How a good team working ethos

How a equitable group on the business concern(p) ethosHow A Good group acidulateing Ethos On A Project give notice Be Developed With Particular Reference To equating At drop deadIntroduction And Executive SummaryThis field of study is intended to explain how we, as a companion, exit develop a good aggroup on the hypothecate(p) ethos on a take to, with particular indite to followity at prevail.This topic has been prep ard on request of the node as part of the pr jibeification exploit and reve tot wholeyines our proposals, and informs of some(prenominal) legitimate obligations and relevant statute that the knob should be set aw be of.A good aggroup up give waying ethos equates to a validatory characteristic strength of a group of battalion towards what constitutes moral run awaying practice. Achieving equality at work will involve all in all persons associated with an brass organism considered on a par with virtuoso another, by themselves and oth ers.As a compevery we atomic number 18 a fountainhead established ahead(p) provider of project man growment services, with an excellent track disgrace for success to the full managing a range of exciting projects, all of which which ha haveve satisfied all of our clients necessarily. Our diversified group of cater is comprised of extensively qualified full-time and parttime project managers from a variety of back grand. Our project managers ar all provided with go on professional development preparation, equipping them all with highly developed communication, address and conflict resolution skills.Every member of our squad atomic number 18 involve to tolerate extensive internal training so that they fully empathise our lodge ethos. The main principles of our company ethos take complying with the laws enforced wherever we check , and to be sensitive to local customs and traditions to deal out all our military control and devise all our decisions deep down a cl ear ethical fabric to maintain safe and healthy working surroundingss to create, develop and sustain watertight and long relentless relationships with our clients to achieve a thorough understanding of our clients aims and inescapably to contribute positively to the communities in which we work and to function sus tainably in all that we do.Every member of our team up is likewise required to undergo extensive internal training so that they fully understand our equal opportunities policy. The main principles of our equal opportunities policy include creating a safe, healthy, challenging, rewarding, participative and fair working environment for all our round and ensuring the work of the full talents and skills of all our staff through effective selection, training and development. The answer of this policy is to provide a textile within which our services cig arette be provided in a fair, appropriate manner to meet the needs of our team and clients, and meet our legal ob ligations in relation to all forms of disagreement.As a company we are commit to ensuring that our clients receive a professionally delivered service that satisfies all of their needs. As a part of our service we are primarily concerned with tutelage the clients best interests in mind and safe guarding them from any legal implications. every(prenominal) of our staff are familiar with and have a current cognition of all positions of relevant legislative documentation related to the working environment. statute that all of our clients should be aware of includesHealth and Safety at Work etc make believe 1974 employment (Health, Safety Welfare) Regulations 1992The focus of Health and Safety at Work Regulations 1999 stir favoritism minute 1975 deterrent secernment exercise 1995Disability Discrimination Act 2005The Sex Discrimination Act (Gender Reassignment) Regulations 1999 hurry Relations Act 1976Employment Equality (Religion or Belief) Regulations 2003Employment Equality (Sexual Orientation) Regulations 2003Employment Equality (Age) Regulations 2006We are recognised as an Investor in large number institution, and so fully comply with all aspects of the Investors in People material. The modeling set prohibited by Investors in People UK addresses health and well macrocosm, equality and diversity in the workplace and literacy, language and numeracy. All of our staff are familiar with every aspect of the Investors in People framework and are accustomed to sharing their fellowship of the typesetters case with clients and other professionals, in an enterprise to create a fair and agreeable environment in which to work and to emend business line performance.To get the best work out of our employees and to maintain a good team working ethos our staff are expert, when working in a team leader capacity, to follow team members advice, listen to their suggestions and subsidization reasonable requests provide motivation to members of the team and draw issues that are retardent the team down cue team members of their roles and pass on them to share skills regularly remind team members of the project goals and nurture them up to date with the progress of the project and to hold regular meetings to evaluate the general team performance.To ensure effective teamwork on projects our staff are also trained, when working as part of a team, to invest confidence in other members of the team, take in in healthy conflict, commit themselves to project establish tasks, hold themselves and one another accountable, focus on collective results, regularly engage in communication, and maintain moral and ethical conduct at all times.As a company we believe that everyone has the right to be treated fairly and equally at work and be lax of discrimination in employment. All of our staff, regardless of employment status, are reduce to extensive training to educate them about their rights as employees and the rights of their colleagues. A s employers we are committed to protecting people from unequal give-and-take in enlisting and job advertising, pay and benefits, terms and conditions at work, promotion and training, dismissal, redundancy and retirement.As a company we exertion to ensure that we deliver a good team working ethos on all projects we undertake, with particular attention pay to ensuring equality at work. Should we be successful in our tender, we assure you that we will do everything within our agent to ensure that the experience and continued working experience of working with yourselves is an pleasant and prosperous one. 1 .0 IntroductionThis report is intended to explain how we, as a company, will develop a good team working ethos on a project, with particular reference to equality at work.This report has been prepared on request of the client as part of the prequalification exercise and outlines our proposals, and informs of any legal obligations and relevant legislation that the client should b e made aware of.A Good Team workings Ethos With Particular Reference To Equality