Browsing by Subject "ABAC ODI Journal : -- Vision. Action. Outcome. -- 2016"
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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 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, Gloria
    In 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.
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    An exploration of the factors concerned with reducing the use of plastic carrier bags in Bangkok, Thailand
    ( 2016) Hohmann, Roland ; Chutawat Wattana ; Phichittra Sracheam ; Supichaya Siriapornsakul ; Vorapot Ruckthum
    This research is an exploratory study to examine the attitude of people in Bangkok, Thailand, towards the reduction in use of plastic shopping bags. The research objective is to provide recommendations for policymakers as well as stakeholders in the public and private sector as to how plastic bag use may be effectively reduced. Key findings are that the four factors of the independent variable 'Use of plastic bags in Bangkok' and four of the demographic variables Gender, Nationality, Age, and Occupation are all significantly related to the dependent variable 'Intention to reduce the use of plastic bags'. Additionally, the study shows that regulatory measures like a plastic bag charge may initially reduce the use of plastic bags; however, the effect may only be short-term due to the minimal cost of the bag compared to the cost of items purchased. A number of alternatives are considered such as the substitution of engineered recycled paper containers and bags. however, the main long-term solution is seen as the promotion of a concern for the environment via waste control and recycling as a personal issue (particularly among children) leading to cultural adjustment rather than promotion of any particular project.
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    An exploratory study on Tourism Authority of Thailand Organizational image attributes
    ( 2016) Somyot Kaenhin ; Batra, Adarsh
    This 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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    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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    Leveraging employee engagement and employee performance towards excellent service quality: an action research on TMD Hair Dressing and Beauty Salon Services in Yangon, Myanmar
    ( 2016) Fernando, Maria Socorro Cristina L.
    This research paper analyzed the impact of employee engagement and employee performance on the service quality of TMD Hairdressing and Beauty Salon Services in Yangon, Myanmar. This study used organization development interventions (ODIs) to improve employee engagement, employee performance and service quality. The objectives were: to assess and analyze the current situation of the organization; to design and implement the deliberate organization development interventions (ODIs); to measure the initial impact of ODIs; to determine the difference between the values of pre and post ODI; to draw up a three year Road Map for the organization to sustain the change. The level of employee engagement, employee performance and service quality were relatively low at the pre ODI stage. Based on the pre-ODI results, the researcher conducted purposeful organization development interventions on employee engagement and employee performance to improve service quality. The post ODI results showed significant improvement on employee engagement, employee performance and service quality. According to the results of paired sample t-test, there were significant differences between pre and post ODI outcomes related to Employee Engagement, Employee Performance and Service Quality. Based on the regression results, employee engagement and employee performance had significant impacts on the level of service quality. The organization development interventions (ODIs) positively affected the level of employee engagement, employee performance and service quality. Based on the data from the study, the researcher drew up a three year Road Map in terms of three levels: Manager Level, Employee Level and Organization Level. Further organization development interventions to improve employee engagement, employee performance and service quality were recommended to meet the vision of the company.
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    Organization citizenship behaviour path analysis: justice, trust, satisfaction and commitment
    ( 2016) Kittiwat Watcharachatchawan ; Steane, Peter
    The 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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    Raising awareness of career goals of insurance agents: a case study of Choomthong 24K26, AIA Company
    ( 2016) Panita Lasim ; Fernando, Maria Socorro Cristina L. ; Nathaya Pupat
    This article is a summary of key study done on a group of AIA insurance agents (Choomthong 24K26). It focused on raising awareness of career goals of insurance agents. The study was based on three main factors; performance, excellence and self-development. The respondents of this study were 33 AIA agents who were selected according to their overall performance. Two main methods were used to collect data: interview and questionnaire. Data gathered through questionnaires were collected twice during the study period, firstly before ODI and secondly, after ODI while interview was only done after the ODI phase. There were various theories which aided in understanding the key factors behind the study. These were; whole brain, AIDA model, Ice-berg, Self-mastery model, Kurt Lewin's theory of change, Kotter's eight stages of change and lastly which was selected to guide in the ODI process was AI (Appreciative Inquiry). these theories gave an understanding on how the performance, self-development and excellence of an individual can be improved. Data analysis was done through the use of mean, standard deviation and the Wilcoxon matched-pair signed rank test. The alternative hypothesis for the study was that there is an impact of ODI on the performance, excellence and self-development of insurance agents. It was evident from the comparison of Pre and Post-ODI result of the data analysis that there was an improvement in the career goals of insurance thus the alternative hypothesis was accepted.
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    Service quality improvement through ODI: a case study of Prem Mansion, Bangkok
    ( 2016) Sarinee Keyuraphan ; Sirichai Preudhikulpradab
    this study aims to determine the initial impact of organization development intervention on willingness, problem resolution, time management, and communication skills of employees to enhance service quality and customer satisfaction. Consequently, the work is expected to benefit the organization of Prem Mansion itself in terms of better reputation and trust resulting from the improved service quality. The research covers three phases-Pre-ODI, ODI implementation, and Post-ODI. The first stage is to seek to understand the current situation, including a short survey to seek satisfaction level of both customer and employee sides. The second phase, ODI implementation is designed to solve problems directly to the point. The post-ODI phase allows the comparison of the results after the intervention to those seen before doing organization development intervention using by Wilcoxon Signed Ranks Test. comparing the results from pre-and post-interventions of both employees' and customers' sides, an obvious difference can be seen. After the intervention, the employees have realized they are lack of certain skills; therefore evaluate themselves lower than pre-intervention period. On the other hand, there has been an initial impact on customer satisfaction in the aspects of the willingness to provide service, problem resolution, time management, and communication skills have risen.
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    Shifting from Transactional Leadership (T2) to Transformational Leadership (T3) behavior with a Full Range Leadership Development Program (FR-LDP) OD Intervention
    ( 2016) Hein, Shwe ; Chavez, Gloria
    Today'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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    The study of the relationship between push factors, pull factors, tour guide performance and tourists' satisfaction in Bangkok, Thailand
    ( 2016) Rattanaporn Siajaroen ; Sming Chungviwatanant
    This research determined the relationship between push factors, pull factors, tour guide performance and tourists' satisfaction; specifically, the Chinese and German tourists who visited Bangkok during the month of October and November 2015. The research collected data from 200 respondents by distributing questionnaires to tourists groups. Non-probability sampling, quota sampling and convenience sampling were applied. One hundred samples were collected from Chinese tourists and another 100 samples were collected from German tourists. One hundred respondents were male and 100 respondents were female. The research focused on respondents who are twenty years old and older. These two groups of visitors were the top spenders on International Tourism in 2012. The collected data was analyzed by statistical program and correlation was applied to determine whether there was a relationship between push factors, pull factors, tour guide performance and tourists' satisfaction. The findings indicated that push factors, pull factors and tour guide performance have a statistically significant positive relationship with tourists' satisfaction.
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    Toward High Performance Organization using Path-Goal Theory and Transformation Theories: A case Study of St.Louis School Chachoengsao
    ( 2016) Achin Tengtrakul ; Fernando, Maria Socorro Cristina L.
    In 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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    Using large scale individual creativity to improve organisational efficiency
    ( 2016) Vorapot Ruckthum
    This 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.