In addition, I would like to express my appreciation to all participants for their cooperation in my thematic master's thesis. Previous studies show that up to 99 percent of Thailand's total enterprises are SMEs, and SMEs account for 41.1 percent of the country's GDP. These case studies will identify the problem and use of leadership styles in family businesses (SMEs). This showed that most Thai family businesses tend to use a transactional leadership style. Therefore, if they can apply more transformational leadership, it is more likely that will increase employee satisfaction, which will affect the productivity and the solid foundation of the companies, so that companies can improve themselves little by little until it helps the country's economy improve.
They share some mutual characteristics, which is that the owners of the companies are usually family members to run the business based on trust and connections, so the business is more likely to be family-like culture. Although the percentage of the number of SMEs in Thailand is quite high, small and medium enterprises could only contribute 41.1 percent of the country's gross domestic product in the same year, of which 29.1 percent is from small enterprises and 12 percent from medium enterprises . large companies (Gross Domestic Product of SMEs, 2016). To be successful, SMEs, which are mostly family owned, should adapt to the changes by building a solid foundation for the business starting from enterprises.
This case study will identify the problem and use of leadership styles in family businesses (SMEs), and found that most Thai family businesses are more likely to be transactional leadership style, so if they can apply more a lot of transformational leadership in general, it will increase employee satisfaction that will affect the productivity and concrete foundations of companies, so that companies improve little by little until it helps improve the country's economy. The reason I would like to do the research on the leadership style in Thai family businesses is because I am the one who is also in the family business and I have seen many situations from my parents' businesses, which are now under the management of the second generation. and will soon pass to the third generation. Having talented leaders can affect employee satisfaction which is one of the main factors that can affect the success of companies.
However, many family businesses in Thailand still need to be improved, as their leaders share the vision and goals of the companies, making the companies more productive in many ways.
Transactional leadership
Transformational leadership
Employee Satisfaction
They would want to have social status like being promoted as Maslow's psychological needs. They explained that people don't always think about themselves but they think about others as people always compare what they have with what others have so they will work to acquire what they want and what others can have . This reflects the reward system as it clearly tells the result of the performance to compare the employees whether they are bad or good.
Culture will be one of the factors that increase employee satisfaction, as it will reflect a sense of belonging to the company, as it creates a culture of team building, cooperation and friendship, which is why there is a bond in the group. Performance management and resource allocation processes must be fair, trustworthy and transparent so that employees strive to defend themselves as they understand when they disagree with managers. Make sure what they disagree with has a reasonable reason and transparency, and they'll understand.
Framework of Research
Providing individualized consideration by the family business manager, which affects the employees' inner motivation for their tasks.
RESEARCH METHODOLOGY
Data Collection
- Primary Data Collection
- Secondary Data Collection
To conduct data collection, the interview will be face-to-face interview and non-participant observation for each respondent. The semi-structured questions will be in discussion, and the respondents can talk freely in the field of activities. After the interview, the data collected will be used to link to the theories, and those answers that are not related to the study area will be eliminated.
Non-participant observation will be secondary data collection as managers and employees will be observed all activities and interactions between them without interrupting the interviewer's participation during the real situation. Does your leader clearly explain the assigned work and the goals before you start doing the work?
Data Validity
FINDINGS AND DISCUSSION
In-Depth Interview
If it is an everyday problem, we will solve it ourselves immediately, but it depends very much on the level of decision-making. If it is an invisible problem, we should ask the leader first before deciding. We can decide if it doesn't have a lot of impact on the company's returns, on the customers or something negative for the company.
We can give her feedback about the problem that arises while working with others and tell her what is better for us. But sometimes she changes what she wants and that happened quite often, so we have to edit the work. Yes, it is not difficult and does not require high abilities, but it is the same work.
Very perceptible because when we work, we want it to be over so we can move on. The second family business that was interviewed was called Khunsri Rice Mill which is a rice mill processing located in the small town, Sai Noi, Nonthaburi. Her responsibility is to take care of routine operations such as weighing the truck in and out.
Since it is not a structural evaluation, we will work as best as we can according to their wishes. There is some teamwork but not much as we only have two clerks in the office, we will replace each other when the other has a day off. Most of the time the manager will decide based on his experience, but sometimes we can give some ideas.
Everything happened, the leader must know, so we can only do the basic problem solving. Inspirational motivation Does your leader clearly explain the assigned work and the goals before you start doing the work. It is routine work and the difficult decision-making will be their responsibility.
Non-Participant Observation
Managerial Implication
RECOMMENTDATION AND CONCLUSION
Another recommendation is that managers should influence employees by presenting them with a clear vision of the company so that they are on the same path. Family businesses tend to focus too much on job efficiency and neglect the company's vision. Employee training is also crucial for organizations as it can increase self-development and make them feel that there are always new things to learn, so it's not boring.
For example, leaders need to increase or estimate the cost of training, and then prepare a budget for it. Leaders should encourage employees to be more creative in their work by letting them make the decision about problem solving. This not only improves the flexibility of employees' work, but leaders also get the opportunity to learn from them.
When employees are satisfied with what they do, the quality of work also increases and this is how leadership has an impact on many factors that lead to work productivity. When the companies have a solid foundation, it will reflect the company's turnover and capabilities to grow to the next step.
APPENDICES
Appendix A: Questionnaire
If you can how you do it and the limit your leader will allow. Actually, she didn't set the target and announce it for each period, so what we do is just make each day's work go smoothly Explain your leader clearly about. It is more like learning by yourself with some advice from the older employees or boss.
He is still young, about 35 years old, and sometimes he does not concentrate on the work as he should, so it causes some damage. The table below shows the interview result of the employee of P-Tech Civil Engineering, a construction contractor based in Banglen, Nakhon Pathom. His responsibility is responsible for the rest of the staff on the construction site and works as an engineer.
Summary of interview results with P-Tech Civil Engineering employee interview questions, P-Tech Civil Engineering employee - individualized treatment. It affects the teammate a lot, because our bonus depends on the profit of each project, so if we make less mistakes, we earn more. It's a good thing that this is a team award, because we help each other a lot and it is reflected in higher quality and productivity.
Yes, he will leave most of the time to me and there are no special restrictions on my work, because I will feel myself when I need his help. Yes, the weekly goal is very clear, so he has set the percentage of progress we need to make each week and what else he wants to see. The challenges depend on the site, so the work is quite fun, because we see new things as new projects.
I love my job and I think that's what I expect to see when I apply for the job here.
