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DA VINCI PROFILE


CONTENTS Who are we?

5

What do we do?

11

The Tips Framework

13

How do we do it?

15

Collaborative Framework

19

The Da Vinci Meta Framework

23

Student Support

27

What are our milestones?

30

Award Programmes

32

Corporate Social Investment

37

Purple Cow Rewards Programme

41


WHO ARE WE?


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WHO ARE WE?

registered with the Department of Higher Education in 2004. The first Chief Executive Officer, Professor Benjamin Anderson, joined The Institute during 2005. Under his leadership The Institute received full registration and accreditation status from the Department of Higher Education and Training and the Council on Higher Education during 2006. The first Institutional Audit was conducted during 2006 by the Higher Education Quality Committee (HEQC). Being a Mode 2 educational institution,

“I am seeing things that no one else is seeing” - Christian De Klerk, Leonardo MSc Group 18

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The Da Vinci Institute for Technology

The Institute is focused on the creation of

Management is a School of Management

knowledge that is trans-disciplinary in nature,

contributing towards socio-economic

socially relevant and of which the intent is to

development and transformation. The

solve work based problems and to contribute

Institute’s purpose is to cultivate managerial

towards the professional development of the

leaders through the core principles of

people involved. It is in this context that The

business driven action learning by offering

Institute facilitates a journey of self-discovery

students a personalised journey of self-

for prospective business leaders and

discovery and co-creation.

entrepreneurs.

The Institute was established in 2004 as a

The Institute derives its passion from

result of a decision by Warwick University

developing entrepreneurs and future

to exit the education landscape in South

managerial leaders who will contribute

Africa because of the then revised regulatory

towards the facilitation of a sustainable and

requirements for overseas universities

socio-economic transformed society. Together

in the country. With the support of Mr

with its South African and international

Nelson Mandela and Dr Ben Ngubane,

partners, The Institute offers a spectrum

the Marcus family decided to continue

of learning solutions including aspects

with the work started by Warwick and as a

related to, amongst other, entrepreneurship,

result established what is now well known

innovation management, systems thinking

as The Da Vinci Institute for Technology

and managerial leadership. By offering

Management. The Institute was provisionally

students an opportunity to participate in an


WHO ARE WE?

international immersion they could obtain

By integrating the TIPS™ (B) framework, The

a truly global perspective on managerial

Institute is able to engage, align and become

leadership development as it presents itself

agile in co-creating new workplace realities

in different parts of the world. Students are

with students and sponsors. The framework

able to participate in small classes, affording

enables The Institute to offer a truly

them the opportunity to reflect on their own

customised service to meet its client’s ever

learning and to integrate such with that of

changing organisational performance needs.

people who represent a wide range of cultural backgrounds and organisational realities.

The Institute is registered as a Private Higher Education Institution under the Higher

The Institute which is situated in the serene

Education Act 1997, registration no. 2004/

and peaceful suburb of Modderfontein, offers

HE07/003. The Institute’s qualifications

Certificate, Diploma, Bachelor, Masters, and

are accredited by the Council on Higher

Doctorate programmes in the Management

Education and recorded with the South

of Technology, Innovation, People, Systems

African Qualifications Authority.

(TIPS™) and Business Management(B).

The strategic intent of The Institute is defined in terms of its purpose, dream, principles and brand promise PURPOSE

• To cultivate managerial leaders

DREAM

• To contribute to the development of sustainable societies

PRINCIPLES

• Seeking the truth • Taking responsibility • Sharpening awareness • Engaging the shadow • Cultivating a balance • Nurturing integration • Embracing holism

BRAND PROMISE

• To co-create reality

The first design of The Da Vinci logo illustrating ‘The Rhino’ As old as the ancient rhino of Africa…so too is the human invention of technology. As powerful as the great rhino of Africa…so too is technology a mighty force. As deft as the horn of the rhino of Africa…so too is technology a sharp and focused energy. As determined as the charge of the rhino of Africa…so purposeful is the management of technology.

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WHO ARE WE?

LEADERSHIP Chairperson and Non-Executive Director

Prof Edward Chr. Kieswetter

CEO and Executive Director Secretariat

Prof Benjamin Anderson Mrs Marizanne Burger

GOVERNANCE

A design of the Da Vinci logo that surpassed The Rhino. The three colourful dots refer to ‘Research, Design, Education’.

