Modern Leadership in Singaporean and Thai Organizational Contexts

This study compares leadership traits among leaders from Singaporean and Thai organizations. It also investigates leadership styles in different cultural settings with a focus on organizational change. Data was collected by means of a series of structured in-depth interviews with leaders from a Singaporean multi-national corporation in the retail sector and leaders from a public organization in Thailand. Comparative analysis elicited the key categories of organizational culture, leadership styles and change strategies. The study demonstrates differences and similarities among Thai and Singaporean leaders with regard to leadership behaviours. Being direct, strong and knowledgeable are important for leaders who lead organization in the process of change in Thailand. Singaporean leaders, on the other hand, need to be flexible, decisive and approachable when changes are introduced to the organization. Thai staff may show unusually high deference (greng jai) towards those of senior status in the organization. Singaporean staff, however, may prefer to have an open discussion with their senior in the process of change. The results also imply, in order that organizational transition in Singaporean and Thai contexts occur as smoothly as possible, all aspects of change must be shared with staff of all levels and open for discussion.

Explaining management accounting practices and strategy in Thailand

Purpose – The purpose of this paper is to report the level of adoption and benefit obtained from a range of management accounting practices (MAPs) in Thai organizations and analyze to these by reference to various strategic typologies. Design/methodology/approach – Contingency theory, proposing a fit between MAPs and a comprehensive set of strategic typologies is used. Factor analysis, cluster analysis, and Kruskal-Wallis one-way ANOVA is applied to analyze the data and test the hypotheses. Findings – It was observed that firms pursuing differentiation/prospector/entrepreneurial/build strategies significantly report higher benefit from contemporary MAPs. Firms with a cost leadership strategy were, as expected, found to obtain higher benefit from traditional MAPs. Contrary to expectations, entrepreneurial firms reported higher benefit from traditional MAPs than conservative firms. Research limitations/implications – Like all survey work this relies on questionnaire responses of individual organization members. A selection approach was adopted so no direct relationship with organization performance was investigated. Practical implications – Although use of the full range of MAPs is reported there is still reliance on traditional MAPs. Hence further exposure of businesses and practitioners to contemporary techniques is recommended in training, professional development, and interactions with international partners. Originality/value – The paper provides insight into MAPs in Thailand, an emerging economy and one with limited published academic research in management accounting. It incorporates four strategic typologies which previously have been mainly used individually in MA research.

Modern Leadership in Singaporean and Thai Organizational Contexts

This study compares leadership traits among leaders from Singaporean and Thai organizations. It also investigates leadership styles in different cultural settings with a focus on organizational change. Data was collected by means of a series of structured in-depth interviews with leaders from a Singaporean multi-national corporation in the retail sector and leaders from a public organization in Thailand. Comparative analysis elicited the key categories of organizational culture, leadership styles and change strategies. The study demonstrates differences and similarities among Thai and Singaporean leaders with regard to leadership behaviours. Being direct, strong and knowledgeable are important for leaders who lead organization in the process of change in Thailand. Singaporean leaders, on the other hand, need to be flexible, decisive and approachable when changes are introduced to the organization. Thai staff may show unusually high deference (greng jai) towards those of senior status in the organization. Singaporean staff, however, may prefer to have an open discussion with their senior in the process of change. The results also imply, in order that organizational transition in Singaporean and Thai contexts occur as smoothly as possible, all aspects of change must be shared with staff of all levels and open for discussion.

Adapting the high performance organization framework to the Thai context

Purpose – The purpose of this study is evaluate whether the high performance organization (HPO) framework can satisfy the recent urgent request of Thai business leaders to create a unique organization which is better able to deal with unpredictable circumstances and increased competition. To establish the suitability of the HPO Framework it first has to be made sure that this framework is applicable to the Thai business context as previous research has shown that management techniques originating from the Western world cannot be indiscriminately transferred into non-Western contexts. Design/methodology/approach – During several workshops and seminars in Bangkok, participants were asked to complete the HPO questionnaire. The collected data were analyzed using a second-order confirmatory factor analysis to evaluate whether the data on the 35 items in the HPO framework group into the five independent factors: continuous improvement, openness and action orientation, management quality, workforce quality and long-term orientation. Findings – The data yielded, with a high reliability, four of the five HPO factors as present in the original HPO framework. The dropped items were either confounded with other factors or items that may be another dimension in the data or a sub-dimension of other factors. The long-term orientation factor was dropped, as the accompanying items did not unidimensionally measure this construct. This did not mean that long-term orientation (LTO) is not relevant in the Thai context; there simply were no items included that measured LTO properly in the Thai context. Research implications – The HPO framework proved to be a validated and valuable technique for Thai organizations to improve in a sustainable way. Further research should focus on testing the HPO framework in practice by implementing the framework in Thai organizations and then tracking the performance of these organizations over time. In this way, it can be evaluated if the advantages experienced by organizations while applying the HPO framework can also be enjoyed by Thai organizations. Originality/value – This is the first research into the validity of the HPO framework in the specific Thai context.