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Discuss About The Universities In Middle Of Economic Development.

Mission, Vision and Strategic Goals of D.A.V Institutes

D.A.V College Managing Committee which is popularly also known as DAVCMC is one of the oldest and largest private educational institute or organization in India, as well has presence in places such as Fiji, Nepal, Singapore among others. The 132 year old organization which has its headquarters in Delhi has over 900 schools, 75 colleges and even boasts of a recognized university under its name (Conley, 2017). The USP of D.A.V is that it is based on the concepts and ideals of religious guru and social reformer Swami Dayanand Saraswati. The 132 year old organization was formed in the year 1886 in Lahore by Mahatma Hansraj, the D.A.V schools are administered, run and controlled by the Dayanand Anglo Vedic College Trust (Chaudhary, Kapoor & Negi, 2018). The school which has English as its primary language, lays emphasis on teaching Sanskrit and Hindi language to preserve the existing culture. Every year statistically, D.A.V educates more than 20 lakh student, thus helping the world become a better place by creating and developing minds of the students (Verma, 2017).

Considering the above introduction as the Preamble to the assignment and the organization, the report requires to create a holistic program for the on-going formation of people in the organization. Additionally, vision, mission and strategic goals of the organization are to be understood to create the program. The report will also entail the current situation at D.A.V, the aspiration of the organization, rationale for the program, outline of the program, risk related with the program and sustainability goals.

The section here will discuss the mission, vision and strategic goals of the 12 years old organization which will help in creating a holistic program for the on- going formation of people within the organization.

The mission statement of DAV is to create worthy citizens for the country with the best possible humane qualities by homogenizing and infusing western knowledge whilst remaining anchored to Indian culture and its symbolism. The school focuses on the overall development of its student and the entire organization by focussing on the following points:

  • Highest academic attainment.
  • Compassion towards different races.
  • Teamwork and self- motivation.
  • Truth and integrity.
  • Responsibility towards community.
  • Commitment towards international co-operation.
  • Empathy toward other religions and caste (Qureshi, 2018)

Thus, it can be said that D.A.V is on a mission to make the world a better place by putting in the right values for the future as well as the qualities required in an individual.

As mentioned earlier, DAV institutes are gift of Arya Samaj which was seen as a progressive movement founded by Swami Dayanand Saraswati in the year 1875. The vision of all the institutes of DAV is to bring out a balance and harmonious developments of the future citizens of the country and infuse the same with the ideals of Vedic Culture and deep sense of patriotism (Upadhya, Rutten & Koskimaki,2018).

Rationale for the Program

Identification of the strategic goals and objectives of DAV institute will help in creating an outline of the program for the on-going formation of people within the organization. The aims, objectives or goals of D.A.V institutes are as follows:

  • Goal to consistently provide a congenial environment for the overall development of an individual and his personality integration with reference to the Indian culture.
  • Develop positive ideas and a healthy and positive attitude towards personal hygiene, neat and clean surroundings, manners, respect for others and achieving high academic standards (Seshadri & Ramakrishna, 2018).
  • Providing learning using different methods of teaching such as Experimentation, demonstration, Project Work, Home Assignment, Play Way, Micro Teaching and many more(Mishra & Mishra, 2018).

In a nutshell, the strategic objectives of DAV is to encompass within its curriculum and develop within the individuals a thirst for knowledge, honesty towards ones work, devotion and commitment to duty and patriotic fervour besides humanities . Additionally, the DAV institute also work towards fostering and developing among the individual the spirit of working together towards shared goals and objectives.

As mentioned in the earlier section, DAV has a total of 900 plus schools and over 75 colleges across the world, however in its entire institute the organization tires to standardize its process, policies and practices to provide same cultural upbringing amongst all the individuals. The current situation at DAV can be seen as highly inspired, influenced and motivated by the preaching and teachings of Swami Vivekananda and Arya Samaj and Vedic Culture. Individuals every morning are set into a tradition or a culture wherein the benefits of meditation, Yoga and other rituals are described to them, along with the practical exposure to these practices. The school believes that in order to develop and build people and individuals, they first should learn and understand about their roots, the best practices of their culture and also how a health body and mind can help them to contribute towards community and the nation (Spaulding & Smith, 2018).