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Chairperson of Council

Mr Sechaba Motsieloa

Vice-Chairperson of Council

Prof Jeremy Sampson

President

Prof Edward Chr. Kieswetter

Vice-President / Chief Executive Officer

Prof Benjamin Anderson

Educational Specialist

Dr Moeketsi Letseka

Manager: Teaching and Learning

Mrs Carin Stoltz-Urban

Registrar

Mrs Louise Fuller

Secretariat

Mrs Sushie Padayachee

Dean: Research and Design

Dr Ronel Blom

Business Management Representative

Prof Niel Viljoen

Business Management Representative

Mrs Martine Maraschin

Alumni Representative

Dr Shirley Lloyd

Student Representative

Mrs Janet du Preez

Legal Representative

Mr Satish Roopa

Business Development Manager

Mr Kenneth Mabilisa

Human Resources Manager

Mrs Marizanne Burger


WHO ARE WE?

EXECUTIVE MANAGEMENT Chief Executive Officer

Prof Benjamin Anderson Doctorate in Psychology

Dean: Research and Design

Dr Ronel Blom Doctorate in Education (Policy Studies)

Business Development Manager

Mr Kenneth Mabilisa Bachelor of Arts (Public Administration/Political Science)

Manager: Teaching and Learning

Mrs Carin Stoltz-Urban Masters of Public Management

Registrar Mrs Louise Fuller Bachelor of Arts (Communication/Psychology) Communications Manager

Mr Storm Thomas Diploma in Business Management

Operations Manager / Financial Manager / Human Resources Manager

Mrs Marizanne Burger Bachelor of Accounting (Honours)

Secretariat

Mrs Sushie Padayachee Diploma in Public Relations

Strategic Advisor

Prof Niel Viljoen Masters of Commerce

Da Vinci in partnership with Mail & Guardian released the Edge series publication. The magazine shared stories of technology and innovation excellence within various organisations. Circa 2008.

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WHAT DO WE DO?

PAGE


WHAT DO WE DO?

The Institute offers both under-graduate and post-graduate programmes. These include: • Certificate (Management of Technology and Innovation) • Diploma (Technology Management and Innovation) • Bachelor of Commerce (Business Management) • Master of Science (Management of Technology and Innovation) • Doctor of Philosophy (Management of Technology and Innovation)

All the Da Vinci qualifications are registered as Learnerships: SAQA ID

Learnership Title

Level

Registration No.

Duration

59449

Certificate: Management of Technology and Innovation (MOTI)

5

12Q120029001205

12 Months

59450

Diploma: Technology Management and Innovation

6

12Q120028002406

24 Months

84767

Bachelor of Commerce (Business Management)

7

26Q260082003607

36 Months

59469

Master of Philosophy: Management of Technology and Innovation (MOTI)

9

12Q120030002408

24 Months

59489

Doctor of Philosophy: Management of Technology and Innovation (MOTI)

10

12Q120031002408

36 Months

‘A Student’s guide to The Da Vinci Way’ – A guide developed for MSc (MOTI) students. Circa 2006.

Table 1: Learnerships at The Da Vinci Institute.

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WHAT DO WE DO?

THE TIPS FRAMEWORK

T

ret ue val

Y

and

LIT Per

for

ma

nce

AGI

e In

lac

ENT n GNM egratio t

rkp

S Organisation System

P

I Ideation - to create value

ALI

Wo

urn

s

Tools/Metrics to achieve differentiation

Performance output

ENGAGEMENT

Human Interface

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HOW DO WE DO IT? PAGE


HOW DO WE DO IT?

THE MANAGEMENT OF TECHNOLOGY (MOT) Here we argue that we are all technologists, every one of us who knows how to do something in a certain way and uses tools to do it, be they pencils or personal computers, machine tools or video screens. Teachers, auto designers, builders of factories or financial plans, whether we use language labs or lasers in whatever we do, we participate in the management of technology of our age.

THE MANAGEMENT OF INNOVATION (MOI) This is essentially about how an organisation firstly capitalises on the ideation process to develop an innovative product, service, process of system and as a result to commercialise and implement such innovation.

