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The International Academic Forum provides new perspectives to the thought-leaders and decision-makers of today and tomorrow by offering constructive environments for dialogue and interchange at the intersections of nation, culture, and discipline. Headquartered in Nagoya, Japan, and registered as a Non-Profit Organization (一般社団法人) , IAFOR is an independent think tank committed to the deeper understanding of contemporary geo-political transformation, particularly in the Asia Pacific Region.

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The Asian Conference on the Social Sciences 2015, Kobe, Japan

Official Conference Proceedings

ISSN: 2186 - 2303

© The International Academic Forum 2015 The International Academic Forum (IAFOR)

Sakae 1-16-26-201 Naka Ward, Nagoya, Aichi

Japan 460-0008 ww.iafor.org

Table of Contents

6183 The Adolescents' Habitual Use of New Media: The Mapping of New Media Habit Indonesian Adolescents Satria Kusuma Dorien Kartikawangi Isabella Astrid pp. 1 - 13 6317 State Responsibility toward the Embodiment of Education Rights Protection of Disabled Community Patricia Audrey Ruslijanto pp. 15 - 23 6980 The Power of Social Machines Adriana Anri Georgieva Bozhidar Georgiev pp. 25 - 35 7135 A Research and Development of Prevention of Primary Students’ Inappropriate Behavior from Internet by Self-Regulation Technique Parinya Meesuk pp. 37 - 46 7149 Needs of the Provinces on the Academic Services of Higher Education Institutions to Promote and Support the Enhancement of Learning Chatupol Yongsorn pp. 47 - 55 7254 A Study of Efficies a Dissolved Oxygen Test Kits in the Water for Science Laboratories on the Method of Measure Sanong Thongpan pp. 57 - 64 7950 Factors Affecting the Development of Graduates Toward the ASEAN Economic Community for Faculty of Technical Education RMUTT in Thailand Tongluck Boontham pp. 65 - 76

7999 Analysis of Recreation Satisfaction, Motivation, and Consumer Behavior at the 99-Peaks Forest Trail to Pursue Sustainable Forest Management in Taiwan Lien Keng Chuang Yu-Ming Wang Horng-Jer Shieh

pp. 77 - 96

8241 Sustainable Management for a Long-Term Caring Center Taking Community Service as a Moderating Role Shu-E Fang Deng-Ching Wong Li-Shu Chen pp. 97 - 108 8242 Sustainable Management and Environmental Limitation in Recreational Raft Industry at Cigu Wetland in Taiwan Lien-Sheng Chou Ping-Chih Lu Kuan-Pei Lee pp. 109 - 121 8243 Analysis of Trail Visitors When They Pay Visit to a National Forest in Taiwan Juei-Wen Tseng Yu-Ming Wang Ping-Chih Lu pp. 123 - 130 8256 Female Consumers Behavior Analysis and Marketing Strategy for a Beauty Spa Hui-Ming Tsai Chih-Peng Lin Chun-I Tam pp. 131 - 138 8269 A Glimpse on the Anatomy of the Tribulations and Successes of the Chinese-Filipino in Lanao del Norte Rose Langbid Michael Anthony Ngo pp. 139 - 153 10304 The Reasons for Women's Labour Force Non-Participation; Empirical Evidence from Turkey Serap Palaz pp. 155 - 168

10371 Corporate Tax Aggressiveness, Corporate Governance and Firm Value: Evidences from China Tingting Ying Wei Huang Brian Wright

pp. 169 - 189

11418 Sino-Japanese Cultural Trade Development Status Quo and Its Influencing Factors - Empirical Analysis Based on the Gravity Model Wenjie Zou Qihua Wang pp. 191 - 208 11963 The Global Ummah as a Communicative Strategy: Power and Identity in the Organization of Islamic Cooperation Kenneth Houston

pp. 209 - 225

12046 Exploring Determinants of Voting for the Helpfulness of Online Consumer Product Reviews reviews Mei-Ju Chen

pp. 227 - 236

12059 The Bridge between Problems and Solutions in Design: Taking a Toddler's Case as an Example Shen-Kuei Huang Chun-Juei Chou

pp. 237 - 254

12196 Professionals' Perceptions of the Quality of the Transnational Higher Education in Sri Lanka A.K.D. Mihirini Wickramasinghe John Hope pp. 255 - 263 12284 Opinion Formation under the Two-Step Flow Model and the GR Game Framework Shu-Yuan Wu Theodore Brown pp. 265 - 275 12532 Portable Monitoring Devices Using IR Technology and their Social Impact Pradeep K.W. Abeygunawardhana Satoru Suzuki Ichirou Ishimaru pp. 277 - 286