The rationale for the program here is to keep every individual working in the organization know their roles and responsibilities carefully, and to make them more accountable towards their job roles. Another important rationale here is that these individuals are responsible for setting up the culture in the organization, hence making it all the more significant to draft a program which clearly states what has to be done at different stages of people formation in organization.

Before creating the program for formation of people, it is first important to understand how formation of people happens in an organization. It is the Bruce Tuckman’s model of Forming, Storming, Norming and performing which describes the formation of people or teams in the organization. These different stages helps not only in understanding the stages of team or group formation in an organization, but at the same time also provide the best ways or techniques for formation of people.

The Four Stages of Forming, Storming, Norming, and Performing

Forming

This is the first stage of team formation/people formation or group formation in the organization. This is the stage where the team members are positive, optimistic; however some of the people are anxious as they do not have a clear idea on their roles and responsibilities in the organization. This stage can last longer, as people get to work together and all of them make certain efforts to know each other. The implication of the stage here is that organization has to clearly define the roles of individuals working in the organization. This can be in form of open house induction process , handing out the role and responsibility charts in the beginning of the stage and more so (Bush, LePine & Newton, 2018).

Storming

This is the next logical step of people formation in the organization; in this stage people tend to push the boundaries which are set in the forming stage. As the name suggests a lot of conflict occurs during this stage, primarily because of different working styles of people and other many reasons. Thus, the take away from the Storming stage is to ensure that individuals come out strongly and with better understanding of other people in the organization(Ahuja, Srivastava & Padhy, 2017).

Norming

Norming is seen as one of the most quiet and developmental stage for people or group formation. People reach this stage as the logical stage after forming and storming and start respecting the differences of others, starts appreciating the colleagues and respect the authority of the leader. In this stage, the team members or people in the organization know each other better, and also help each other by giving constructive feedbacks. This stage can also be seen as having overlap between the norming and storming stages as the tasks are being done simultaneously(Haris & Sherblom, 2018).

Performing

This is the last stage of the group or people formation within the organization and the people are clear on their goals, responsibilities, structure, and process and have even set up the support system in place. This can also be seen as the stage where a lot of productive work is happening in the organization without much friction(Pinto, 2017).

Thus, Based on the understanding of the different stages of people or group formation in an organization, a holistic program will be developed for the DAV institutes in sync with its mission, vision and strategic goals and objectives.

Implications of Changes for the Formation of People in D.A.V Institutes

The program will be developed into the phase of group formation in the organization and will take into account individual and collective aspiration of people along with its contextual dimensions such as that of organization and culture.

Stages

Individual

Collective

Organization

Culture

Timeline

Forming

At this stage, individuals are new to the organization and have to learn and observe how things are being done. This can

Collectively people have to start working together and start knowing each other.

The organization here is supposed to make this stage easier and provide clear roles and responsibilities for its people.

A culture of openness, helpfulness and clarity of command has to be created

7 Days

Storming

Experience conflict with other members, hence required training to better understand each other and also in detail about the work

Collectively people in this stage get to know each other well, move away from cultural and other type of differences.

The organization here has to engage its people in plethora of team activities and training programs

A culture of learning, knowledge and mutual respect has to be created.

7 Days

Norming

Appreciate people for their strength and strengthen their ties with others

Develop positive synergies in the team.

The organization starts performing by now, hence by now people should be clear of their KPI and other job related deliverables

A culture of team work prevails in this stage.