“I have seen enormous growth in personal revenue since starting my studies.� - Natalie James, Leonardo BCom Group 4

THE MANAGEMENT OF PEOPLE (MOP) This is about the understanding of the human bridge in implementing organisational processes and how the organisational human factor is leveraged, showing how and where people make the real difference in sustaining organisational growth and competence.

THE MANAGEMENT OF SYSTEMS (MOS) Here we focus on the synthesis of all organisational activities and performances systemically, in an attempt to solve unique problems. The re-design of a competitive landscape may result in being hyper competitive. It also assumes that one perceives reality as a combination of known, knowable, complex and chaotic dimensions

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HOW DO WE DO IT?

In linking and integrating the domains (MOT, MOI, MOP and MOS) with each other, Da Vinci argues that people should be able to demonstrate the following behaviours:

BEING AGILE Integrating the dynamics of the management of technology and the management of innovation such that as the organisation develops, improves and adapts its technology needs, appropriate amounts of innovation are applied to generate real market value and profitability.

BEING ALIGNED Integrating the management of technology and the management of people by ensuring that the organisation upskills (by acquisition or development) the appropriate human capabilities to match and ideally exceed the technological needs at any one time. Da Vinci strives to challenge the algorithm, to think outside the box and thereby go beyond continuity.

BEING ENGAGED Integrating the management of people and the management of innovation by way of evaluating the commitment and motivation of people at the workplace. It is measured in terms of the total incentive cost within the organisation.

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THE COLLABORATIVE FRAMEWORK PAGE


THE COLLABORATIVE FRAMEWORK

The Da Vinci Institute uses business driven action learning as the foundation for the integration of learning within the work environment, taking particular cognisance of the socio-economic context of its students.

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THE COLLABORATIVE FRAMEWORK

The Da Vinci Institute The Collaborative Framework

A boutique institution providing signature solutions through customisation

Reframing Self, other, social context and problem solving

Strategic understanding Understanding the System and clarifying roles/functions

The client’s reality

Work based Challenge

Management of Technology - MOT

Management of Innovation - MOI

Customisation

Return on Investment - ROI

Decision Making

Management of People - MOP

Implementation of a value proposition

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THE DA VINCI META FRAMEWORK


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THE DA VINCI META FRAMEWORK

The Da Vinci Institute is a Mode 2 educational institution that is characterised by transdisciplinary engagements in an effort to formalise an integrative process of knowledge creation, application and dissemination. It transgresses beyond existing methods of research and acknowledges the need for joint solution finding mechanisms around a particular application, also called a ‘work based challenge’ (WBC). There are, amongst other, four perspectives of reality that need to be considered when conducting research at Da Vinci. These are defined as concrete experiences, reflective observations, abstract conceptualisation and active experimentation.

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THE DA VINCI META FRAMEWORK

Cynefin Framework Kolb’s Learning Framework

Management Leadership

Concrete Experience

Integral Research

Feeling Constructivismn

Qualitative methods

Quantitative methods

Mixed methods

Self

Active Experimentation

TIPS

Doing

Other

Reflective Observation

Social Context

Watching

Social Accountability

Abstract Conceptualisation Heterogeneity

Thinking

Trans disciplinarity

Professional development

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STUDENT SUPPORT PAGE


STUDENT SUPPORT

The approach to student support at the

One of the differentiating factors that sets Da

Institute is very proactive. ‘At risk’ students

Vinci apart from other institutions of higher

(students who do not submit their Post

learning, is its proactive approach to student

Modular Assignments (PMAs) on time,

support.

who fall behind on research work, or fail to show up for workshops) receive follow-

The Da Vinci Institute caters primarily for

up phone calls and e-mails as soon as

non-traditional students (older, working

it is noticed. Catch-up plans are made

students with a range of responsibilities

proactively and personal attention from our

outside of their studies).

team of dedicated Key Account Managers ensures that The Institute stays in touch

The formal student support programme is

with all students. The Institute also supports

aimed at cultivating managerial leadership

its students through student support

competence amongst all students. The

sessions facilitated by our Student Support

programme consists of completing a

Specialists.

