ABAC ODI: Vol. 8, No. 2 (April-September 2021)

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Now showing 1 - 5 of 5
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    A roadmap for future development of leadership competencies of ABC non-profit organization, Thailand and Myanmar
    This mixed-method research has two objectives: 1). identify current and preferred leadership competencies of all employees' levels and rank the priority needs, 2). design a roadmap for the future development of ABC Organization, Thailand, and Myanmar's leadership competencies. The instruments used comprise the structured questionnaire (n=64) and in-depth interview(n=10). The target populations comprise all employees, middle-level management, and top-level management, the purposive sampling method. The data analysis treatments include descriptive statistics and PNIModified for the structured questionnaire and contents analysis for the interview. Findings showed that the top three leadership competencies development per the ranking of priority needs comprised the Knowledge Competency (PNIModified=0.36), the Visionary Competency (PNIModified=0.34), the Communication Competency (PNIModified=0.26), and the Intrapersonal Competency (PNIModified=0.26). The recommendations are 1). The ABC organization focuses on the five competencies factors while activating succession planning and development to improve the employees' leadership competencies--knowledge, visionary, communication, intrapersonal, interpersonal, and 2. A future study on identifying how to bridge the gap between top and middle management's leadership competencies in ABC and formulate an additional proposal on a succession planning program.
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    Key developmental opportunities for long-term organization development of G Commercial Bank, China: a mixed method research
    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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    Strategies to improve employees' work efficiency in one branch of ABC Thai Restaurant
    This study focuses on determining the factors that influence work efficiency in a Thai Restaurant and aims to design strategies to improve employee work efficiency in the workplace. Mixed-method research using qualitative interviews and a quantitative questionnaire was utilized in this study. There were 12 interview respondents from the top management and middle management and 82 respondents for the questionnaire survey. Based on the qualitative analysis from inter-coding, the restaurant should give employees a clear goal and schedule to follow and choose a good leader to improve teamwork. The quantitative results from descriptive and inferential statistical analysis showed the organization needed to improve work efficiency by strengthening teamwork and employee development, such as teamwork training programs and employee development workshops.
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    Designing a framework and strategies to enhance individual innovative work behavior: a case of a non-profit in Phnom Penh, Cambodia
    Innovation has become such a big part of our everyday life that everywhere we go, whatever we do, we tend to seek something new, whether these are new ideas, new experiences, new products, new places, or new technologies. For organizations in highly competitive environments, innovation ensures sustainability and competitive advantage. However, innovativeness comes from the organization's people, so innovative work behavior has rapidly become a significant factor for organizations to explore and establish. This research assesses the needs of five factors that enhance individual innovative work behavior in Pact Cambodia: job resourcefulness, work empowerment, employee motivation, leader-member exchange (LMX), and work engagement. A mixed research methodology was used, and the respondents included the population in the non-profit organization. All 25 employees responded to the survey questionnaire for quantitative research, whereas eight key employees were selected to participate in a focus group discussion. The quantitative data were analyzed using Cronbach's Alpha testing, descriptive analysis, and Priority needs index modified (PNImod). The qualitative data were analyzed using the inter-coding method. The results from PNIMod show that work empowerment, employee motivation, leader-member exchange, and innovative work behavior are the four factors that must be prioritized. The interview questionnaire used appreciative inquiry (AI) questions to further explore work engagement and innovative work behavior. Based on the overall results, the current situation of innovative work behavior is favorable, but PNIModified suggested that some factors should be prioritized to enhance individual innovative work behavior. Therefore, a framework and strategies are presented based on all data results.
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    Designing a prototype coaching model based on emotional intelligence and job performance: a case study of global technology group company, Myanmar
    This research investigates the influence of emotional intelligence domains on job performance. The questionnaire is based on Emotional Intelligence's four domains as independent variables, namely: self-awareness, self-management, social awareness, and relationship management, and the dependent variable is job performance. Quantitative data using a questionnaire was gathered from a sample of 70 employees in the management, middle management, and supervisor levels working in Global Technology Group Company (GTG). Qualitative data was gathered from interviews of 12 employees. The results of the interview showed that employees recognize and control the positive outcome, Emotional intelligence helps motivation and career improvement, positive emotions keep a clear mind, understand well, and manage effectively, self-evaluation, listening to comments from coworkers, and observing how to treat them, job satisfaction in the relationship and job performance and target job accomplishment and work satisfaction on respective tasks. Moreover, the quantitative data results showed that self-management and relationship management's emotional intelligence domains influence job performance. The study recommends a coaching model that can be utilized to support self-awareness and relationship management for effective job performance.