Factor and motivation to develop their career advancement of teachers Rajamangala University of Technology Phra Nakhon

Abstract

This objectives of this research were to 1) study the factors for the development of teachers’career advancement. Rajamangala University of Technology Phra Nakhon 2) To study the motivation for career advancement development of teachers of Rajamangala University of Technology Phra Nakhon. It is a quantitative research by quantitative survey. and qualitative interviews Data were collected from a sample group of 324 teachers in Rajamangala University of Technology Phra Nakhon. Use questionnaires and interviews as tools to collect data. The statistics used for analysis were frequency, percentage, mean, and standard deviation. The results of the study from the sample group showed that 1) most of the personal factors were female, aged 41–50 years, single status, master's degree. have an average monthly income of more than 45,000 baht 2) Environmental factors within the organization such as job content, rewards, and career advancement opportunities. learning opportunity Academic Seminar for Teacher's Career Development Fairness in salary assessments academic work position and fair returns; and 3) There should be guidelines for developing teacher career progression. Consisting of rewards and job security at a high level The organization shall assure employees that assessments are consistent with pre-declared methods. Executives who assess fair salaries and ensure that all teachers are treated equally, including consistent treatment of employees. Fair management, the real professionals in the organization have the majorty of the management term. Must have good governance, credibility and professional management. supervisors and colleagues who are transparent and do not take advantage There is only a plan to encourage teachers to enter academic positions. But it does not support it seriously and does not support it in practice. not policy By facilitating the reduction of teaching hours and allowing free time to complete academic work. The problems and obstacles found were that there was no real promotion for teachers to enter academic positions. There is bullying at different faculties in the university. High-level executives must have good governance in all aspets of work.must not be biased No bias and no partisans. in order not to create divisions like the present Lack of motivation to work because of the lack of transparency and unfairness at the level of middle-level executives and doing the wrong thing at the faculty level There is no transparency in the operation. Salary Assessment consideration of merit Faculty Management System on campus Standard and fair, authenticity like the old days. because the new generation lacks technical experience To manage the work correctly and up to the standard not conductive to work The management is inexperienced and the work is partisan and unfair. The teachers are bored. In working with and for guidelines for the development of teacher career advancement. There must be a serious professional development plan in the academic field. There is a practicality There is real support, reduced teaching hours, giving opportunities to do academic work in a concrete way. in the development of the teacher's career advancement There must be a serious professional development plan in the academic field. There is a practicality There is real support, reduced teaching hours, giving opportunities to do academic work in a concrete way. There must be impartiality and fairness in the administration of all departments. and support all faculty members equally There is a mentor to help in doing academic work clearly, seriously supporting. and should have competent management and have good governance in working more than it is There is still not as much as it should be to organize the subjects taught. The opening of cource in different faculities must be clear and transparent. Not helpful to their peers It must be accurate and allow students to choose to register for free electives on their own. Not for professional branches to arrange for students to study in baskets. Because of unfair selection of subjects, the partisan system should have’s a budget to support and equipment. In doing academic work and contributing in terms of time for teachers to have time to do academic work by reducing the teaching hours in a concrete way and do not deduct teaching points But there is an agreement to submit academic work in the later semester after the teaching hours have been reduced. Opportunity to use vacation days or permission to do academic work without control and signing of official duties conducive to truly academic achievements But there must be an agreement to submit academic work in the next semester.