Shadowmatch profile and participating in three or four formal engagements with a

All Da Vinci students have access to and are

Student Support Specialist every year.

actively encouraged to make use of Moodle

Installation of Mr Edward Chr. Kieswetter as the first President of The Da Vinci Institute (May 2013).

(acronym for Modular Object-Oriented

The Shadowmatch profile assesses the study

Dynamic Learning Environment). Students

(and work) habits of individual students and

can access learning material including

highlights ‘danger’ areas to them in terms of

additional reading material from Moodle

their career development.

and also use this platform to upload their assignments. In addition, Moodle is used to communicate with students regarding assignments, workshops and other matters related to their studies.

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STUDENT SUPPORT

“Thank you so much for the hospitality and warmth you gave us in the last three days.” - Thobekile Ndlovu, Risk Management BCom Group 9

“Thank you so much for the unwavering support and being a pillar of strength.” - Takaedza Jonhera, Zimbabwe BTD MSc Group 6

“I just want to say thank you as I really enjoyed our classes. I now have a different approach to a situation arising at work as well as in my personal life. This was truly something out of the ordinary.” Zipphora Swanepoel FNB Housing Finance (2016) BCom Applied to Finance

“Thank you so much for all your patience with me…. You have supported me a great deal and I appreciate it more than you know.” - Vanessa Zietsman Leonardo BCom Group 5

“Thank you to all for making this experience so memorable to me.” - Richard Goddard, Leonardo MSc Group 22

“Everything we write about, we implement. I have definitely seen a return on investment studying here” - Yusuf Said Leonardo BCom Group 4

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WHAT ARE OUR MILESTONES?

30


WHAT ARE OUR MILESTONES?

FACTS & FIGURES

A TOTAL OF

of students are participating 15% through recognition of

517 CERTIFICATE

257 DIPLOMA

prior learning (RPL)

27 BCOM

205 MSC 2210 STUDENTS CURRENT

87 PHD 7%

438

postgraduates

43%

1772

FEMALE MALE

A mature student population with students older than 35 years of age

76%

DEMOGRAPHICS

57%

undergraduates

50

40

30

20

10

0

Bla ck Wh ite Ind ian Co lou re d

STUDENTS

Students have graduated during the first 12 years

of enrolments are students from beyond South Africa’s borders

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AWARDS PROGRAMMES

32


INNOVATION AWARDS PROGRAMMES

DA VINCI TT100 BUSINESS INNOVATION AWARDS PROGRAMME The TT100 Awards Programme, with support from various partners (including The Department of Science and Technology, Eskom, PwC and the IDC) was launched in 1991 by the South African Engineering Association (SAVI). The programme has been focused on drawing attention to the importance of developing a local culture of technological innovation and excellence. TT100 has evolved into one of the foremost business awards programmes that laud companies for their prowess in the Management of Technology, Innovation, People, Systems, Research and Sustainability, regardless of their industry. The programme is an effective vehicle for achieving growth and innovation advancement in our country, while raising awareness of the critical need for all companies to embrace the management of technology, innovation and people in a systemic and sustainable manner. Since 1994, TT100 has enjoyed strong endorsement by the Department of Science and Technology (DST) as the major government sponsor. The TT100 Programme forms an integral part of The Institute’s annual business operations.

ACCENTURE INNOVATION INDEX The Accenture Innovation Index measures, recognises and rewards innovation and systems of innovation in organisations, and provides an authoritative and objective snapshot of the current

TT100, part of Da Vinci, recognises organisations for their prowess in the Management of Technology, the Management of Innovation, the Management of People in a systemic way.

state of innovation in South Africa.

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COUNCIL AWARD PROGRAMMES

THE BENJAMIN ANDERSON AWARD FOR WORK BASED LEARNING In view of the fact that the first cohort of BCom students graduated in 2015, a new academic award for academic excellence was instituted, aimed at recognising outstanding performance in respect of the BCom qualification. A central feature of the BCom qualification is the Work Based Challenge (WBC) – an approach unique to The Da Vinci Institute. The award will be presented to a student who has passed the BCom degree cum laude; and has achieved at least 75% in the Work Based Challenge.