12725 Children and Domestic Violence: The Perspective of Abused Women in Malaysia Mariny Abdul Ghani Nadiyah Elias Duncan Cramer Azizul Mohamad

pp. 287 - 300

12785 The Power and Importance of the State after the Global Economic Crisis in Relation to the Concept of Neo-Weberian State Marek Oramus pp. 301 - 313 13284 A Powerful Tool to Engage a Multi-Generational Workforce Su Teng Lee Sharmila Jayasingam,

pp. 315 - 320

13363 Historical Notes on Forts and Floods in Colonial Iligan Marjorie Joy S. Almario Jamelyn B. Palattao

pp. 321 - 343

13569 English as an International Language in Japan: A Threat to Cultural Identity? Philip Head

pp. 345 - 358

13588 Empowerment or Disempowerment of Middle and Lower Level Managers as Efficient Model of Managing in a Manufacturing Company in Poland Krzysztof Łobos Mirosława Szewczyk pp. 359 - 373 13590 The Role and Tasks of the Bursar on Controlling in Non-Public Higher Education Institutions (HEIS) in Poland Elzbieta Janczyk-Strzała pp. 375 - 383 13651 Reconstruction Model of Community Development for Energy Self Sufficient Village Nugroho Pratomo Martani Huseini Francisia Ery Sika Seda pp. 385 - 395

13707 The Correlation of Imagination and Computer Graphics Ability of Visual Communication Design Majors Liao Shin Chao-Fu Yang Chui-Chu Yang

pp. 397 - 409

13814 Bank Access, Insurance Markets and Financial Structure on the International Risk Sharing Ho-Chuan Huang Chih-Chuan Yeh pp. 411 - 435

13904 The Unequal Alliance: Explaining the Low Number of Military Coups in Communist States Zi Yang

pp. 437 - 450

13927 ASEAN Framework Agreement on Visa Exemption and Its Impact to the Rise of Transnational Crime in East Java Province, Indonesia Ni Komang Desy Setiawati Arya Pinatih

pp. 451 - 465

14003 Policy Implications of Leadership Instability in Contemporary Australian Politics Craig Mark

pp. 467 - 483

14023 Management for Disabled Workers in the Establishment of Fruit and Vegetable Processing Industry in the Upper Northern of Thailand. Tidarat Cholprasertsuk Somkid Kaewtip pp. 485 - 494 14095 Integrating TTF and UTAUT to Explain the Pharmacists' Adopting Intentions of Telepharmacy Meng-Chi Liu Ching-Chang Lee Ching-Hsiang Chang pp. 495 - 496 14099 The Concept of Power in International Relations: Lessons from the Ukrainian Crisis Konstantinas Andrijauskas

pp. 497 – 508

Mux

Highlight

14143 Explaining Crimmigration in Indonesia: A Discourse of the Fight against People Smuggling, Irregular Migration Control and Symbolic Criminalization Anugerah Rizki Akbari

pp. 509 - 523

14203 Hyundai, Hallyu and Hybridity: South Korea and Asia After the Cold War Frances Antoinette Cruz pp. 525 - 538 15212 Food and Power: Global Food Challenges Affecting Interactions among Actors Asih Purwanti pp. 539 - 543 15245 Responsibility of Armed Group for Sexual Violence against Women during Internal Armed Conflicts: The Case of Iraq Zainab Waheed Dahham

pp. 545 - 557

15724 Apocalypse of Terrorism in Kashmir: Interface between Patriarchal Domination and Gender Issues Moniva Sarkar

pp. 559 - 569

16005 Continuity of Japan's Soft Power: Historical Legacies and National Identity Yilun Jin pp. 571 - 583 16042 The Effects of Using Non-Verbal Semiotic Elements in Teaching Vocabulary at A2 Level Arif Sarıçoban Hamdiye Avcı Handenur Coşkun Leyla Karakurt

pp. 585 - 604

16139 Decision of Incentives Type in Power Holders' Hands: Joint Evaluation as a Cause of Overemphasize on Monetary Incentives Herman Yosef Paryono pp. 605 - 613 16415 The Experiences of the Members of Basic Faith Community (BFC) of San Isidro Labrador Parish, Virac, Catanduanes Marichu T. Bemavides pp. 615 - 636

