ABAC ODI: Vol. 3, Issue. 2 (July - December 2016)
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ItemDesigning and implementing ODI to improve communication and coordination: a case study standard manufacturing Co., Ltd., secretarial section( 2016) Wantida Khumtong ; Sirichai PreudhikulpradabThis 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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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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ItemAn exploration of the factors concerned with reducing the use of plastic carrier bags in Bangkok, ThailandThis 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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ItemA factor analysis on ideal leadership characteristics among young MBA students: a case study of international MBA program in Assumption University( 2016) Raoufian, Mohammad ; Sirichai PreudhikulpradabThis 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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ItemLeveraging employee engagement and employee performance towards excellent service quality: an action research on TMD Hair Dressing and Beauty Salon Services in Yangon, MyanmarThis 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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ItemRaising awareness of career goals of insurance agents: a case study of Choomthong 24K26, AIA CompanyThis 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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ItemService quality improvement through ODI: a case study of Prem Mansion, Bangkok( 2016) Sarinee Keyuraphan ; Sirichai Preudhikulpradabthis 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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ItemThe study of the relationship between push factors, pull factors, tour guide performance and tourists' satisfaction in Bangkok, Thailand( 2016) Rattanaporn Siajaroen ; Sming ChungviwatanantThis 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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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.