Browsing by Subject "Employee performance"
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    A needs assessment of communication and employee performance: a case study of PKK auto Partnership Limited, Thailand
    (Bangkok : Assumption University, 2022) Thanthicha Phachirananwanich ; Fernando, Maria Socorro C. L.
    Both company communication and employee performance play an increasingly essential role in many organizations throughout the world. Many companies are struggling to enhance better company communication and employee performance through training and career development because these can lead to the good image of organization and the effectiveness of entire organizational performance. This research intended to discover the priority needs for the improvement in terms of the forms of communication, company communication, and employee performance by using the case study of PKK Auto Partnership Limited in Thailand. There are two major research objectives including 1) To determine the current situation and expected situation of the company’s communication and employee performance based on perceptions of employees and customers and 2) To design a training plan based on the results of the research study. To prioritize the needs for enhancing better company communication and employee performance, the quantitative research method using Priority Needs Assessment Modified (PNIModified) was utilized in this research study. The key results based on the quantitative findings were the company communication (PNIModified = 0.1644) sorted as the 1st rank of priority needs index followed by forms of communication (PNIModified = 0.1588) and employee performance (PNIModified = 0.1468), respectively. A training plan was designed based on the results of the study.
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    Covid-19: factors that impact on employee performance when working from home
    ( 2022) Thitaporn Kunamart ; Mai, Le Thi Anh
    In the time of Covid-19 pandemic period, working from home (WFH) has proven an effective countermeasure overcome the spread of disease, while enable the business continuation. The purpose of this study was to identify the motivation factors that impact the performance of employees while working at home during the pandemic.Method/Approach: The in-depth interview was conducted with 10 respondents from three countries (Thailand, Japan and Vietnam) of different age, educational level, geography, and occupation, who have more than a year of experience switching between working from home and working in an office Findings: Environment, time management, and reward are the major factors that have a significant influence on working performance; additionally, labor intensity and job security are the variables that have the weakest relationship with employee performance when working from home respectively. The researchers also gave several implications to enhance employee performance for both organizations and workers based on the study results.
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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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    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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    Motivational factors influencing telework during the COVID-19 pandemic
    ( 2022) Chittipa Ngamkroeckjoti ; Worasak Klongthong ; Jakkrit Thavorn
    During the COVID-19 pandemic, teleworking has proven to be an effective countermeasure to overcome the spread of this disease while enabling businesses to continue. However, little is known about the extent of their adjustment to daily life routine, interaction among self-control, assignments, family life matters, and coordination with colleagues. This study explores the impact of motivational factors on the performance of teleworkers. An exploratory study was conducted using an in-depth interview with 27 interviewees who work in Thailand and have more than a year of experience switching between being a teleworker and working on-site. The NVivo and SPSS software were performed to reveal deeper data insights and apply non-parametric tests in order to compare findings with various demographic profiles. The findings revealed that environment, time management, and reward are the strongest motivational factors, whereas labour intensity and job security present the weakest relationships with teleworkers’ performance. Numerous implications and strategies to enhance their performance for both organizations and workers are provided. Firms can support a well-prepared environment and manage the flexibility of working time to increase employees’ effectiveness. Moreover, the result-oriented approach can be one of the tools in evaluating their performance rather than attending to their full working time at home.
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    The Relationship Between National Culture and Employee Performance Among us Multinational Companies in Bangkok
    ( 2016) Rosesakorn Krongchuchuen ; Chittapa Ngamkroeckjoti
    This paper aims to study the relationships between National Culture (Power Distance, Individualism and Collectivism, Masculinity and Femininity, and Uncertainty Avoidance) and Employee Performance (Work Result, Job Knowledge, and Job Satisfaction). This research using descriptive research with survey questionnaire. The selected 400 respondents are low-to-middle management level employees, who are working with the US Multinational Corporation (MNC) located in Bangkok during June 2013 to August 2013. Employees are classified by gender of which this study have normally distributed to 49.5 percent male (198 respondents) and 50.5 percent female (202 respondents). Methodology used in this research is Pearson Correlation Analysis testing relationships between National Culture and Employee Performance. All hypotheses show that there is a significant relationship between National Culture and Employee Performance. The research result supported by Newman and Stanley (1996), suggested that National Culture is the central principle of organization as it also the principle of employee understanding of their work and which type of action is preferable by others. Additionally, study of Taras, Steel, and Kirkman (2011) indicated that National Culture does influence Employee Performance base on the nature of the job. They believe National Culture affect peoples' attitudes, perception, and behavior which does influence on performance but whether in good or bad way depends on the fit between culture and individual nature of the job. This research will benefit 3 parties including, organization with US MNC management style to understand the relationship of National Culture and Employee Performance. So they can manage to run their organization more effectively with better performance and lead to better profit. This research would benefit the readers who have no idea about US MNC, this research would give them an insightful information of what US MNC is all about. Lastly this research would benefit the researcher herself as she is now working in the US MNC. Conducting this research allows the researcher to know deep information of the US MNC in terms of strong and weak point, number of imports and export between US and Thailand each year, and the signifying relationship between National Culture and Employee Performance.