16540 Structural Equation Modeling of the Identity of Community Space a Case of Minsheng Community Chun-Hua Ho

pp. 637 - 652

16589 The Study of Service Quality and Costs of Hospitals in Social Security System in Thailand Nantarat Tangvitoontham Papusson Chaiwat pp. 653 - 663 16636 Long-Term Care Insurance (LTCI) System and Welfare Regimes in East Asian Societies: Focusing on Interrelated Process between LTCI and Familialism Atsushi Nishio pp. 665 - 683 16647 Quantifying Uncertainty to Plan in Dynamic Environments Rafael Aita

pp. 685 - 692

16753 De-Polarization in Delivering Public Services? Impacts of the Minimum Service Standards (MSS) to the Quality of Health Services in Indonesia Mohammad Roudo Tengku Munawar Chalil

pp. 693 - 712

16816 A Preliminary Study of Factors Influencing Well-Being of the Elderly in a Rural Area of Thailand Kunwadee Rojpaisarnkit pp. 713 - 720

16864 Out of Debt-Driven Economic Growth MyungSun Kim

pp. 721 - 731

16895 Tannenbaum Theory of Labeling: Impact Among Juvenile Inmates Nick Infante Rojas John Bel K. Galumba Chington P. Pinhikan Dennis Ervin E. Thiam pp. 733 - 752 17008 Makespan Optimization for the Travelling Salesman Problem with Time Windows Using Differential Evolution Algorithm Nihan Kabadayi Timur Keskinturk pp. 753 - 762

Management for Disabled Workers in the Establishment of Fruit and Vegetable Processing Industry in the Upper Northern of Thailand.

Tidarat Cholprasertsuk, Maejo University, Thailand Somkid Kaewtip, Maejo University, Thailand

The Asian Conference on the Social Sciences 2015 Official Conference Proceedings

Abstract This study has applied both qualitative and quantitative method aiming to explore management of disabled worker incubated to fruit and vegetable processing industry in the Northern Part of Thailand. This incubation process aims to match the disabled competency and the demand from the employers with the coordination of supporting staff. The results found that there were 13 fruit and vegetable processing entrepreneurs with over 100 employees required to hire 1 disabled in the ratio of 100:1. There were 7 entrepreneurs hired the disabled as required by laws (53.80%)

The characteristics of the disability hired the most are persons with mobility disability, in the number of 12 personals (92.30%), hearing impairment of 7 persons (53.80%).

The characteristics of fruit and vegetable entrepreneur that hired the disabled shows positive attitude toward the disabled. The score for assigning the right jobs to the disabled is 48 persons or 90.60%.

Government agency founds problems in hiring the disabled as follows: few positions opening for the disabled, qualifications, characteristics and competency of the disabled mismatch with entrepreneur’s requirement, lack of active strategy, lack of coordination among stakeholders both form private and public organization.

Government office should create awareness of the disabled’s competency and

motivate privates sectors in hiring the various disabled. The disabled’s competency

would be matched with the requirements of the entrepreneurs affecting the higher number of disabled hired to the industry.

Keywords: Disabled employees, Entrepreneurs, Processing fruit and vegetable industry, The Upper Northern Part of Thailand.

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Introduction

All societies comprise various human resource both non-disabled and disabled whether physical or psychological. Some disabled with certain disability type are able to work and show a little participation in the society while the others are unable to at all. Therefore, it is vital to support them in creating opportunities in working as the non-disabled so that they can improve themselves.

Thai government has set up policy and laws to increase the opportunity of the disabled in participating in the workforce on the regular basis. For example, Act of 2550, Employee Protection Act (2541), Rehabilitation of the Disability Person Act (2534) etc. In 2550, Thai government has imposed the laws on the Act of the Support and Development of Disabled Life Quality (2550) stating that company with more than 100 staffs be required to hire the disabled in the ratio of 100:1 aiming to increase the working chance for the disability person.

Therefore, this study aims to explore the efficiency of such laws or the enactment of such laws including the mangement of the disabled workforce whether there is any problems in applying such laws and in which dimension. The results of the study would increase the efficiency of the laws enactment including involving all stakeholders in solving unforeseen problems. Frozen fruite and vegetable industry in the Upper Northern part of Thailand as there are many companies in the industry employed more than 100 staffs (as per to the laws). In addition the Northern part of Thailand is well-known for frozen fruit and vegetable industry due to its geographic competitive advantage which is suitable for planting fruit and vegetable. This has made it the major sources for frozen fruit and vegetable industry. The industry has increase the economic condition in the area as it adds value to fruit and vegetables due to its obsolete nature; moreover, it has created jobs to many people in the area.

