A Model of the Management of Public-Sector Dispute Mediation Center by Buddhist Peaceful Means: A Case Study of Public-Sector Dispute Mediation Center, Sawai Subdistrict, Prangku District, Sisaket Province
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Abstract
The research article aimed at the following objectives: 1) to investigate the context, problems, and needs in the management development, including concepts and theories in the management of public-sector dispute mediation center; 2) to explore the Buddhist peaceful means promoting the management development; and 3) to develop and present a model for the management of public-sector dispute mediation center by Buddhist peaceful means at Sawai Subdistrict, Prangku District, Sisaket Province. The study used a qualitative research method that included documentary research and action research by in-depth interviews with 21 persons from Sawai Subdistrict. The obtained data were analyzed and presented by content analysis.
From the study, the following results are found: 1) The community has overlooked the significance of establishing a public-sector dispute mediation center in accordance with the Dispute Mediation Act B.E. 2562 (2019), and as a result, they do not use the service. Moreover, the working group and mediators still lack legal knowledge and skills in mediation according to the Act, which makes them unconfident in their ability to do their jobs. 2) The researcher has applied the management theory of ‘4M’s’ and ‘McKinsey 7-S Framework’ to examine the management within the organization. The standard criteria of a public-sector dispute mediation center in all 4 areas was also analyzed and synthesized based on Ariyasacca (the Four Noble Truths), which comprises as follows: (1) Dukkha (suffering) by identifying the conditions of problems; (2) Samudaya (the cause of suffering) by identifying the cause of the problems; (3) Nirodha (the cessation of suffering) by identifying the visions of the operation; and (4) Magga (the path leading to the cessation of suffering) by identifying strategies for work operation in order to achieve the vision. 3) A model for the management of a public-sector dispute mediation center or ‘SAWAI Model’ consists of the following components: (1) ‘S’ stands for Skills, in which the working group get to develop their skills in management and mediation; (2) ‘A’ stands for Aspiration, in which the working group are determined to mobilize the public-sector dispute mediation center; (3) ‘W’ stands for Wisdom, where the working group can grow their inner and outer wisdom in an attempt to complete the work; (4) ‘A’ stands for Acknowledgement, in which the community has confidence in the public-sector dispute mediation center and uses its services; and (5) ‘I’ stands for Integration, referring to an integration of work operation among the working group, as well as an integration of work operation with the external agencies.
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