THE DA VINCI LAUREATE: SOCIAL ARCHITECTUREIS The Da Vinci Laureate: Social Architectureis award serves to acknowledge an individual that has made a singular contribution to the re-definition of social systems with a view to create an equitable society, self-directedness and embracing unity in diversity. Through insightful leadership and a passion for the development of communities, the contributions of recipients of the laureate award are recognised at a National or International A guide to the Da Vinci Curiosita Colloquium. Circa 2007. “An insatiably curious approach to life and an unrelenting quest for continuous learning” – Michel J Gelb (1998)

level, and thereby provide an opportunity for society at large to appreciate the contributions made by such individuals regarding the re-positioning of society as a sustainable community.

THE DA VINCI PRESIDENT’S AWARD The Da Vinci President’s Award recognises students who, through excellence in applied research, contribute to an alternative understanding of what constitutes the Da Vinci Institute’s offerings related to Managerial Leadership in Technology, Innovation, People and Systems Thinking. The student(s) should, through research activities, demonstrate an unquestionable contribution(s) towards the creation of new knowledge and application as related to the Management of Technology, the Management of Innovation, the Management of People and the Management of Systems within a specific organisational context.

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COUNCIL AWARDS PROGRAMMES

THE NATALIE DU TOIT AWARD This award recognises individuals who display persistence, cheerfulness, a sense of adventure, tenacity, courage and helpfulness to others and who have either ably balanced their academic studies with extramural activities, or have balanced their achievements with real life challenges and opportunities in such a way as to benefit society at large.

THE DA VINCI COMMUNITY SERVICES AWARD The Da Vinci Institute has incorporated Community Services as a key component in all offerings to clients. This award recognises students who demonstrate a commitment towards community involvement and who have included community activities into their learning and research.

THE DA VINCI MANDALA RESEARCH AWARD The Mandala is a symbol of integrating different parts into a synthesized archetype of subjective truth. The more we become integrated, or the more a piece of work is integrated, the more authentic it becomes in the strife towards wholeness.

THE DA VINCI PHD EXCELLENCE AWARD The aim of the Da Vinci PhD Academic Award is firstly, to acknowledge academic excellence demonstrated by a Da Vinci PhD graduate; secondly, to serve as an example of excellence for other Da Vinci students; and thirdly, to promote The Da Vinci Institute through the quality of its students’ work.

“I know I have changed, I have become a better person because of my studies.” - Paula Krause, Leonardo BCom Group 4

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CORPORATE SOCIAL INVESTMENT

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CORPORATE SOCIAL INVESTMENT

Da Vinci has identified key projects in which we believe we can make a meaningful contribution to people and organisations:

GAUTENG OPERA At Da Vinci, we believe that action learning comes in many shapes and facets and we do

“The dream of Da Vinci is to contribute to the development of sustainable societies.”

not believe in binding down any form of management that can be developed, albeit in a workshop or on a stage and we place great value on artistic expression as much as we do on business science. Despite having faced adverse operating conditions during the economic downturn, the Gauteng Opera, an opera production company, formally known as The Black Tie Ensemble, founded in 1999 by legendary soprano diva, Mimi Coertse, continues to develop performers from disadvantaged communities and showcasing them on both South African and international stages. Such an organisation cannot rely on its performing talent alone and the running of the production company is met with organisational challenges as any other business. Da Vinci also looks at the balanced needs of its students and in light of this we are proud sponsors of not only two very talented GAUTENG OPERA Tenors but we have also provided a bursary for a Master’s Programme (MOTI) to Gauteng Opera’ artistic director.

– Prof Benjamin Anderson,

The approach remains in an action learning framework in that this qualification will require the

CEO, The Da Vinci Institute

student to apply his knowledge in the Gauteng Opera Production Company.

