Browsing by Subject "Organizational performance"
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ItemThe impact of organizational learning and organizational innovation on organizational performance: a case of an internet service provider in MyanmarThis independent research has three main objectives: (1) to examine the factors impacting organizational performance, (2) to examine the impact of organizational learning on organizational innovation, (3) to help management to encourage and support organizational learning and oganizational innovation among employees. The researcher used quantitative questionnaires distributed to 141 people and interviewed 13 people. The researcher employed Simple Linear Regression and Multiple Linear Regression to analyze data from the questionnaire and contents analysis for the interviews. The quantitative findings indicated that organizational innovation has more impact on organizational performance than organizational learning. Moreover, the researcher found that organizational learning impacts organizational innovation while the qualitative findings implied that the organization should promote organizational learning and innovation to improve organizational performance. Based on the findings, it is recommended that (1) the organization should establish better and proper reward policies for new ideas and innovations proposed by employees and (2) it should provide more well-designed wellness programs to retain employees and create multiple recruiting strategies to attract talents and (3) the organization should encourage employees to improve their professional competencies actively.
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ItemIncreasing employee motivation and use of ERP system to enhance organizational performanceThis action research aims to study how to enhance organizational performance level at AAA, an electrical engineering and manufacturing company in Myanmar, which has initiated technology use in the operations by implementing ERP (Enterprise Resource Planning) system. The current situations were diagnosed by SWOT and STAR analysis and it was found that employee motivation and use of ERP system were required to improve to bring higher organizational performance level. Therefore, appropriate organization development interventions (ODIs) for the independent variables, which are employee motivation and use of ERP system, were designed and conducted to sixty participants of the focal company to meet the organizational expectations. Data was collected qualitatively through participatory and non-participatory observations and semi-structured interviews and quantitatively through surveys at pre and post-ODI stages. The impact of ODIs was analyzed by paired sample t-test, regression analysis, and content analysis and the outcomes indicated that employee motivation and use of ERP system and the level of organizational performance level have improved after ODIs. The results proved that the improvements of the independent variables positively impacted organizational performance. In concluding the research project, the results were reviewed and the author gave recommendations for the further development of the focal company.
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ItemA proposed HR plan to enhance employee motivation: a case of MTA state enterprise, Thailand( 2019) Somchai Rattanaparinyanon ; Somchai TantasaneeNowadays, with the reality of competitiveness, every organization is struggling to obtain competitive benefits as well as better performance and attain productivity plus effectiveness. Companies throughout the world, therefore, take human resources into account as the essence for business as they constantly escalate employee motivation as the force in letting employees achieve goals and organizational objectives towards more effective organizational performance. The purpose of the study was to determine the effect of intrinsic and extrinsic motivational factors among operational-level officers affecting organizational performance of MTA state enterprise, Thailand and recommend plans to enhance their motivation for better company performance. Quantitative data was obtained through distributed online and paper questionnaires from 260 officers at operational level used as sample size. The results revealed that there was significant effect between recognition, empowerment, performance appraisal, and training and career development toward organizational performance ; whereas as for demographic factors, there was significant difference among only genders and performance. Among all of these five independent antecedents, recognition possessed the strongest effect on organizational performance. It could be concluded that it is imperative for the HR department of MTA state enterprise to implement plans on enhancing their motivation through relevant workshops, activities and set-up new criteria or regulations within the company in exchange for higher organizational performance.
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ItemTransformational leadership, workplace spirituality and organizational performance in a restaurant group in Indonesia: a study of the effectiveness of organization development interventions(Bangkok : Assumption University, 2020) Widjaja, Deborah Christine ; Chavez, Gloria S. ; Tayko, Perla Rizalina M. ; Sirichai PreudhikulpradabThis study investigated the effectiveness of organization development interventions on transformational leadership, workplace spirituality and organizational performance at a restaurant group in Indonesia. The study followed an action research design, following the three stages, namely pre-ODI, ODI and post-ODI. Data were analyzed using a mix of quantitative and qualitative data analysis. The organization development interventions were directed at the participating leaders, who ranged from the top to the lower levels of the organization, by means of combining both training and coaching sessions. The results of the study showed that all the observed variables improved significantly except for job performance.
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