Today, more than of all time before, higher instruction is recognized as a agency by which the human resources of states are developed for cultural, economic, political and societal development. For illustration, higher instruction produces the scientists who do basic research and bring forth new things. Higher instruction produces the scientists who do applied research and come out with new merchandises and techniques. Higher instruction produces the scientists who adopt and adapt appropriate engineerings from elsewhere.

Higher instruction besides produces the diplomats, the minister plenipotentiaries and the curates who represent states at international fora. Business at such fora, decidedly, are governed by certain Torahs, regulations, ordinances, conventions and etiquettes which are all acquired through higher instruction. Above all higher instruction produces the instructors and educational directors who contribute to quality human resource development at all degrees of instruction.Apparently, it was in acknowledgment of these worlds that Ibukun ( 1997 ) pointed out that the relevancy of higher instruction today is that it provides the right Numberss of human resources that are so important in the development of states. It is besides in acknowledgment of the function of higher instruction in national development that states today spend big balls of their budgets on that sector. Indeed Ajayi and Ekundayo ( 2007 ) have justly stated that authoritiess do non see the financess allocated to higher instruction as mere outgos, but as long-run investings in human resources.Today all degrees of instruction have assumed a planetary character, and as such, the narrow focal point on the focal state is giving manner to a focal point on globally-oriented contents, pattern and direction ( Middlehurst, 2001 ) . Higher instruction in peculiar is going more and more a trade good at the planetary market, following the increasing mobility of bookmans and pupils across national boundary lines.

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Ali Mazrui ( 1994 ) refers to this phenomenon as horizontal interpenetration and perpendicular counter-penetration.Today higher educational establishments aim at bring forthing alumnuss who have knowledge, accomplishments, qualities and attitudes that will heighten their capacity for mobility at both the local and planetary markets. The alumnuss ‘ public presentation must be of comparable quality and criterion as those produced elsewhere so that they can easy happen arrangement in foreign establishments of higher acquisition ( ENQA, 2006 ) . Besides, higher educational establishments open their doors to cross-border bookmans and pupils. Therefore without a higher instruction system planetary in character, that commonalty and easiness of mobility can non happen.

Thus any establishment of higher acquisition that seeks acknowledgment in the planetary community must set mechanisms in topographic point to guarantee commonalty in content, pattern, direction and quality. The establishment of effectual internal quality confidence systems that are consistent with international criterions is hence perfectly necessary.Higher educational establishments as organisations and human establishments as that are made up of complex webs of persons and groups with diverse orientations, perceptual experiences, values, ends and aspirations. Geting all such persons and groups committed to a vigorous chase of the quality criterions aspired for is a powerful undertaking for leaders of higher educational establishments.

What effectual steps can leaders of such establishments put in topographic point to guarantee that quality confidence is accepted and pursued by all or most eventful histrions? A sustained organisational committedness of all or most histrions seems to be an reply.


Organizational committedness as seen by Herscovitch and Meyer ( 2002 ) is the grade to which an employee identifies with the ends and values of the organisation, and is willing to set in attempts to assist the organisation to accomplish these ends. Muthuveloo and Rose ( 2005 ) besides see it as the willingness of employees to accept the ends and values of the organisation, and to work towards the accomplishment of these ends. Suffice it to state that a committed member of an organisation is the 1 who has internalized the values and ends of the organisation and is willing to take part to the full in all that the organisation does towards the accomplishment of its declared ends.Meyer and Allen ( 1991 ) identified three types of committedness, viz. , affectional committedness, normative committedness, and continuation committedness. In the concern before us today, nevertheless, the committedness of relevancy is affectional committedness. Affectional committedness is:the belief in and credence of the organisation ‘s values and ends.

a willingness to concentrate attempt on assisting the organisation to accomplish its ends, anda desire to keep rank in the organisation.Affectively committed employees are loyal to the organisation and its ends because they want to make so.Given the important importance of organisational committedness, the burden lies on the leading of higher educational establishments to procure the committedness of all eventful histrions to the ends and aspirations of the establishment. Such histrions include senior decision makers, lectors, caputs of section, deans, managers, and pupils. The leading must be able to act upon all or most eventful histrions to be committed to the establishment ‘s attempts to achieve planetary criterions.

Corporate Culture

Once once more the inquiry is how can commitment of such histrions be nurtured and sustained? This is possible when there is a corporate civilization, or by and large accepted ways of making things. Corporate civilization is therefore a set of values, beliefs and behavior forms that form the nucleus individuality of organisations, and which help in determining the behavior of members. Deal and Kennedy ( 1982 ) put it merely as a set of values that underlie how we do our things around here.

