Р. П. Мильруд Доктор педагогических наук, профессор кафедры иностранных языков
e. promote interdependent social relations; f
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| e. promote interdependent social relations;
f. be seen to be achieving success through good social relations rather than individual success. I intend to demonstrate in this section that these six cultural values contradict the values of employee involvement (e.g. employee involvement may involve employees in openly criticising managers, which directly contradicts a above). Research objectives • to examine the assumptions behind the management technique of employee involvement; • to establish the characteristics of the Thai national culture; • to identify the opinions of Thai employees and their managers, working in American-owned organisations in Thailand, towards values underpinning employee involvement; • to draw conclusions about the applicability of employee involvement to Thai employees. Puvadol was a student from Thailand who returned home from the UK to complete his MA dissertation. His proposed dissertation concerned the applicability of Western methods of involving em- ployees in decision-making in Thai organizations. An abbreviated version of Puvadol’s proposal is the following. Method 1. Conduct a review of the literatures on employee involvement and Thai national culture in order to develop re- search hypotheses. 2. Carry out primary research in three American-owned petrochemical and manufacturing organisations in Thai- land to assess the opinions of Thai employees and their managers towards values underpinning employee involvement. Informal approval has been gained from three organisations. American-owned organisations are relevant because it is in these that employee involvement is most likely to be found and values underpinning employee involvement exhibited. Petrochemical and manufacturing organisations are chosen because the occupations carried out in these organisations are likely to be similar, thus ensuring that any differences are a function of Thai national culture rather than of occupa- tional culture. 3. A questionnaire will be developed with questions based on the Thai values a–f in the Background section above. Each value will lead to a hypothesis (e.g. employee involvement may not be appropriate to Thai culture because it may mean that employees openly criticise their managers). The questions in the questionnaire will seek to test these hypotheses. The questionnaire will be distributed to a sample (size to be agreed) of employees and of managers across all three organisations. 4. Data analysis will use the SPSS software. Statistical tests will be run to ensure that results are a function of Thai cultural values rather than of values that relate to the individual organisations. жүктеу/скачать 0.69 Mb. Достарыңызбен бөлісу:
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