Section 13: Implementation Model – Purposeful Activities
Without suitable stocks of organisational character, a university will fall short in any endeavour to derive impact. An important aspect of organisational character, therefore, involves the considered development of an implementation model which can be a means to a level of coherence and coordination underwritten by a human drive. We have seen in sections 10-12 how this nurtures an ability to sense change and adapt, how it guides the allocation of expertise to the tasks thrown up by turbulent times, and how it forges key values that guide behaviour and actions of staff. And through this process, the vital role of a university’s people has crystalised. Arguably, this is nowhere more pertinent than when decisions around strategy and implementation are at hand. At such moments in time, it is the array of talented, knowledgeable, innovative and experienced people within universities that determines how universities choose what to do (strategy), and how they get that job done (implementation). Read More
