แนวทางการสร้างขวัญและแรงจูงใจในการทำงาน ของบุคลากรคณะอุตสาหกรรมเกษตร มหาวิทยาลัยเชียงใหม่

• Main Author: อุไรวรรณ ศักยาภินันท์
• Other Authors: รองศาสตราจารย์ศิริพงษ์ ลดาวัลย์ ณ อยุธยา
• Format: Independent Study
• Language: Thai
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2017
• Subjects: มหาวิทยาลัยเชียงใหม่. คณะอุตสาหกรรมเกษตร
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/40029
• Institution: Chiang Mai University

The study titled, “Guidelines for Building Morale and Motivation at Work for the Faculty of Agro-Industry, Chiang Mai University Staff” had objectives as follows. 1.Analyse the level of morale, motivation and satisfaction at work of the Faculty of Agro-Industry, Chiang Mai University staff. 2.Analyse guidelines for building motivation and satisfaction at work for the Faculty of Agro-Industry, Chiang Mai University staff. 3.Analyse factors affecting morale, motivation, satisfaction and dissatisfaction at work of the Faculty of Agro-Industry, Chiang Mai University staff. 4.Analyse suggestions about guidelines for building morale, motivation along with satisfaction at work for the Faculty of Agro-Industry, Chiang Mai University staff. This quantitative study collected data from 108 staff of the Faculty of Agro-Industry, Chiang Mai University by using a questionnaire. Results of the study were concluded as follows. The Faculty of Agro-Industry, Chiang Mai University staff had high level of morale and motivation at work. They were ready to cooperate at work and concentrated working on their assignments. In addition, they had engagement with the faculty and felt happy to work with the faculty forever. Moreover, they had high satisfaction at work. It was found that in overall image there are a lot of operations implemented for building morale and motivation at work for the Faculty of Agro-Industry, Chiang Mai University staff. The guidelines for were created according to the motivating factors such as the workers use full of their abilities at work, the workers were moderately admired and respect, the workers were assigned high responsibility tasks with moderately progressions on their positions, and the workers had high advancement on their personal lives. In terms of building satisfaction at work for the staff, the policy and implementation method were created annually. It was very common that the announcement for the direction, goal, management plan, and operation were declared to the staff. The tasks were also moderately separated and assigned to the staff. The chief of the faculty had high quality of leadership, reasonable and equitable person. The staff mostly worked in a team with available surroundings and facilities at work. The staff also felt confident on their work. The motivating factors had high relationship with morale and motivation of the staff. Hygiene factor had high relationship with the satisfaction of the staff. However, personal factors: age, position, education, working period, working field, salary, and compensation had no relationship towards morale and motivation at work. In terms of opinion and guidelines for building morale, motivation, and satisfaction of the staff, it was found that the staff became aware of the inequality between academic field and administrative field. Therefore, the faculty should adjust its management approach or organizational structure which supports organizational culture that staff had love, engagement and give importance to the main mission of the organization along with develop interaction among staff within the faculty.