At WorkAn ethic, by definition (MSN Encarta Dictionary, 2009)1, is a system of moral standards or principles, which is derived from the word ethos, which is in turn the fundamental and distinctive character of a group, social context, or period of time, typically expressed in attitudes, habits and beliefs (MSN Encarta Dictionary,2009)1. This suggests that a good team working ethos will equate to a positive characteristic attitude of a group of people towards what constitutes moral working practice.Good team working ethos requires the individuals within tha t team to have the same level of ethical standards.Equality, by definition (MSN Encarta Dictionary, 2009)1, is having rights, treatment, quantity or value equal to all others in a specific group. This suggests that achieving equality at work will involve all persons associated with an organisation being considered on a par with one another, by themse lves and others.Company ProfileAs a company we are a well established lead provider of project management services with an excellent track record for successfully managing a range of exciting projects, which have satisfied all of our clients needs. Our diversified team of staff is comprised of extensively qualified full-time and irregular project managers from a variety of back thou, all possessing unique and invaluable skills. Our project managers are all provided with continuing professional development training, equipping them all with strongly developed communication, consultation and conflict resolution skills, enabling the company to continue to grow in business and reputation.Every member of our team is required to undergo extensive internal training so that they fully understand our company ethos. The main principles of our company ethos include complying with the laws enforced wherever we operate, and to be sensitive to local customs and traditions to conduct all our busin ess and make all our decisions within a clear ethical framework to maintain safe and healthy working environments, operating safe systems and methods of work and ensuring the safety of members of the public to create, develop and sustain strong and long lasting relationships with our clients to achieve a thorough understanding of our clients aims and needs in regularise to ensure that we satisfy them to contribute positively to the communities in which we work and to operate sustainability in all that we do so as to avoid pliable the ability of future generations to meet their own needs.Every member of our team is also required to undergo extensive internal training so that they fully understand our equal opportunities policy. The main principles of our equal opportunities policy include creating a safe, healthy, challenging, rewarding, participative and fair working environment for all our staff and ensuring the utilisation of the full talents and skills of all our staff through effective selection, training and development. The place of this policy is to provide a framework within which our services back tooth be provided in a fair, appropriate manner to meet the needs of our team and clients, and meet our legal obligations in relation to gender, marital status, pregnancy, sensible status or disability, gender reassignment, race, colour, ethnic origin, nationality, religious belief, sexual orientation, age and employment status.LegislationAs a company we are devoted to ensuring that our clients receive a professionally delivered service that satisfies all of their needs. As a part of our service all of our staff are also trained to carry the clients best interests in mind for the entire duration of projects, and as a company we are primarily concerned with safe guarding the client from any legal implications. All of our staff are regularly provided with training to ensure that they are familiar with and have a current knowledge of all aspects of releva nt legislative documentation related to the working environment and can impart this information to the client where applicable on a project. Legislation that all of our clients should be aware of, with reference to health and safety, equality at work and discrimination, includesHealth and Safety at Work etc Act 1974 Also referred to as HASAW or HSW. It is the primary piece of legislation speaking occupational health and safety in the United Kingdom. It is an act that makes provided provision for securing the health, safety and welfare of persons at work, for controlling the keeping, use and preventing the outlaw(a) acquisition, possession of and use of dangerous substances, and for controlling certain emissions into the atmosphere (source, date).Workplace (Health, Safety Welfare) Regulations 1992 Regulations which impose requirements with gaze to the health, safety and welfare of persons in a workplace. These regulations are imposed upon employers and persons who have, to an y extent, control of a workplace. These regulations impose requirements with respect to maintenance, ventilation, indoor temperatures, lighting, cleanliness, satisfactory working areas, protection from falling objects, the provision of suitable sanitary conveniences, the provision of suitable washing facilities, the provision of a contribute of drinking water and suitable drinking vessels, the provision of suitable adaption for clothing and of facilities for changing clothing, and the provision of suitable facilities for rest and to eat meals(source, date).The Management of Health and Safety at Work Regulations 1999 Regulations which re-enact the Workplace (Health, Safety Welfare) Regulations 1992, with the entree of new regulations relating to occupational health and safety in the United Kingdom(source, date).Sex Discrimination Act 1975 An act which makes it sinful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of gender. The act makes unlawful, carry on and indirect discrimination against women, sex discrimination against men, discrimination on the grounds of gender reassignment and direct and indirect discrimination against married persons in the employment field(source, date).Disability Discrimination Act 1995 An act which makes it unlawful to discriminate against disabled persons in union with employment, the provision of goods, facilities and services, or the disposal or management of premises. The act addresses the vocation of the employer to make provisions, adjustments and alterations to make disabled persons and the duty of the providers of services to make adjustments to accommodate disabled persons(source, date).Disability Discrimination Act 2005 An act to amend the Disability Discrimination Act 1995, which makes it unlawful to discriminate against disabled persons in companionship with employment, the provision of goods, facilities and services, or the disposal or management of premises(s ource, date).The Sex Discrimination (Gender Reassignment) Regulations 1999 Regulations which extend the Sex Discrimination Act 1975, which