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CONSTRUCTION PROFESSIONAL STUDIES
BSc. (Hons) in Quantity Surveying & Construction Management
RAJENDRA SASIRAJ
STUDENT ID: - 23047795
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 1
Acknowledgement
First of all I would like to thank the Almighty Lord Shiva and I convey thanks to our
Construction Professional Studies Lecturer Mr. Gamini Rajakaruna who gave me enormous
guidance and support me continuously. It was really helpful to me to complete this assignment
successfully in a scheduled time.
Further extending my gratitude to ICBT for giving me a chance to study this degree program
offered by SHU (Sheffield Hallam University) and I express my sincere thanks to the Director,
Lecturers and Staffs of ICBT.
I express my gratitude to my senior students clearing my doubts and also I never forget my
beloved parents at this time for allowing me to study and participate in this degree program to
improve my status in the society. Finally, I would like to thank my friends for incorporating
with me to complete my assignment
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Contents
Acknowledgement .....................................................................................................................1
Contents .....................................................................................................................................2
Figure Content ...........................................................................................................................3
Table Content.............................................................................................................................3
Executive Summery...................................................................................................................4
Introduction................................................................................................................................5
Task 1 Fly Sheet.........................................................................................................................6
Task 1.1..................................................................................................................................7
Task 1.2................................................................................................................................13
Task 1.3................................................................................................................................15
Task 1.4................................................................................................................................23
Task 2 Fly Sheet.......................................................................................................................26
Task 2.1................................................................................................................................27
Task 2.2................................................................................................................................29
Task 2.3................................................................................................................................32
Task 2.4................................................................................................................................35
References................................................................................................................................46
Appendix..................................................................................................................................49
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Figure Content
Figure 1 - Chartered Institute Of Building (CIOB) Membership Grades and Requirements..16
Figure 2 - Graduate Route to RICS Membership ...................................................................17
Figure 3 - Professional Experience Route to RICS Membership ...........................................18
Figure 4 - Senior Professional Route to RICS Membership...................................................18
Figure 5 - Academic Route to RICS Membership..................................................................19
Figure 6 - Adaptation Route to RICS Membership ................................................................20
Figure 7 - AssocRICS route to RICS Membership..................................................................21
Figure 8 - Factors impacting on Continuing Professional Development (CPD) .....................23
Figure 9 - The cyclic process of Continuing Professional Development (CPD).....................24
Figure 10 - Company Organization Chart ...............................................................................27
Figure 11 - Team Building.......................................................................................................29
Figure 12 - Types of Organization Culture & Characteristics ................................................32
Figure 13 - Leadership Characteristics ....................................................................................33
Figure 14 - Leadership styles & Level of control....................................................................34
Table Content
Table 1 - Professional and Ethical Standards of RICS ..............................................................8
Table 2 - Rules & Regulation of Chartered Institute of Building (CIOB)...............................12
Table 3 - Direct Entry route to RICS Membership..................................................................21
Table 4 - Divisional Heads & Mangers Responsibilities.........................................................28
Table 5 - Leadership styles and its characteristics...................................................................34
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Executive Summery
This assignment contains two tasks. In the first task I explain the codes of professional conduct
set by two professional bodies, difine the Initial Professional Development (IPD) by referring
these two bodies in relation to Built Environment Sector. I explain the procedure of achieving
corporate membership of a professional institute in relation with built environment sector and
also I define the Continuous Professional Development (CPD) and how it supports to improve
the skills of its members with two professional institutes such as RICS & CIOB.
In the second task I explain with typical organization chart how the managers in the chain of
command hold down main responsibilities that keep the site workers, I explain as a construction
manager what are the steps will take to build an effective construction team and also I explain
the different types of leadership styles and organization cultures , and how they impact the
performance of a construction companies/organizations. Finally I explain the procedure to
setting up of construction company.
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Introduction
construction industry is most challenging and demanding industry comparing to other industry,
construction project requires many professionals for many trades to run the project
successfully. Professional bodies and institutes create and develop the professionals.
Professionals essential responsibility is to abide ethics and codes of professional conduct
provided by the professional bodies.
Construction companies main target is achive their goal successfully so they dived into many
division , each division is responsible for different tasks so the mangers in hierarchy is
responsible to keep construction workersup to their work. To improve the performance in
company and the construction project, there should be team building required. Organizational
culture contributes to the distinctive psychological and social environment of an organization.
It affects the way groups and people cooperate with clients or stakeholders or each other.
Performance of successful organization depends on proper behavior from employees and
managers. If the leaders guide the team members effectively they can produce fruitful output.
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TASK 1
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Task 1.1
In the current time period of construction industry, there are so many professional institutions
/ bodies are engaged to assess the various functions by instruct and maintain the ethics and
codes of professional conduct (Charted Quality Institute, 2014).
