The article “King’s wisdom for the development in higher education Institution” aims to follow in the footsteps of the King Bhumipol Aduyadej Rama 9 and to be grateful for the mother land the application the King’s wisdom to be framework for the development in higher education plan in accordance with the 15 years long-term plan N๐. 2 (BE 2551-2565) and the National Economic and Social Development Plan N๐. 12 (BE 2560-2564) which adheres to the guideline “philosophy of sufficiency economy.” The results of the analysis of the King’s wisdom in accordance with the framework of the Higher Education Development Plan and the National Economic and Social development Plan for the development of four main missions: men working goals and organization. Summary King’s wisdom is a science of development that can be develop in every area perfectly in science technology research and innovation by focusing on people as the center with developing people to have knowledge skill social responsibility with ethics and morality to be a perfect person in order to be ready to live in a modern world and world trend which being aware of moderation reasoning and having good self-immunity and not abandoning the cultivation of morality as well as being able to live happily and living together in peace.

The purposes of this study aim 1) to evaluate the academic achievement and 2) to study learners satisfaction towards teaching multimedia in the Course Ngor30275 Commercial Flower Arrangement Unit 6 Introduction to Flower for high-school students of Chaichimplee Wittayakom School Bangkok. Sample in this study is 30 students who attended Sports and Home Economics Program and chose Home Economics Course in to 2nd semester of the academic year 2019. According to studies 1) the result of the teaching multimedia proficiency assessment on the content basis by 3 experts was at the highest level by all accounts and the mean was equivalent to (X̅ =4.73S.D. = .31). And the result on the multimedia basis was also at the highest level and the mean was equivalent to (X̅ = 4.63 S.D. = .29) . 2 ) the assessment in the performance of a representative sample of students in the 8 different patterns using scoring rubrics whose standards were at every high level. 3) the assessment on the student’s satisfaction with the teaching multimedia for 8 patterns were as follow Pattern #1 - Spherical Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.61 S.D. = .06) . Pattern #2 - Equilateral Triangle Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.72 S.D. = .05). Pattern #3 - Scalene Triangle Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.61 S.D. = .03). Pattern #4 - Tall Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.68 S.D. = .06). Pattern #5 - Short Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.64 S.D. = .06). Pattern #6 - Long-Bouquet Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.66S.D. = .05). Pattern #7 - Circular-Bouquet Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.69 S.D. = .05). Pattern #8 - Flower Arrangement Pattern the overall satisfaction analysis result was at the highest level and the mean was equivalent to (X̅ = 4.72 S.D. = .08).

The Purposes of this research were to 1) study the impact on the motivation of the personnel. 2) To study the satisfaction that affect the motivation of the personnel. 3) Study on ways to enhance motivation in the operation of personnel. The survey sample size was 285 persons. Sampling Data were collected by questionnaire data and analyzed with Average Standard Deviation Interpretation of descriptive analysis. All of three topics the results showed in a moderate level. Suggestion about motivation of employees. First the board of directors should have obligingness with employees. Second also boost workers morale equally. Last the incentive approach is very satisfying with the universitys policy to encourage all personnel to make concrete progress in the profession.

สรุป วัฒนธรรมอาจจะมีความแตกต่างกันได้ทั้งในระดับแนวนอนและแนวตั้ง โดยสาระแล้ว ความแตกต่างที่แท้จริงก็คือ ระหว่าง สิ่งที่เรียกกว่าวัฒนธรรมที่หลากหลาย ซึ่งไม่ได้หมายถึงความเท่าเทียมกันทางวัฒนธรรม หรือวัฒนธรรมที่มีสูงกว่ากับวัฒนธรรมที่ต่ำกว่าแต่อย่างใด แต่ในความหมายของวัฒนธรรมที่รู้หรือยอมรับกันในระดับหนึ่ง กับวัฒนธรรมที่มีอยู่หลายๆ ระดับและหลากหลายลักษณะ ซึ่งความหลากหลายทางวัฒนธรรมมีความหวายลึกถึงการรใช้ทรัพยากรที่ต่างกัน มนุษย์และบุคคลจึงต้องมีการเปลี่ยนแปลง แลกเปลี่ยน และมีทางเลือกใหม่ตลอดเวลา การปรับตัวและการกลมกลืนของวัฒนธรรม ต่างประเทศของนักศึกษาแลกเปลี่ยน จะต้องมีความเข้าใจในส่วนของการปรับตัวและการเข้าสังคมที่ต่างประเทศซึ่งเป็นส่วนสำคัญที่จะช่วยให้นักศึกษาแลกเปลี่ยน ปรับตัวเข้าหาสิ่งแวดล้อมและวัฒนธรรมที่มหาวิทยาลัยคู่สัญญาในต่างประเทศโดยขาดความกังวล ในการเข้าร่วมการปรับตัวเข้าหาของนักศึกษาแลกเปลี่ยนตรงนี้จากทำให้เกิดความคาดหวังในมหาวิทยาลัยคู่สัญญาในต่างประเทศดังนั้นการสร้างความเข้าใจข้ามวัฒนธรรมเป้นการสร้างฐานรากที่สำคัญของมิตรภาพและความสัมพันธ์ใกล้ชิดระหว่างชาติ ในโลกที่มีการติดต่อสัมพันธ์ด้านต่างๆอย่างรวดเร็ว จะต้องเสริมความเข้าใจระหว่างกันด้านความคิด วิถีชีวิต จารึกและค่านิยมที่ยังหลากหลายมากในโลกปัจจุบัน

This study examines perceived organizational crisis preparedness of corporations listed in SET 100 and compares the differences on organizational characteristics among these companies. Samples of 400 employees in eight companies in different industries listed in SET 100 were purposively selected to participate in this study by using non-probability sampling approach. A 30 items of self-administrated questionnaires were equally distributed to these eight companies and only six companies returned the total of 300 questionnaires with the completion. The descriptive statistics were used to analyze the level of perceived organizational crisis preparedness and to compare mean differences of independent variables on perceived organizational crisis preparedness. The results showed that the total mean score of perceived organizational crisis preparedness of respondents were “high” (Mean=3.11 S.D. = .397). Also findings indicated that female had a higher perception of organizational crisis preparedness than male; top manager had higher perception than other levels of manager; respondents who worked at the organization that had more than 6000 employees had higher perception than smaller size companies; executives had a higher perception than the employees; respondents who held graduate degree had higher perception than respondents who earned other degrees; employees with more than 20 years of working experience had higher perception of organizational crisis preparedness than employees with 1-20 years of working experience; respondents who worked in property and construction industry had the higher perception of organizational crisis preparedness than other industries; and employees with education crisis had a higher level of perceived organizational preparedness than employees without education crisis.