One type of corporate civilization that has gained popularity in the human resource direction literature is consensual corporate civilization. Because of its nature I prefer to name it concerted corporate civilization. In that type of civilization trueness to the organisation, personal committedness to the values and ends of the organisation, teamwork and socialisation are of import ( Deshpande & A ; Farley, 1999 ) . They are what Achebe calls the thenar oil with which they eat their lives in the organisation. I wish to utilize this platform to urge concerted corporate civilization to higher instruction establishments seeking committedness to quality moves.Following a close examination of Kurt Lewin ‘s ( 1948 ) group kineticss, Johnson and Johnson, ( 1978 ; 1983 ) identified certain characteristics of the internal kineticss of groups and organisations that have the consensual or concerted corporate civilization.These characteristics are ;MutualityInteractionGroup processingSocial accomplishmentsAccountabilityEqual engagement, andShared leadingConsequential histrions in the higher educational establishment must all comprehend that the organisation in which they are embedded is characterized by these conditions. This perceptual experience of course, will stimulate and actuate them to pitch their attempts to accomplish the ends of the establishment.

Mutuality, or positive mutuality, is the acknowledgment that no 1 histrion can win in their undertakings unless every other histrion succeeds in theirs. Most or all histrions must accept the fact that as they strive to accomplish and prolong quality in academic criterions and end product, and as they strive to accomplish effectual direction of their establishment, they are in a place where they can swim together or drop together, depending on the entire consequence of their single attempts.Interaction or promotive interaction is the common aid that members offer to one another as they interact as members with a common aim. There should be a platform for histrions to portion chumminess and experiences, ask inquiries, offer or receive accounts and seek elucidations. In other words, eventful histrions in the establishment must as a wont discourse their activities, experiences, jobs, and successes with co-workers so that they can larn from one another. Meetings at the staff nine or the senate/academic board can be suited fora for such formal and informal interactions.Group processing is the monitoring of the public presentation of the establishment as a whole, every bit good as monitoring of the public presentation of groups and single histrions.

Members of the establishment must on occasion and sporadically run into and reflect on how good they are accomplishing their ends. There is the demand for periodic self-appraisal to find the extent to which the establishment is doing success both as a corporate entity and as single histrions.Accountability is the credence of the fact that each eventful histrion in the establishment is accountable to the group for undertakings assigned to them. The lector, the caput of section, the manager, the dean, the senior decision maker, and the pupil must acknowledge that they are separately and independently accountable to the establishment for the functions they are supposed to play in the quality way. By keeping histrions accountable, and by supervising one another, free riders and societal idlers can be identified and made aware of their non public presentation.Social accomplishments are the tact and diplomatic negotiations with which histrions proctor and thereby reprimand not executing histrions. Reprimands and awareness creative activity must be made so tactfully that the pride of those in inquiry will non be hurt. Therefore societal accomplishments must be applied when censuring histrions for non public presentation.

Equal engagement is a status in which all or most histrions perceive that no 1 acts as a free rider, a societal idler, or a chump. There should be no room for anyone to dwell the thought that some histrions are working while others are drop the balling. Nor should others see themselves as making about all the work.

All must be perceived to be involved.Finally, shared leading is the status in which all or most histrions perceive themselves to be leaders at their degrees of operation. They must experience that each histrion has a function as a leader in the local constituencies they operate. Each officeholder of a place must hold enterprise to offer the leading that will lend to the accomplishment of the ends set by the establishment.

Therefore, even though leading is reposed in the Vice-Chancellor or President, in existent pattern, leading must be perceived to be diffuse and contextual ( Opare, 2007 ) .I present my theory in the theoretical account below:



Group processing

Social accomplishments


Equal Engagement

Shared Leadership

Sense of belonging

Job Satisfaction


Attachment to quality criterions

Fig. 1: Model explicating how the internal kineticss of a higher instruction establishment can lend to commitment and accomplishment of quality enterprises.The theoretical account merely says that:The points listed on the left represent characteristics of consensual corporate civilization. When eventful histrions in the HEI perceive that these conditions are predominating in their establishment, they tend to experience a sense of belonging ; that sense of belonging will hike their occupation satisfaction, and the enhanced occupation satisfaction will do them committed to the ideals of the establishment.

In the concluding analysis committedness will do the histrions adhere to the quality procedures put in topographic point in the establishment.


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