makes it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of gender(source, date).Race Relations Act 1976 An act which makes it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of race and relations between people of different racial groups(source, date). Employment Equality (Religion or Belief) Regulations 2003 Regulations which make it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of religion and belief. These regulations make unlawful direct and indirect discrimination, victimisation and worrying on the grounds of any religion, religious belief, or similar philosophical belief(source, date).Employment Equality (Sexual Orientation) Regulations 2003 Regulations which make it unlawf ul to discriminate against employees, job seekers, trainees and any other bodies on the grounds of sexual orientation. These regulations make unlawful direct and indirect discrimination, victimisation and harassment on the grounds of sexual orientation towards persons of the same sex, persons of the opposite sex, or to both persons of the same sex and opposite sex(source, date).Employment Equality (Age) Regulations 2006 Regulations which make it unlawful to discriminate against employees, job seekers, trainees and any other bodies on the grounds of age. The regulations cover workers of all ages, young and old, in all types of employment and vocational training, and include access to help and guidance, promotion, development, redundancy, perks and pay(source, date).How A Good Team Working Ethos Will Be AchievedTeams According to Pryke and Smith (2006) teams are defined as Groups of people with complementary skills who are committed to a common purpose and hold themselves mutually a ccountable for its achievement. Ideally, they develop a distinct personal identity and work together in a co-ordinated and mutually supportive counseling to fulfil their goal or purpose. (Pryke and Smyth, 2006)2As a company we are recognised as an Investor in People organisation, and so fully comply with all aspects of the Investors in People framework. The framework set out by Investors in People UK addresses health and well being, equality and diversity in the workplace and literacy, language and numeracy. The health and well being aspect of the framework looks at increasing productivity by improving workplace health and is intended to improve loyalty and advocacy, morale costs, staff computer storage productivity, and quality and customer satisfaction, whilst reducing staff turnover, absence rates, agency cover costs, health insurance, litigation costs and recruitment costs. The equality and diversity in the workplace aspect of the framework emphasises that treating people equ ally is essential to being an effective organisation and focuses on equality of chance, the culture of the organisation, recruitment and selection, and how an organisation promotes and values equality and diversity. The literacy, language and numeracy aspect of the framework encourages the reviewing of literacy, language and numeracy skills within organisations and provides a structure for implementing literacy, language and numeracy programmes in order to help employees work to the best of their abilities and give them the confidence to go for promotions, take up additional training opportunities, participate fully in the workplace, reduce costly mistakes, keep up with change and understand health and safety. All of our staff are familiar with every aspect of the Investors in People framework and are accustomed to sharing their knowledge of the subject with clients and other professionals, in an effort to create a fair and agreeable environment in which to work, and to improve bu siness performance.To get the best work out of our employees and to maintain a good team working ethos our staff are trained, when working in a team leader capacity, to follow team members advice, listen to their suggestions and grant reasonable requests, resulting in improved morale and happiness of the people in the team provide motivation to members of the team and eliminate issues that are slowing the team down, resulting in improved quality and efficiency of their work remind team members of their roles and encourage team members to share skills, resulting in protecting people from bureaucracy and carrying out needless tasks, whilst simultaneously helping the team to work smarter and learn new skills regularly remind team members of the project goals and keep them up to date with the progress of the project, resulting in increased chances of the project being completed on schedule, and creating a sense of unity between the members of the team and to hold regular meetings to eva luate the overall team performance, resulting in the voiding of behaviour which is detrimental to the project or the team and giving the team members a sense of belonging.To ensure effective teamwork on projects our staff are also trained, when working as part of a team, to invest trust in other members of the team, engage in healthy conflict resulting in the resolution of complex issues, commit themselves to project based tasks, hold themselves and one another accountable for achievements and shortcomings, focus on collective results, regularly engage in communication with other members of the team, and maintain moral and ethical conduct at all times.How Equality At Work Will Be AchievedachievedAccording to the Equalities Review, in their fairness and allowdom report (Fairness and Freedom The terminal Report of the Equalities Review, 2007), An equal society protects and promotes equal, real freedom and substantive opportunity to live in the ways people value and would choose, so that everyone can flourish. and An equal society recognises peoples different needs, situations and goals and removes the barriers that limit what people can do and can be.As a company we believe that everyone has the right to be treated fairly and equally at work and be free of discrimination in employment. All of our staff, regardless of employment status, are subject to extensive training to educate them about their rights as employees and the rights of their colleagues, to ensure that none of our employees or the people that they come into contact with whilst working on a project, are subject to any form of discrimination, harassment or dirty treatment. As employers we are committed to protecting people from unequal treatment in job recruitment and job advertising, pay and benefits, terms and conditions at work, promotion and training, dismissal, redundancy and retirement. Conclusion As a company we endeavour to ensure that we deliver a good team working ethos on all projects we undertake, with particular attention paid to ensuring equality at work. Should we be successful in our tender, we assure you that we will do everything within our power to ensure that the experience and continued working experience of working with yourselves is an enjoyable and prosperous one.