Abstract Such key elements as the suggestion system organization culture , question formed inside the organization improve consciousness , incentive system, except basic conditions needed to possess while building and constructing the administrative system of knowledge of enterprises on the practice; Can also be regarded as and implemented staff's originality management and basic tactics of organizational innovation. And organize no matter promote information management , suggestion system or organizational innovation, can is it must reach like improve sufficient ' whole participation ' of terms , motion of activity to work smoothly; So, the key factor of influencing the activity that it is organized that ' staff participate in ' is important must be probed into. The centre of market survey of enterprise management of Harvard did the investigation to the vast professional manager, the suggestion system ranks the fourth place while managing tools in ten major crazes. December of the 87th year of the Republic of China, the suggestion system that motion association and centre halfback's centre of development carry on pursues the state result to show, 72.10% of the enterprises channel into this system at home, however, the investigation result shows, the company above 80% of domestic participating in rate of system staff of enterprise's motion (the number of people / staff's number of the motion ) is but only 12.30%, there are 77.10% of the companies that think it is that the system pursue the greatest problem on that " the staff participate in the will " in enterprises pursueing the suggestion system at home. In addition, probe into our country the large thesis for the Doctorate of the suggestion system according to the researcher, find that studies and overweights more suggestion system and knowledge to create and organize in study at home, probe into the suggestion system and there is very few and black research which the staff join. In addition, the suggestion system , knowledge create , information management and organizing study to all belong to the activity of the whole company, the staff's participation is very important; And can be implementing the basic tactics had in information management , intention management or organizational innovation in order to organize in suggestion system; So, this research purpose is two: First. Probe into understanding with interview which the factor of the suggestion system are to influence the staff to participate in organizing through documents? Then gather together the structure chart exactly setting up this research. Second. With the analytic approach of the level (analytic hierarchy process, AHP) as research approach, set up not influencing not organizing staff of suggestion system not to be participated in weight of factor of ways on through being systemic than, offer the reference that the industry or the organization promote the suggestion system . On the research approach , put in order and probe into literary composition surface and factor suitable for this research theme through documents first in this research, set up AHP and study the structure according to this, and then and then study the structure through AHP that expert's interview , enterprise view and emulate and participate in the motion system practice education and training among the workshops to revise and establish this research, then set up expert's questionnaire in accordance with AHP law, coaching advisor and lecturer and enterprise suggestion system pusher correlated with the system of the motion carry on questionnaire investigation, and then set up comparative matrix in pairs in accordance with AHP law after the questionnaire is retrieved , and use AHP ' Expert Choice 2000 ' to make policy and support the application software, screen the effective questionnaire, calculate a advisor group and assay its consistency with one group of weights of every level of AHP expert's questionnaire feedbacked of industry. Research shows: 1. Advisor groups of expert organize staff, suggestion system, participate in important the first five factors and weight views in order influencing Whether. Support and attitude of the high-order executive ( 19.7 % ) , examination system design ( 11.5 % ) , education and training (10.2), support of corporate culture (8.0% ) , Support and attitude of the department manager (7.1% ) . 2. Enterprise groups of expert organize staff, suggestion system, participate in important the first five factors and weight views in order influencing Whether. Support and attitude of the high-order executive ( 26.0 %), support of corporate culture ( 8.2 % ) , suggestion system rewards to design ( 8.1 % ) , Company performance system design ( 7.4 % ) and support and attitude that are in charge of in the department (7.4). 3. Support and attitude of the high-order executive , examination system design , support of corporate culture, Support and attitude of the department manager, are advisor group that is it organize staff , suggestion system , participate in being serious to influence to classify with enterprise groups of expert as together Want the factors of the most important items. Keyword: suggestion system , analytic hierarchy process ¡]AHP¡^