7 Days

Performing

People performing in the bests of their capacity and capability

All working towards shared goals, vision and objectives

Organization here has to start rewarding its employees and certainly applaud them for their contribution to the organization

A culture of reward and recognition to be created

7 Days

Formation of people in an organization does require a lot of change at the organizational level; however, DAV institutes on its own have a very strong culture which helps in formation of people at the organization. However, some of the changes proposed and their implication can be seen as:

Change

Implication of Change

Formations of a committee within organization to ensure smooth entry of a new employee in organization and to make  sure the person feels part of the team

Better induction process will make the employee become part of organization from the very first day

Provision for monthly team activities, by appointing a team of 4 employee responsible for designing activities for the people,

This will ensure better cooperation coordination and team synergy within the organization.

There are a couple of risks which might come in the path of the formation of people within the DAV organization. Some of the risks can be seen as:

  • Formation of people becomes difficult in the middle of the school term, due to which the culture can take a backseat.
  • High rate of attrition is again a risk attached with the success of the plan in formation of people.
  • Old school thinking culture is still a big part of DAV institutes; this can be a risk as well for the implementation of the program for formation of people.

Sustainability is the long term vision of every organization, and the same holds true for DAV institutes which have been in existence since the last 132 years. The sustainability mission for DAV is to create healthy and visionary minds for the development of the country, the economy, community and the society. This is the sustainability mission and vision of DAV institutes, thus the organization homogeneously infuses both the teachings of both its Vedic culture and Western learning’s. Additionally, the organization focuses on the formation of its people to develop the leaders of the future (Aktepe, 2017).

Conclusion

DAV institutes are one of the oldest and the most recognized schools and colleges of India which has schools even outside India. DAV every year teaches millions of students every year and prepares them for the future. In order to do so, the organization focuses on the formation of people within its organization, which further help in developing the students for the future. The stages of John Tuckman Forming, storming, Norming and Performing are applicable in stages of people formation at DAV institutes.

References

Ahuja, K. K., Srivastava, G., & Padhy, P. (2017). Do team building training interventions work? evaluation using Kirkpatrick's model in a college setting. International Journal of Education and Management Studies, 7(4), 450-455.

Aktepe, V. (2017). A Performance Task Application for the Development of Elementary School Students’ Perception of Hygiene and Being Healthy. The Anthropologist, 28(1-2), 107-122.

Bush, J. T., LePine, J. A., & Newton, D. W. (2018). Teams in transition: An integrative review and synthesis of research on team task transitions and propositions for future research. Human Resource Management Review, 28(4), 423-433.

Chaudhary, N., Kapoor, S., & Negi, B. (2018). Individual Achievement and Social Progress: Mending the Broken Alliance Between School and the Community in India. In Alterity, Values, and Socialization (pp. 65-86). Springer, Cham.

Conley, D. T. (2017). e New Complexity of Readiness for College and Careers DAV IDT. C ON LEY. In Preparing Students for College and Careers (pp. 29-40). Routledge.

Harris, T. E., & Sherblom, J. C. (2018). Small group and team communication. Waveland Press.

Mishra, G., & Mishra, R. K. (2018). New India—Universities in the middle of economic development. In Sustainable Futures for Higher Education (pp. 151-174). Springer, Cham.

Pinto, J. (2017). Viewing team selection through a temporal lens. Organizational Psychology Review, 7(2), 171-194.

Qureshi, K. (2018). Diaspora philanthropy and the globalization of education in Punjab: Conflicting visions of development. In Provincial Globalization in India (pp. 62-82). Routledge.

Seshadri, S. R., & Ramakrishna, J. (2018). Nutritional Adequacy, Diversity and Choice Among Primary School Children. Springer Singapore:.

Spaulding, D. T., & Smith, G. M. (2018). What Does Your School Data Team Sound Like?: A Framework to Improve the Conversation Around Data. Corwin Press.

Upadhya, C., Rutten, M., & Koskimaki, L. (Eds.). (2018). Provincial Globalization in India: Transregional Mobilities and Development Politics. Routledge.

Verma, A. (2017). Teacher education: Challenges and its implications. Indian Journal of Health and Wellbeing, 8(12), 1561-1565.

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