appreciative Teacher Professional Development (ATPD) at Adventist Ekamai School (AES), BangkokThis research aims to examine the applicability of Appreciative Inquiry (AI) and Whole Brain Literacy (WBL) concepts into designing an effective Teacher Professional Development/Transformation program. The study was conducted on Adventist Ekamai School (AES), a small private Christian school with the main objective to help AES develop/transform its teachers and increase their levels of Teacher Efficacy and Pedagogical Content Knowledge. An Action Research was employed in this study covering a combination of qualitative and quantitative methods was used for data collection, analysis, and interpretation. The subject of the study involved 36 teachers and 219 students at AES. The research findings indicated that, after ODI Implementation, AES teachers became more aware of the significance of Teacher Efficacy, Pedagogical Content Knowledge and Student Engagement towards their teaching role and various stakeholders of the school. They also voluntarily performed behavioral changes necessary for achieving the new set of shared goals that they collectively formulated during the ODI Implementation stage. In conclusion, the action research served as a tool that drives AES towards the first step towards transformational change. However, a long term commitment from the school management team would be vital in determining the success of this transformational process and goals achievement. Future studies may employ different activities such as ODI that are suitable in different contexts to test the applicability and extend the validity of the models developed from this study.
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ItemStrength-based operations as organization development intervention (SBO-ODI) on enhancing teacher commitment, engagement, and performance: a case study of Assumption College Ubon Ratchathani (ACU)( 2015) Prawat Sutthinont ; Kitikorn DowpisetIn the 21th century, four aspects in the era of globalization: complexity, change, competition, and connectivity, has impacted people's livings. To remain competitive the organization needs to design working environments with strong continuous-learning process to enhance commitment and engagement of the employees for better performance. Strength-Based Operation as Organization Development Intervention (SBO-ODI) was designed as a strategic intervention to support the working capabilities of the teaching and supporting staff at Assumption College Ubon Ratchathani, and was constructed based on the notions of worker strengths and right conditions as the foundation driving effective performance and success of work. The intervention was run under the core aspects of Action Research, and together with the framework of cross-functional team working, Appreciative Inquiry (A.I.) approach, Strengths, Opportunities, Aspirations and Results (SOAR) approach, positive coaching, and strength-based projects. The overall objectives of the study was to implement and to investigate the effects of the SBO-ODI method on the enhancement of ACU teaching and supporting staffs' commitment, engagement, and performances. The results from the questionnaires and observations revealed that the commitment, engagement, and performances of the ACU staffs were increased through the intervention. The participants expressed obviously in both understandings of goals in working and actions in conveying the project activities. There was a significant improvement in the participants' commitment, engagement, and performances at the level of 0.000* (p<.05), and the SBO-ODI intervention, finally, yielded the new model supposed to be assertive approach for working achievement of an organization.
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ItemAn examination of Bangladeshi Patients' Loyalty towards a private hospital in Bangkok, Thailand( 2015) Afroz, Syeda Israt ; Apichart IntravisitThe study aims to understand what influence medical tourists, more precisely, Bangladeshi medical tourists' loyalty towards a private hospital. By considering four variables, which are: satisfaction, perceived value, trust, and destination image, this study conducts a survey-based research with 356 Bangladeshi patients who came to the hospital for medical treatment. The questionnaire, containing 42 items, covered the essence of four variables and the loyalty of the patient towards the hospital. The questionnaires were distributed from 1st April to 30th April, 2013. The results of the questionnaires were analyzed and interpreted in detail using the Statistical Package for Social Science (SPSS) version 20.0. Descriptive analysis section applies mean score, frequency, and percent to summarize data. To prove the hypotheses, Pearson correlation coefficient was used to find the relationship among satisfaction, perceived value, trust, destination image, and loyalty toward medical tourism in the private hospital. The result shows that medical tourists' satisfaction,k perceived value, trust, and destination image, all have a significant influence on tourists' loyalty towards medical tourism at this private hospital. The findings from this study should help them to plan their future to acquire the best outcome. recommendation has been proposed for the hospital management, Tourism Authority of Thailand (TAT), medical tourism sector for further action.
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ItemUsing large scale individual creativity to improve organisational efficiency( 2016) Vorapot RuckthumThis study reviews the outcomes from six similar organisational interventions two from the USA, three from the UK (one using Appreciative Inquiry) and one from Romania. By way of an illustration the process used by one of the interventions (Clapp, 1991) is described in detail. This process uses a well-defined problem to elicit potential solutions from people working in the organisation who have knowledge of the problem area. The results are compared with the five other interventions that use a similar process. The results show that given a supportive environment and a clear objective most people will engage in a problem-solving exercise and generate many ideas, the bulk of which are set within the current context. The number of ideas generated per person ranged between 1.33 and 1.53. Whereas for the project that used Appreciative Inquiry the number of ideas generated per person was 2.3. The average value of the savings from the ideas of each project ranged between £3.44K and £6.88K. these studies provide support for the theory that all people are creative problem-solvers given the opportunity to become active participants (Kirton 2003). Furthermore, to make use of this creativity in an organisation, managers have to provide a setting that will support and motivate individuals to focus their potential on a target of organisational importance.
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ItemDeveloping cross-cultural leadership skills and cross-cultural team working skills through organization development intervention: a case study of a multinational enterprise (MNE) in Thailand( 2016) Chavez, GloriaIn the present competitive world of business, organizations need constant improvement in their organizational performance in order to survive in the unprecedented changes, Many previous research studies revealed that employee performance had positive relationships directly with organizational performance; as employees are nobody but the customers themselves. This research study focused on the benefits of leadership management and employee engagement in terms of working as a team. The main purpose of the action research was to develop cross-cultural leadership skills as well as cross-cultural team working skills at Best Water Technology (Thailand), a multinational enterprise in Thailand. This was done through Organization Development Interventions (ODI) by implementing Whole Brain Literacy (WBL) together with Neuro-Linguistic Programming (NLP). The action research was conducted in three phases (pre-ODI / ODI / and post-ODI) to determine the differences between the pre-ODI phase and the post-ODI phase. The findings of this research disclosed the WBL and NLP concepts implemented in OD interventions were effective and valuable not only for personal development but also for organizational development as they developed cross-cultural leadership skills and cross-cultural team working skills among organizational members.