ORGANIZATIONAL DEVELOPMENT STRATEGIES FOR THAI TRADITIONAL MEDICINE ESTABLISHMENTS

Abstract

The objective of this research was to study the strategies of organizational development of Thai traditional medical establishments on the performance of Thai traditional medicine establishments. The sample group used in this research was 312 entrepreneurs in Thai traditional medicine establishments. It was survey research and a questionnaire were used as a tool to collect data. for data analysis Using descriptive statistics such as frequency, percentage, mean and standard deviation. and inferential statistics were used to test the hypothesis using stepwise multiple regression analysis.

             The results showed that the organizational development strategy, which consists of

7 areas, namely, the strategy of the organization. organizational structure Operation system in terms of management style, personnel, skills, knowledge, abilities, and shared values, there were only 3 aspects that affected the performance of Thai traditional medicine establishments, namely, personnel had a coefficient of .376 (p < .000), the shared values coefficient was .249 (p < .000), and the organizational coefficient was .122 (p < .043).

             Personnel, Thai traditional medicine establishments Systematic personnel management is required. There is a staff selection system. Employee competence is developed. Is there a reward or reward? and attaches importance to human development as the most important shared values of Thai traditional medicine establishment There must be a work philosophy that everyone accepts. Have a motivational message to get everyone in the same direction. have a good organizational culture have shared values that are held together and there is something that the whole organization strives for the same thing. and organizational structure of Thai traditional medicine establishment There must be a clear chain of command. There is an organizational structure suitable for business operations. The scope of work is clearly defined. There is a centralized organizational model of decision-making power. and has a decentralized organizational model.