This research aims to examine The Islamic Bank of Thailands social banking adaptation strategy model. This qualitative research applied Delphi Technique by synthesizing documents and in-depth interviews with 17 social banking experts. The researcher used descriptive statistics namely Median and Mode to analyze the data. The consistency and consensus among the experts were analyzed by the absolute value of the difference between the Median Mode and Inter Quartile Range. A Consistency Index (IOC) value was applied to assure the validity between the questions and the objectives. The results showed that: The Islamic Bank of Thailands adaptation strategy model consists of 7 main strategies: 1) innovative organization strategy 2) learning organization strategy 3) goal-oriented organizational culture strategy 4) effective internal communication strategy 5) resilient organization strategy 6) leader of change strategy and 7) employee involvement strategy. In sum this adaptation strategy is to balance traditional and new financial services that need to comply with the Islamic society culture and economy and aims to expand the service accessibility under Islamic principles

This study aims at developing change management board game for executives. This study synthesized and analyzed related concepts of board game design and change management to develop the prototype of change management board game. Results indicated that the first prototype of change management board game consists 50 spaces with distinguished card that are designated a specific number. Findings indicated that the appropriate players for this board game were limited to 4-6 players with the playing time about 1-2 hours. Dice and tokens were needed to use as equipment to play this game. In addition during the game players were required to discuss the relevant situations about change in order to exchange their knowledge about change management

The research was aimed to investigate the extent of participation and factors affecting personnel participation in public organization development (group 2). The population in this study were 1917 personnel working in public organizations (group 2). The researcher determined the sample size using Craig and Morgan method. The samples used in the study were 321 persons. In this research a self-constructed questionnaire was used as the instrument to collect data which then were analyzed using percentage mean and standard deviation Two-way ANOVA and Multiple Regression analysis. The research results were as follows. 1. The study on factors affecting personnel participation in public organization development (group 2) revealed that factor regarding attitude towards work participation was at high level with the average of 3.97; environmental factor in the organization towards organizational participation was at high level with the average of 3.93; motivation factor was at high level with the average of 3.85; communication factor was at high level with the average of 3.80; communication factor was at high level with an average of 3.80; and organizational culture factor was at a high level with an average of 3.79 2. Differences in terms of experiences and workplaces were not statistically significant and had no influence on the participation in the organizational development of personnel in public organizations. 3. Attitude factors did not statistically influence the participation in organizational development of personnel in public organizations. 4. Motivation and communication factors influenced the participation in organizational environment and organizational development of personnel in public organization (group 2) at the .05 level of significance totally predicted the dependable variables by 4.6 percent.

The purposes of the study were to explore success of the organizations which applied Balanced Scorecard to assess the performance and also investigate factors affecting successful implementation of the balanced scorecard of companies in Bangkok metropolitan. The data were collected from the samples which were organizations in production industry registered with Federation of Thai Industries up to 2010 by means of 400 copies of the questionnaire and analyzed by the frequency distribution percentage distribution standard deviation Pearson Product Moment Correlation Coefficient and Multiple Regression Analysis. The result showed that factors that influenced the implementation of the balanced scorecard in the organizations were factors regarding working process organizational structure and conflicts respectively.