Browsing by Subject "Organization development"
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ItemCreativity dialog map: the adaptive Organization Development Technology for positive change in the organization( 2015) Kitikorn DowpisetOrganization Development is an imperative process for the growth of organizations. The underlying process of the OD framework and its tools and techniques are intentionally implemented for planned change towards its view of an organization's preferred direction and vision. This article presents an important process in planned change, that is, the processing of information. Convergent thinking and divergent thinking are alternative approaches to processing information. The paper presents the design of a new OD technology called "creativity dialog map". The new design CDialogMap2 is a version derived from the feedback from workshops conducted by the author in his classes.
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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.
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ItemThe impact of OD process consulting on goal setting, performance feedback, employee motivation, teamwork, and job performance: an action research of small and medium enterprise (SME) manufacturer( 2019) Vuttichai Voraphani ; Sming ChungviwatanantThis research determines the impact of OD Process Consulting on Goal Setting, Performance Feedback, Employee Motivation, Teamwork, and Job Performance in a Small and Medium Enterprise (SME) Manufacturer. The action research compared the difference of these five variables between pre-ODI and post-ODI of 71 respondents in production department of the company. To improve the level of these five variables, ODI activities were designed and implemented. These ODI activities included setting intermediate goals and official goal, revising personal incentive, creating department own digital-format performance feedback system, skill training on performance data mining and analysis, implementing best performance employee board, fishbone brainstorming, active meeting, relationship building through football activity. The findings showed that ODI was effective to all variables. Goal Setting, Performance Feedback, Employee Motivation, Teamwork, and Job Performance showed statistically significant differences after ODI activities implemented. There was improvement on all variables after the implementation of ODI.
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ItemKey developmental opportunities for long-term organization development of G Commercial Bank, China: a mixed method research( 2021) Wu, YuJie ; Sirichai PreudhikulpradabThis 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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ItemLeveraging leadership, collaboration,and decision-making to improve team effectiveness: a case of Education Gathering Group (EGG) Alumni Network in Kayin State, MyanmarThis 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
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ItemThe middle managers' essential leadership styles: a case of Global Technology Company in MyanmarThis article is a needs assessment research, comprising two objectives, 1) examining the leadership styles and 2) proposing the Organization development programs to enhance the middle managers' leadership styles for the future development program. Five leadership variables are studied: transformational leadership, transactional leadership, authentic leadership, servant leadership, and adaptive leadership. The research instrument was a needs-assessment questionnaire to examine the differences and rank the priority needs using PNIModified. The target samples comprise generation Y and Z employees of Global Technology Company in Myanmar. The sampling method is purposive sampling, comprising of 60 respondents. The PNIModified results indicated that adaptive leadership was ranked the first-order need, servant leadership was ranked the second-order need, transformational leadership was ranked the third-order need, authentic leadership was ranked the fourth, and transactional leadership was ranked the fifth-order need. Four sets of recommendations for the Organization development program proposed for the managers and employees. Moreover, it is important at the management level to concentrate on performance and objectives rather than human desires to achieve operational effectiveness. Giving positive guidance and direction to employees would help them become more goal-oriented. Another main requirement in the global technology middle management is to monitor the success of subordinates and take prompt corrective steps.
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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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ItemThe impact of work engagement, psychological empowerment and organizational commitment on organizational citizenship behavior in a hotel service sector: a case study of a hotel service in Roi Et, ThailandThe purpose of this study is to identify the factors which contribute towards organizational citizenship behavior of ABC hotel’s employee in Roi Et, Thailand. Once these factors have been identified, recommendations were provided to the CEO as to which aspect of hotel’s employee had been improved. Accordingly, the CEO can use the findings from this research as a guideline for improving the hotel in order to serves the needs of customers at ABC hotel and maximize the hotel employee’s satisfaction. The focus of this study is to construct Organization Development Intervention training or ODI to the employees to maximize their capability and proficiency. Furthermore, the study also aimed to see the relationship between variables. For this purpose, the variables in this study consist of work engagement, psychological empowerment, organizational commitment and organizational citizenship behavior. The samples involve 40 full-time employees of the hotel who are managers and employees. To access the current situation, the researcher applied organizational assessment and SWOT analysis and it was found that employees needed many areas of improvement to raise higher hotel performance standards. Data were collected using quantitative and qualitative approaches during pre-ODI and post-ODI stages to see the difference. The influence of ODIs was interpreted by using paired sample t-test and Multiple Linear Regression (MLR) to test the relationship between variables. As a result, the findings showed a significant change between pre-ODI and post-ODI. Also, there is a statistically significant relationship between variables. To conclude, the results showed that there are improvement after the ODI stage and there are three factors that contribute towards organizational citizenship behavior.
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