To follow such laws, it has incurred the following problems as there are lack of coordinations between personel and related office as follows:

1. Misunderstanding of society and the disabled person showing that frozen fruit andvegetable industry is unlikely to employ the disabled resulting the ability of the industry to employ the disabled as there is limited information on the disabled workforce.

2. Lack of disabled awareness regarding type of disability, knowledge, competency,skill and experience that are required by the frozen fruit and vegetable industry as there is no mediator in collecting such information and coordinating between the disabled and industry.

Due to such problems, this research is interested in the management of the disabled workforce to frozen fruit and vegetable industry, hoping to match up the requirement and the disabled’s characteristics with the support of related office in recruiting the

disabled workforce and coordinating between the disabled workforce and the industry.


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State of the Art

Industry requires the disability with professional training, matching up with job descriptions required by each company including developing their skills regularly both in working routine or higher skilled work. The disabled should be confident in their working performance and if they have the chance in working they should finish their assignment efficiently to be the model for the next disabled employed. This would increase the motivation in hiring more disabled from private and public scrutinized (the Department of Empowerment of Persons with Disability, 2555) and, in turn, the disabled would increase their participation in the society as the workforce. The government should take the role in setting up related laws and social policy to support and motivate industry in hiring more disabled (International Workforce Organizations, 2553) such as department of employment can match up the type of disability with industry’s requirement including the development of the disabled

recruitment process such as building up network between local government so that the disabled can register themselves (Wiriya Namsiripongpun, 2554).

Purpose of the study

To explore the disabled employing conditions to frozen fruit and vegetable industry in the Upper Northern Part of Thailand.

To explore the required disability type in frozen fruit and vegetable industry in the Upper Northern Part of Thailand.

To explore type of frozen fruit and vegetable companies desired by the disabled.

To explore the acting of related scrutinized in hiring the disabled to such industry.

To develop the formation of the management of the disabled to the industry.

Expected Benefits

Learning of the disabled employing conditions to frozen fruit and vegetable industry in the Upper Northern Part of Thailand.

Learning of the required disability type in frozen fruit and vegetable industry in the Upper Northern Part of Thailand.

Learning of type of frozen fruit and vegetable companies desired by the disabled.

Learning of the acting of related organization in hiring the disabled to such industry.

Learning of the formation of the management of the disabled to the industry.


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Research Methodology Data Collection Primary data was conducted by a) interviewing legal staff of the social development and human security department in the Upper Northern Part of Thailand. b) interviewing the owner of frozen fruit and vegetable companies in such area which has employed more than 100 staff in the number of 13 companies c) interviewing the 51 employed disabled in the industry and d) interviewing other related staff who are responsible for supporting the disabled workforce. Secondary data was conducted by studying related laws in employing the disabled and protections of the disabled in the workforce including other related laws, research and other educational paper. Data Collection The In-depth interview was applied in this study to those legal staff from the Department of the Social Development and Human Security in the Upper Northern Part of Thailand, entrepreneur of frozen fruit and vegetable companies with more than 100 staff in the number of 13 companies, the 51 disabled employees who are currently working in frozen fruit and vegetable companies, government staff who are responsible for supporting the disabled to the workforce. Data Analysis and Tool Data analysis was conducted by content analysis and the report was descriptive analysis. The synthesis of the result of the study was done on primary data. After the interviewing, such data were scrutinized for its completion and usability and then were analyzed by SPSS. Result of the study Part I. The study of employing condition of the disabled to frozen fruit and vegetable industry. There are 13 frozen fruit and vegetable companies in the Upper Northern Part of Thailand with more than 100 staff imposed by laws to hire the disabled in the ratio of 100:1 (imposed in 2007). Those companies were in Chiang Mai, Chiang Rai, Lumphun, Lampang, Prae, Nan and Mae Hong Son while Phayao was the only province that there was no company employed more than 100 staff. The number of employees in the company. The majority of respondents employs 100-200 employees in the number of 5 companies (38.50%), the second majority was more than 500 employees in the number of 4 companies (30.80%) and 201-300 employees in the number of 2 companies (15.30%) and the least group were 301-400 employees in the number of 1 company (7.70%). This was shown in Table 1. The number of the disabled employed. The majority of respondents employed 1-3 disabled in the number of 7 companies (53.80%), the second employed between 4-6 disabled, 3 companies (23.10%), and the least was 7-9 disabled employed, and more than 9 disabled employed, 1 of each (7.70%). Among this, there was no response from 1 company (7.70%).