In the Building Environmental Sector, Professional Institutions are considered as main role and
these institutions maintain the standard of profession and also known as an organization whose
members are considered as single professionals. In some particular jobs it is mandatory to be a
member of relevant professional institutions / bodies. This commonly relies on whether or not
the occupation requires the experts to obtain a ‘licence to practice’, or selected on a professional
register, with the purpose of do their occupation. Not all professional institutions / bodies
obtain regulatory functions. In some professions it is essential to be registered with the
supervisory body but not the professional body, who may issue a set of services to their
specialized members without changing them. (Total Professions, n.d.).
Here I explained about the ethics, codes of professional conduct established by two
professional bodies in connection with built environment sector are mentioned below;
1. Royal Institution of Chartered Surveyors (RICS)
2. Chartered Institute of Building (CIOB)
Royal Institution of Chartered Surveyors (RICS)
Having extensively consulted with members worldwide and using experts knowledge in the
field of ethics, a set of worldwide ethical and professional standards for all RICS members has
been agreed and written by RICS governing Council (Royal Institution of Chartered Surveyors
, 2014).
There are five professional and ethical stands which provide clarity for RICS members which
are mentioned under Table No.1;
Sl No.
Professional and
Ethical Standards
Respective regulations
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1 Act with integrity
Being straightforward and honest in the work, sharing
necessary and proper information with your clients/other
stakeholders to conduct business and they can clearly
understand.
2
Always provide a
high standard of
service
Be clear about what service you are offering to your client /
others and ensure what client/others require.
3
Act in a way that
promotes trust in
the profession
Fulfilling your responsibilities, Understand how your actions
can impact others and the environment. Act in a proper manner,
both in your private life and professional life.
4
Treat others with
respect
Treat everyone with politeness, courtesy, respect and consider
business practices and cultural thoughtfulness, also never
discriminate against anyone of any kind reason.
5 Take responsibility
Be responsible for all your actions, if things go wrong don't
blame others and if you unsure something wrong so be prepared
to take necessary action.
Table 1 - Professional and Ethical Standards of RICS (Royal Institution of Chartered Surveyors
, 2014)
Chartered Institute of Building (CIOB)
CIOB members are administered by the Royal Charter and the Bye-Laws. It is clearly
mentioned under law all CIOB members are assured to further to the finest of their ability the
objects, interests and influence of the institution. Members shall also detect the rules and
regulations for professional conduct and competence and all other rules and regulations of the
institute until some other arrangement is made (Chartered Institute of Building , n.d.)
Below mentioned rules and regulations were created by the trustees on the 31st
March 1993
under the powers dedicated in them by the Royal Charter and the Bye-Laws. The processes
related with these rules and regulations are laid down in the institution’s disciplinary
regulations. (Chartered Institute of Building , n.d.)
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Sl No. Rules Regulation
1 Members have to full fill their professional duties and
the responsibilities that they commence, have complete
regards to the interest of public
Distinguishing Letters and use of Descriptions.
1.1. All CIOB members are authorized to use their unique letters of
membership or description only in combination with their personal name
these may not be used in combination with the name of a business or other
organizations/company.
1.2. Members who are partners, directors or proprietors of a business can
show their name, any proper distinguishing letters of membership, and an
associate description on the places and name boards of the business.
1.3. Members may show their name, any suitable distinguishing letters of
membership, and/or description, on personal stationery, publications, and
site notice boards, and on those of business or other companies /
organizations with which they are related.
1.4. The Institute will from time to time bring out direction setting out the
exact manner and style in that member’s unique letters and descriptions may
be used.
2 Members shall make known a level of consistent,
competence with their class of membership.
Logo
Corporate members contributing an advisory service may use the
logo approved by the Board on; advertisements, site signboards, report and
brochures covers, stationery and drawings in agreement with guidelines
3 Members shall always act with integrity. Advisory Service
Professional institute doesn’t set a scale of fees. Any fees made by a member
will be reasonable and fair. Before undertaking a paid advisory service,
members should agree in writing with their client;
3.1. The scope, limitation and limitation of the suggested advisory service
and where suitable the manner in which it is to be delivered and documented
3.2. Timing and basis of any duty to be made including it otherwise it will
go for out of control
3.3. Any provision to be made for compensation of travelling, printing costs
and other related expenses
3.4 Processes for reimbursement in the event of a disagreement.
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3.5 the nature and scope (including any limitation or restriction) of the
insurance issued in connection to any advisory service comprising but not
limited to Third Party Liability, Professional Indemnity and Employer’s
Liability insurance.
4 Members who are working in other countries shall
follow these rules and procedures so far as they are
applicable.
Advertising
4.1 It should be relevant and factual in substance and presentation. They
must not comprise information which is false, unfair, misleading, flippant
or otherwise disreputable to the profession.
4.2 If any advertising firm/agency is used by a member, the member remains
accountable for guaranteeing that advertisements fit in to the provisions of
these Guidelines and Procedures of Professional Competence and Conduct.
5 Members have to discharge their assigned duties with
complete probity and fidelity. In particular members
shall;
5.1. Members shouldn’t reveal to any person, company
or firm any information of a private nature connecting to
the business processes or activities of their client or
employer attained throughout the course of their effort.
