ABSTRACT
Some of the Thai cultural norms that are now well recognized among expatriates include the following: kreng jai (Siengthai and Vadhanasindhu, 1991); bunkhun (reciprocity of goodness; exchange of favors); jai yen yen (take-it-easy); mai pen rai (never mind); sanuk (fun) and nam-jai (being thoughtful, generous, and kind combined). Certainly, these norms are social values emphasizing harmonious social relations and consideration for others (Kamoche, 2000: 455). They tend to reinforce the hierarchical structure (patron-client system) in the society as well as in the workplace. It therefore can be expected that in the small to medium-sized family enterprises which are still run by the first generation of founders, the HRM practices tend to be reactive rather than proactive or systematic when compared to the more developed and large-sized family enterprises where professional staffs are more prevalent.