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Ration of the disabled employed. The majority of respondents employed the disabled in the ratio of 100:1 as required by laws in the number of 7 companies (53.80%), the second was more than 100:1 ratio in the number of 5 companies (38.50%). The least respondent group were in less than 100:1 ratio as required by laws (7.70%). The reason for hiring more than 100:1 ratio was that company would like to support the employment status of the disabled and they realized of the disabled potential. Table 1 Frequency and Percentage of Employees

Number of Employees in the Company Number Percentage

100 – 200 5 38.50

201 – 300 2 15.30

301 – 400 1 7.70

401 – 500 1 7.70

More than 4 30.80

Number of Disabled Employed

1 – 3 7 53.80

4 – 6 3 23.10

7 – 9 1 7.70

More than 9 1 7.70

No response 1 7.70

Ratio of disabled employment

100:1 as required by laws 7 53.80

More than 100:1 5 38.50

Less than 100:1 1 7.70

Part II: The Study of the disabled type that required by frozen fruit and vegetable industry

Based on the data collection from 13 companies in the upper Northern found that companies normally employed persons with mobility disability in the number of 12 companies (92.30%), the second biggest was hearing impairment group of 7 companies (53.80%), and the least was vision impairment of 1 company (7.70%). None employed persons with intellectual, mental, autistic, or learning disability. Major job assigned were in operational department in the number of 12 employees (92.30%); i.e., cleaning staff, QA staff, gardener, planting staff, packaging staff, QC staff, driver, guarding staff and house keeping staff. The second majority was in administrative work in the number of 6 employees (46.20%) such as adminsitrative staff, messenger, data input staff, human resource, and procurement staff etc. With regards to satisfaction of employers, the 5 likert scale has been used comprised knowledge and competency in working, working value, responsibility, and human relations and the results are as follows:


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Overall satisfaction In Table 2, the mean score of satisfaction was 3.87 with working value of 4.15, human relations of 4.08, responsibility of 3.74 and knowledge and competency of 3.51 mean score.

Table 2 Satisfactory Level of Companies in each Dimension

Dimension Average S.D. Satisfactory

Level Knowledge and Competency in Working 3.51 1.144

Very Working Value

4.15 1.331 Very Responsibility

3.74 1.164 Very Human Relations

4.08 1.230 Very Total

3.87 1.194 Very

Knowledge and Competency in working. From Table 3, the level of satisfaction is in ‘very satisfactory’ from all sub-dimension with the average score of 3.51. Being able to learn and follow orders is 3.68, the working efficiency is 3.46, working and competency in working is 3.38.

Table 3 Satisfaction of entrepreneur as per knowledge and competency in working

Dimension Average S.D. Level

Knowledge and Competency in Working

Knowledge and Competency in Working 3.38 1.193 Very

Learning and Following Orders 3.68 1.251 Very

Working Efficiency 3.46 1.198 Very

Total 3.51 1.144 Very


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Working Value In Table 4, the level of working value is very satisfactory with the average score of 4.15, comprising sub-dimension in loyalty with 4.23, punctuality with 4.15 and complying with companies’ regulation with 4.08 respectively.

Table 4 Satisfactory Level of Entrepreneur as per to Working Value


Working Value

Punctuality 4.15 1.345 High

Following regulations 4.08 1.320 High

Loyalty 4.23 1.363 Very High

Total 4.15 1.331 High

Responsibility In Table 5, the satisfactory level is in high level in all dimensions with the average score of 3.74 comprising sub dimension of being responsible and prudent in working of 3.77, and being to complete the job on time of 3.69 respectively.

Table 5. The Satisfactory Level of Entrepreneur as per to Responsibility Dimension


Responsibility

Being responsible to the assigned job 3.77 1.166 High

Completing the job on time 3.69 1.182 High

Being prudent in accomplishing the job 3.77 1.166 High

Total 3.74 1.164 High

Human Relations From Table 5, the level of satisfaction is in high level in all sub dimension aspect with the score of 4.08. Being able work as a team has the score of 4.15, being able to adapt to other colleagues and environment of 4.08, and being able to get along with others of 4.00.


