การประเมินความเป็นองค์กรแห่งการเรียนรู้ของ บริษัท ควอลิตี้เซรามิก จำกัด

Abstract

This study aimed to assess learning organization of the Quality Ceramic Company Limited. Data were gathered from the total of 789 employees of the studied company, as the research population. The DLOQ questionnaire was applied to evaluate 7 dimensions of the learning organization. Data were analyzed by the descriptive statistics i.e frequency, percentage, mean, and standard deviation. The findings presented that most respondents (57.3%) were female in the age of 25-30 years old (27.4%) with less than 3 years’ experience (42.4%). Their education background was high-school/high-vocational certificate level or equivalence (44.0%) and their average monthly income was 10,000-15,000 Baht (43%). 51.8% of the respondents were single. The findings also revealed that 522 employees (72.70%), which was regarded as the most employees, were in the position of daily hire employee; 231 employees (25.20%) were in the position of operation staff; and 16 employees (2.10%) were in the position of executives. Results of the evaluation of learning organization indicated that the learning organization of the studied company was often observed in both overall perspectives and in every single dimension. Following were respectively shown the list of dimensions with the highest evaluation scores and the dimensions with the lowest evaluation scores: learning encouragement from the leadership role model (3.80%); promoting inquiry and dialogue (3.73%); encouraging collaboration and team learning (3.68%), connecting the organization to its environment (3.67%), creating systems to capture and share learning (3.62%); empowering people toward a collective vision (3.60%); and creating continuous learning opportunities (3.56%). For those who were in the same groups of gender and age and those who were in the different groups of years’ experience, the dimension that needed to be improved was the dimension of creating continuous learning opportunity through the offer of financial support or other forms of learning support. The results presented that those who were in the daily hire employee position gave the lowest scores on the evaluation. The employees with under 5 years’ experience gave evaluation scores to the dimension of empowering people toward a collective vision less than other dimensions, while the employees with over 6 years’ experience rated the evaluation scores for the dimension of creating continuous learning opportunities less than other dimensions.