CDIO Program as an Example of Organizational and Cultural Change

Development of a CDIO Program as an Example of Organizational and Cultural Change 

The approach to answering the first question was answered in Chap. 3 with the discussion of the CDIO Syllabus. Chapters 4-7 presented approaches to answering the second question. But how can we convince our colleagues of the need to do better at ensuring that students learn these skills  

The second question is deliberately posed in the language of continuous process improvement. We can benchmark our peers and learn from best practice. We can better acquaint ourselves with learning theory and apply it appropriately. We can listen to our internal and external stakeholders. We can learn to apply technology in improved ways. We can do better. Our students ask us to do better, our industry stakeholders prod us to do better, our government and professional 

Perspective 1 Universities as organizations are by design resistant to change. 

Perspective 2 Notwithstanding Perspective 1, universities can be changed by appropriate apphcation of best practice in leading organizational change. 

---

View the development of a CDIO program as an example of organizational and cultural change. 

---