ADMINISTRATIVE MONKS’ LEADERSHIP DEVELOPMENT REGARDING SANGHA ADMINISTRATION IN CHACHOENGSAO PROVINCE

Abstract

Objectives of this research article were: 1. Study the general conditions and obstacles in driving the administration of the monastic community according to the Buddhist reform plan of the monastic community in Chiang Rai Province, 2. Study the development process of the administration of the monastic community according to the Buddhist reform plan of the monastic community in Chiang Rai Province, and 3. Present the development of the administration of the monastic community according to the Buddhist reform plan of the monastic community in Chiang Rai Province. The qualitative research used in-depth interviews with 25 key informants and focus group discussions with 10 participants. The data was analyzed and presented in a descriptive manner.

The research findings revealed that: 1. Strengths include systematic and clear management and dissemination of Buddhism. Weaknesses include a lack of readiness in information technology. Opportunities include emphasizing education for monks, novices, and youth, as well as the public's interest in Buddhist activities. Obstacles include the lack of government budget for the dissemination of Buddhism. 2. The leadership development process includes: 1. Planning to create feasibility and capability in disseminating Buddhism, 2. Implementing with clear directions and steps, 3. Working as a team and providing channels for Buddhists to express their opinions, and 4. Continuously improving dissemination processes to increase efficiency in problem-solving and support various forms of dissemination. 3. The methods for developing the leadership of monastic administrators include: 1. In communication, practicing real-life communication scenarios, such as announcing news or explaining guidelines, 2. In presenting opinions, studying and learning the principles of presenting opinions to better understand the purpose of the presentation, 3. In participation, leaders should create a culture of participation within the organization, and 4. In delegation, tasks should be assigned according to the abilities and interests of others.