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Table 6. The Satisfactory Level of Entrepreneurs as per to Human Relations


Human Relations

Being able to get along with others 4.00 1.291 High

Being able to adapt to colleagues and environment

4.08 1.320 High Being to work as a team

4.15 1.345 High total

4.08 1.230 high

Part III. The study of the desired frozen fruit and vegetable company in the Upper Northern Part of Thailand (Supply Side)

Based on the interviewing of 51 disabled employees from frozen fruit and vegetable industry, it is found that the disabled employees are able to work in all type of frozen fruit and vegetable industry in the number of 37 employees (69.80%), the second group shows their unwillingness to work in the industry of 15 employees (28.30%), fruit and vegetable canned companies in the number of 2 employees (3.80%), only 1 employee work in fermented fruit and vegetable company (1.90%). There was none working in frozen fruit and vegetable company.

Based on Table 7, type of company that disabled employees prefer to work with is company with positive attitude toward the disabled and assigning the right job to the disabled has the same score of 48 employees (90.60%), the second majority is suitable working time of 38 respondents (71.70%), the equality among employees of 37 employees (69.80%), providing housing for the employees of 17 staffs (32.10%), transportation services of 7 staff (13.20%), and the least group was providing suitable facility for the disabled employees of 6 staff (11.30%) respectively.

Table 7 Frequency and Percentage of Desired Employers by the Disabled Employees Desired Employers Frequency Percentage

Positive Attitude 48 90.60 Equality among Employers 37 69.80 Assigning the Right Responsibility 48 90.60 Suitable Working Time 38 71.70 Providing Suitable Environment for the Disabled 6 11.30 Transportation Service 7 13.20 Housing Service 17 32.10

*more than 1 can be marked


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Part IV The study of other related agency in the support of the disabled employees in the Upper Northern Part of Thailand.

Based on the interviewing of related government staff who are responsible for enhancing the employing opportunities of the disabled, it is found that There is only few opening position for the disabled in the companies due to the mis-matching of the disabled’ knowledge and competency and the companies’

requirement. This can be caused by lack of agency representing the disabled and there are various type of disability which has made it more difficult to match.

Lack of active policy/strategy in involving the disabled in the local area which can be explained by lacking of personnel, experience in hiring the disabled, lack of useful information from the disabled and the companies including lack of coordination between employing departments from private and public sectors such as the Organizations of employers and employees, disabled person Organizations, educational Organizations, social benefit Organizations etc.

Lack of tool and disability aids which results in little access to their rights such as lack of hand language interpretator for hearing impairment staff, communication too to vision impairment staff.

Conclusion

The management of the disabled to frozen fruit and vegetable industry in the Upper Northern Part of Thailand should be conducted based on the matching between the disabled’s knowledge, competency and the companies’ requirement. The government

agency must build up positive attitudes toward working competency to entrepreneurs and motivates them to employ more disabled employees such as labelling on the products showing that it was done by the disabled, honouring companies that employ the disabled, including setting active policy

Which government agency is responsible for selecting the disabled who are ready to work for the opening positions. Companies can notify the required characteristics to such agency to the Department of Employment so that the proper training to the disabled can be provided by the Ministry of Social Development and Human Security. This would increase the disabled’s competency, hoping to match up with the

companies’ requirement and would increase the probability of those disabled in

getting the job. Ideally, the industry would hire the disabled more than that of required by laws or more than 100:1 ratio.


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References

Constitution of the Kingdom of Thailand.1997 (2007 edition).

Educational Act for Handicapped. (2008).

International Labor Organization-ILO. ( 2010) . Management to support people with disabilities in the workplace . ILO.

Namsiripongpun,W. ( 2011) . A Review of Current Policies and Practices Related to the Right to Equal Employment Opportunities and Non-discrimination of Persons with Disabilities in Thailand. Thailand.

National Office for Empowerment for Person with Disabilities-NEP. ( 2012) . Preparing people with disabilities into the workforce.

National Quality of Life Plan for Handicapped (3rd issue).(2007-2011).

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Administrators in Bangkok. Unpublished thesis on Handicapped’s competency

rehabilitation services, Mahidol University.

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Muang Lampang. Master of Business Administration. Chiangmai University.

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Contact email: [email protected]


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http://apskills.ilo.org/resources/a-review-of-current-policies-and-practices-related-to-the-right-to-equal-employment-opportunities-and-non-discrimination-of-persons-with-disabilities-in-thailand



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