ABAC ODI: Vol. 4, Issue. 2 (July - December 2017)

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Recent Submissions

Now showing 1 - 5 of 6
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    Enhancing team learning in a faith based organization in Myanmar: an action research approach
    The main purpose of this research is to enhance team learning in a faith based organization in Myanmar. The objective of this research is to determine the current situation of the organization in terms of team learning and implement an appropriate OD intervention and action plan to sustain continuous team learning in the organization. This study benefits the organization by providing the opportunity to identify the current situation and find ways to improve for future development. Good working environment, coordination and collaboration processes were improved in the organization. The relationship between the leadership and sub-ordinates were also improved because of strengthening team cohesion, increased interaction and communication among team members. Employees have more learning opportunities and share their knowledge, experience and skill among each
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    Using WBL as ODI to improve work environment and well-being of employee
    This research was undertaken at SC Siam Supply and Sounds. The study was an action research, focus on work environment and well-being of employees The objectives of research comprise of three; 1) To determine the current situation of work environment and well-being of employees; 2)To identify if using WBL as ODI can improve work environment and well-being of employee and 3) To compare the difference between preODI and post-ODI. Data collection techniques of this study were survey, observation and interview while the respondents were employees of production department. The OD interventions were based from Whole Brain Literacy model and four steps of ODIs were implemented, consisting of 1) awareness 2) idea creation 3) action and 4) sustainable. The findings from the study revealed that there was difference between pre-ODI and Post-ODI in area of work environment. On the other hands, there was no significant difference in area of well-being of employees. For future study, researcher recommends to include the measurement scale, intensity of light and temperature scale, to determine appropriate light and temperature for employees.. An improvement of organizational technology would be able to improve work environment and well-being of employee as well.
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    Organization redesign process as ODI on organizational factors and human dynamics
    This paper demonstrated the importance of organization redesigning in the face of drastic socio-economical, political changes as well as internal and external (with and without anticipated) challenges; the impacts of effective design on organizational components; and the approach and process on how to redesign organizational factors for better results on human dynamics. It was based on in-depth, real-time, and action research at a public Internet service providing company in Myanmar conducted from January 2015 to end February 2016. Based on theoretical and conceptual frameworks, results had shown the significant cause and effect relationship between specific organizational factors and human dynamics.
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    The cross-cultural use of the Kirton adaption-innovation inventory: a further exploration
    English language measures such as the bipolar scale of cognitive style (Kirton, 2005) are not easily understood by people within diverse cultures and languages where English is spoken as a second language. Particularly the scoring of opposites when many items represent each end of the dimensional continuum and where items that represent one of the poles are reverse scored to produce the final score. Understanding can be improved by using a translation of item meaning into the target language. However, a more efficient method is the use of items with bipolar scoring scales to resolve the problem of accurate recognition and scoring of opposites while at the same time eliminating the scoring anchor and any associated social desirability contamination.
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    An evaluation of the relationships between psychological climate and the styles of cognitive preference and manifest ideas
    This study challenges the assumption that the bipolar characteristics of adaption and innovation associated with individual cognitive style preferences directly characterise the content of manifest ideas and in turn the characteristics of organisational change. The findings show psychological climate (in support of the organisational change process) used in this study is significantly related to ideas with adaptive characteristics, but less so to those with innovative characteristics. Furthermore, cognitive style is significantly related to the characteristics of innovative ideas but much less so to adaptive ideas. These two relationships show how the bi-polar characteristics of the Adaptive -Innovative continuum fits with the two characteristics of the manifest ideas where the latter appears as independent. However, while cognitive style and psychological climate have significant relationships with both styles of ideas, climate dominates for ideas with adaptive characteristics, and cognitive style dominates for ideas with innovative characteristics. The lack of a relationship between psychological climate and cognitive style suggests that psychological climate and cognitive style can be considered as independent predictors of adaptive and innovative idea characteristics respectively.