Professor Dr. Muhammad Sarwar, TI

A comprehensive framework improving the productivity of universities in developing countries presents a complex challenge, necessitating a holistic strategy that integrates competent faculty, fosters a genuine university culture and emphasizes effective management. The pivotal role of management, especially in cultivating diversity and visionary administration, cannot be overstated. A harmonized approach is essential for universities to fulfill their objectives, encompassing the production of trained manpower, contribution to economic development, enhancement of societal well-being and addressing technological and academic challenges. To fortify university performance in developing countries, consider the following four factors:

1.      Fostering open communication

1. Encourage open dialogues across all academic, research and administrative activities in universities. Monthly or fortnightly meetings, coupled with anonymous suggestion boxes, create a platform for team members to contribute ideas without judgment, enhancing academic and research productivity while ensuring a diverse range of perspectives aligning with the core purpose of universities.
   1. Promote the creation of diverse teams at universities to leverage benefits from a varied community. Extend the commitment to diversity by forming cross-functional teams that integrate professionals from different departments, fostering an environment where varied backgrounds contribute to comprehensive solutions and aligning with the overarching goals of universities.
   1. Advocate for inclusive decision-making approaches in universities to garner opinions from every individual in the university community. Ideally, universities should follow a consensus-building approach for decision-making to ensure inclusivity. Unfortunately, a shift towards single-person decision-making has hindered the effectiveness of statutory bodies, impeding real progress and impacting overall university performance.

2.      Active listening and continuous learning

• Integrate listening skills training programs into university functionality, as regular workshops on listening skills are crucial to equip employees at all levels with tools for effective and empathetic communication. This enhances overall collaboration and productivity.
  • Establish an effective feedback mechanism through the implementation of a 360-degree feedback system. This encourages employees to receive insights from various perspectives, fostering a holistic understanding of strengths and areas for improvement, ultimately contributing to enhanced performance by eliminating favoritism and promoting a fair evaluation process.
  • Implement cross-training initiatives beyond job rotations. Research and educational institutions should introduce cross-training initiatives, allowing employees to gain insights into different roles, promoting adaptability and understanding across the organization, contributing to improved productivity.

3.      Collaborative projects and mentorships

• Encourage employee resource groups at universities to improve functionality through the sharing of ideas. Supporting these groups creates a platform for sharing experiences and ideas, fostering inclusivity and contributing to a positive university culture.
  • Implement reverse mentoring across hierarchies for a balanced development approach. Embrace reverse mentoring not only within departments but also across hierarchical levels. Fixed-term leadership appointments prevent lopsided developments that could deteriorate the university’s working culture, ultimately impacting performance.
  • Establish diversity metrics for different university teams, ensuring representation from various backgrounds. Set specific diversity metrics for faculty, administration, finance, maintenance, security, transport, and other groups. This fosters accountability for inclusivity, contributing to a dynamic and high-performing university environment.

4.      Promoting Innovation and Inclusivity

• Impart diversity training for innovation teams to enhance the functionality of educational institutions. Consistent diversity training for innovation-focused teams creates an environment where unique perspectives are valued and deemed essential for breakthrough solutions, aligning with evolving civil societal requirements and contributing to ongoing success.
  • Create flexible work arrangements to add quality to academic and research performance. Recognize the importance of accommodating diverse work styles by offering flexible work arrangements, contributing to a more inclusive and adaptable workplace. This culture promotes a sense of ownership, enhancing overall organizational improvement and university productivity.
  • Celebrate recognition programs at universities regarding diversity to improve the performance of employees. Annually recognizing employees for contributing to an inclusive workplace emphasizes the commitment to diversity. Financial incentives, awards, and certificates of appreciation contribute to improved performance and motivation, fostering a positive and high-performing university culture.

In conclusion, by seamlessly integrating these four strategies, university can create an inclusive environment that values diverse perspectives. This approach not only enhances creativity and innovation but also ensures overall success and continuous improvement.

Author is Pro-Rector, The University of Lahore, Sargodha Campus