I WAS SHOT IN JOHANNESBURG Da Vinci is proud to be involved with the ‘I Was Shot in Johannesburg’ Initiative that provides a platform for youth at risk to learn skills and generate an income. The Iwasshot FOUNDATION is a direct assault on homelessness. The Iwasshot FOUNDATION provides Skills Development Programs, with photography as the medium, to children living on the streets of our Urban Centres. The Foundation is a non-profit, non-government organisation aimed at strengthening the potential of individual lives - educating, recognising and caring for children who hold on to the smallest light of hope for a better future. The Foundation stands independent of discrimination of religion, race, culture and gender boundaries. ‘IWasShot’ operates in close collaboration with shelters that provides a safe environment for these children. The Foundation makes use of existing infrastructures as far as possible and builds upon them. The programs are implemented by Bernard Viljoen, registered architect and professional photographer, through direct contact with the children. The Iwasshot Foundation initiates community-based projects that focus on the personal development and enrichment of children who might otherwise not have had the opportunity to explore their creativity. The focus of the project lies

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CORPORATE SOCIAL INVESTMENT

within the inner cities where children are constantly exposed to the darker side of humanity. Iwasshot Foundation works within communities affected by homelessness and highlights the vibrancy, paradoxes, multiplicity and talents of children who should be at play. The aim is to change the perspective of street children and re-empower them through innovative programs within their communities, to educate and enhance positive awareness. The Da Vinci Institute provides master classes from a managerial leadership perspective.

LITTLE GREEN NUMBER Three Little Words that could Change the World! Little Green Number is an award winning company who turn ads into bags! Each one of their bags, made from recycled billboards, is funky and unique. They are passionate about creating jobs AND saving the planet. One billboard at a time! Their Buy 1 Give 1 philosophy means that for every Little Green Number bag one buys they donate a Little Green Number to a school child that needs it.

LITTLE More sales equal more jobs. And more jobs mean that hard working, talented South Africans have hope. A chance, an opportunity to feel successful, great at what they do. Little Green Number has community based micro manufacturing franchises all over Gauteng, and they intend to take this national. They are passionate about wiping out poverty, through social business principles: doing good, whilst doing good business. One Little Green Number at a time.

Da Vinci together with its Research and Industry associates co-create new workplace realities for students.

GREEN Billboards have nowhere to go. There’s no billboard heaven (or hell!) when they die. They just stick around forever and ever and ever. By participating in their upcycling process they have taken them off the streets and the garbage heaps and given them a new lease on life.

NUMBER No one else has a Number exactly like anyone elses! Everyone’s number is funky, sexy and unique. Made with love. To be worn with joy! Their products are all upcycled, they have character, a story to tell, so pardon the few scratches and scuff marks. The Da Vinci Institute supports this initiative by presenting each new student with their very own Little Green Number.

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PURPLE COW REWARDS & RECOGNITION PROGRAMME


PA GE

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PURPLE COW REWARDS & RECOGNITION PROGRAMME

ABOUT THE PURPLE COW The Purple Cow is a book written by American author and marketer Seth Godin. His view on marketing has changed the landscape within which organisations operate. This cult book has a simple message. Be remarkable. Purple Cow argues that the only way to cut the hyper-

“The reason it would shine among a crowd of perfectly competent, even undeniably excellent cows, is that it would be remarkable.” - Seth Godin, author: The Purple Cow

clutter of products and advertising today is to innovate something new, unique and remarkable – like a purple cow.

THE CONCEPT OF BEING REMARKABLE Cows, after you’ve seen them for a while, are boring. They may be well-bred cows, Six Sigma cows, cows lit by a beautiful light, but they are still boring. A Purple Cow, though: Now, that would really stand out. The essence of the Purple Cow — the reason it would shine among a crowd of perfectly competent, even undeniably excellent cows — is that it would be remarkable. Something remarkable is worth talking about, worth paying attention to. Boring stuff quickly becomes invisible.

THE PURPLE COW REWARDS & RECOGNITION PROGRAMME The idea was born to allow Da Vinci staff members to reward each other for remarkable achievements. Telling our own story and listening to those stories of colleagues has been an important drive to ensure the success of the Purple Cow initiative at Da Vinci. Ultimately it is meant to reward and recognise each other whilst at the same time taking pride in our own individual achievements and sharing those with the team.

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Da Vinci House 16 Park Avenue Modderfontein Johannesburg South Africa T: +27 11 608 1331 F: +27 11 608 1332 I: www.davinci.ac.za E: info@davinci.co.za The Da Vinci Institute for Technology Management (Pty) Ltd is registered with the Department of Higher Education and Training as a private higher education institution Act, 1997. Registration No. 2004/HE07/003


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