Tillverkningsföretag har länge strävat efter att uppnå en så hög effektivitet som möjligt i sin produktion. Detta har bland annat skett genom att effektivisera processer och minimera processernas kostnader. Rationaliseringen, tillsammans med forskning avseende psykologi, har haft ett arbetsorganisatoriskt fokus under åren. Framförallt utvecklades en hel del teorier inom motivation i arbetsorganisationer. Tidigare motivationsteorier ser yttre och inre motivation som additiv till varandra. Det innebär att de monetära belöningssystem som många företag etablerat bara tillfredsställer den yttre motivationen, därefter är det upp till individen att uppfylla den inre motivationen. Self-determination theory ser istället faktorerna som interaktiva där chefen, som extern motivationsfaktor, kan påverka den inre motivationen hos arbetstagaren. Ansvaret ligger därför hos chefen för att se till att motivationsförhållanden föreligger och att en ständig förbättringsprocess pågår inom bolaget. Misslyckas chefen kan det ofta leda till omotiverad personal och sämre effektivitet.   Chefen är den som ställs inför uppgiften att främja den inre motivation hos sina arbetstagare men frågan kvarstår hur chefen ska gå tillväga. Studien syftar till att se till de mjuka faktorerna genom att analysera vilket beteende en chef kan anta för att tillmötesgå arbetstagares inre motivationsbehov i tillverkningsföretag. För att undersöka detta genomfördes en kvalitativ studie med en deduktiv tyngdpunkt. Det var intressant för studien att analysera tillverkningsföretag med monotona arbetssätt. Fyra bolag kom att medverka i studien där skillnader i både produktionsstorlek och produktion förelåg. Därmed finns det även skillnader i hur monotont arbetssättet är mellan de olika företagen. Genom intervjuer med arbetstagare och chefer kunde studien utläsa samband relaterat till ett specifikt beteende och analysera detta för att besvara studiens syfte. Studien kom fram till att eftertraktat beteende hos en chef, för att inre motivation ska främjas, är att chefen ska vara engagerad i arbetsprocessen och se individen i produktionen. Detta görs genom att uppskattning och uppmuntran till delaktighet genom bland annat förslagssystem sker kontinuerligt. / Manufacturing companies have for a long time strived to achieve the highest efficiency in their production. This has been achieved by streamlining processes and minimizing process’ cost. The rationalization, along with psychology has had a work organizational focus over the years. Especially has a lot of theories concerning psychology in the workplace been developed. Earlier motivations theories saw extrinsic and intrinsic motivation as additive to each other. This means that a company's monetary reward system only cater to the external motivation to a certain point, then its up to the individual to meet the internal need of intrinsic motivation. In contrary to the earlier motivation theories, Self-determination theory sees an interaction between extrinsic and intrinsic motivation, where the manager serve as a external motivator, who can influence the worker’s intrinsic motivation. Therefor lies the responsibility in the manager hands to ensure that motivations conditions exist and a continuous improvement process is going on within the company. If the managers fail in accomplishing this, it can often lead to unmotivated staff and poor efficiency. The manager is the one who’s faced with the task of promoting the workers intrinsic motivation, but the question remains how the managers should proceed. The study aims to analyse which behaviour a manager can adopt to meet the worker’s need for intrinsic motivation within a manufacturing company. To examine this, the study came to use a qualitative study method with an emphasis towards a deductive approach. It was interesting to analyse manufacturing companies with monotonous work. Four companies came to participate in the study, where differences in both production scale and production existed. Through interviews with managers and workers the study could deduce a correlation on a specific behaviour and analyse it to answer the purpose of the study. The study found that coveted behaviour that managers could adopt to promote intrinsic motivation among the workers is, engagement in the workplace and the manufacturing process that is executed by the workers, and therefore see the individual in the process of the production. This is done with appreciation and encouragement for participation by including suggestion system in the company and ensures that suggestions are continuous.

Le but de cette recherche est de décrire et comprendre le fonctionnement du management de la créativité dans des entreprises d’assemblage automobiles en Thaïlande. La question principale qui est posée est «comment peut-on gérer la créativité dans l’entreprise ? ». La stratégie d'étude de cas, a été privilégiée à d’autres modes de recherche qualitative. Les données provenant de sources multiples ont été rassemblées: les documents, les protocoles des entretiens avec des participants de niveau hiérarchique différent dans l’entreprise. Quatre études de cas sont présentées. La créativité dans les entreprises d'assemblage en Thaïlande est basée essentiellement sur le concept de ‘Kaizen’. L'étude démontre que les valeurs culturelles et sociales thaïes ont une influence déterminante sur la créativité du salarié. L'activité de créativité au niveau de l'individu et au niveau du groupe ainsi que les facteurs qui ont une influence sur la gestion de la créativité ont été présentés dans cette étude. / The purpose of this study is to understand and describe the creativity management in the car assembly companies in Thailand. The main research question is how can manage the creativity. The case study strategies, which is one of the strategies in the qualitative research methodology is used. Data were collected from multiple sources: documentary evidence, guided interviews with the participants from different positions. Four case studies are presented in this study. The creativity’s definition in Thai car assembly companies was defined based on the concept of Kaizen. The study demonstrates Thai cultural and social values have some effects on the employee’s creativity. The creativity activity in individual and group level, and the factors that influence on creativity management were presented in this study.

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