5.2. Members shouldn’t without the authorization of
their client or employer, solidify any service, with or
without payment, that encounter with the interests of
their client or employer
5.3. Member should make sure, when giving an advisory
service, which advice given is unbiased and fair
5.4. Member should make sure, when undertaking any
other activity related construction, that all such work is
in agreement with current standards and good practice
which fulfills with all contractual and legal requirements
5.5. At any time members shouldn’t accept or offer
favors or gifts that would be understood by the Institute
as utilizing an influence to get preferential treatment.
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6 Members shouldn’t undertake work for which they
knowingly not enough technical or professional
capability, or the not enough resources to encounter their
responsibilities.
7 Members who are not capable to take on all or part of a
particular advisory service shall whichever drop to
provide advice or secure suitable capable assistance.
8 Members should use only the distinguishing letters of
membership and suitable description recommended in
Bye-Laws 17 and 18 and in agreement with Professional
Conduct Regulation 1.
9 Corporate members are only allowed to use the logo
accepted by the Board for use by members in relation
with their advisory service, in agreement with
Professional Conduct Regulation 2.
10 Members giving an advisory service are mandatory to
get professional indemnity insurance to cover the full
legal responsibility of any advisory service issued and to
accept by Professional Conduct Regulation 3.
11 Members undertaking any other activity related to
construction are compulsory to uphold insurances and
guarantee their client in contradiction of the risks for
which insurance is usually caused rising out of the works
in respect of third parties, workmen and neighboring
properties.
12 Members shouldn’t recklessly or maliciously attempt to
injure or injure, whether indirectly or directly, the
professional status or business of others.
13 Members should keep themselves updated with current
situations and develop proper to the level and type of
their obligation. They should capable to issue evidence
that they have undertaken personal development and
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sufficient study to fulfil their own professional
responsibilities in agreement with the present rules for
Continuing Professional Development (CPD).
14 According to conditions elaborated in Professional
Conduct Regulation 4, Members shall only promote their
services; they are allowed to make their availability and
experience known to organizations and individuals
where it is understood that a chance may occur for their
services.
15 Members shall at all times have broad knowledge of, and
due regard for, regulation in respect of Health, Safety
and Welfare as it impact all parts of the building process,
from design, construction, maintenance to demolition.
Members should be accountable for make certain that
coworkers and others members engaged with the
building process are being cautious of and understand
their duties under such regulation. In particular members
shall;
15.1. Members have capability to undertake risk
assessment and to make sure that the outputs from the
assessment is tailed through into safe systems of
working.
15.2. Members shall be dedicated to providing a clean,
safe and tidy working place for all concerned in the
process of building , and at all times to obey with rules
and best practice
15.3. Members shall be encourage and provide all
under their control to undertake continuing and training
development in Health and Safety stuffs.
15.4. Members shall have a Health and Safety plan for
any activities of building , to keep the plan present and
to make sure that the plan is executed and observed
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15.5. Members have to make sure that all records are
properly documented filed and kept for easy access and
review, and at all times make it available for audit.
15.6. Members have to be committed and prepared to
proceed disciplinary action against any single or those
who ignore or abuse any rules, involving themselves or
any others at risk
16 Members shouldn’t differentiate on the grounds of race,
gender or ethnic origin, marital status, sexual orientation,
creed, disability, nationality or age and shall seek to
remove such discrimination by others to encourage equal
chances.
Table 2 - Rules & Regulation of Chartered Institute of Building (CIOB) (Chartered Institute of Building , n.d.).
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Task 1.2
Initial Professional Development (IPD) is the development and acquirement of the specialized
skills and knowledge which are required to practise as a professional. It links the crack between
a student’s educational base and achieving professional qualifications (Institution of Structural
Engineers, n.d.).
Here I explained about the Initial Professional Development (IPD) by two professional bodies
in connection to built environment sector are mentioned below;
1. Chartered Institute Of Building (CIOB)
2. Royal Institution Of Chartered Surveyors (RICS)
Chartered Institute of Building (CIOB)
In the CIOB, Initial Professional Development (IPD) considered as Professional Development
Programme (PDP). This Programme is accessible for degree students, or graduates who need
to progress to chartered membership through a structured and evaluated path. The PDP
develops and assesses candidate’s professional competence within a framework of support
from CIOB approved assessor and their employer. Their graduates will be better capable and
more qualified, with amplified job satisfaction and positive, active approach towards profession
management. To complete the programme, it generally takes two to three years time period
(Chartered Institute of Building, n.d.).
During that time period candidates draw together a portfolio of work to indicate that they
encounter certain main competencies across twelve units. All the work is acquiesced online
using a system which generally allows you to track your progress. Units comprise: project
planning, managing health & safety and welfare in the workplace. To register for the PDP
candidates need to have an appropriate degree. candidates also want to be working in a proper
title role, most likely a subordinate management position; candidates can join CIOB as an
Incorporate member and after the fruitful achievement of the programme,candidates can
progress to full Chartered Builder status (MCIOB) (Chartered Institute of Building, n.d.)
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Royal Institution of Chartered Surveyors (RICS)
In the CIOB, Initial Professional Development (IPD) considered as Assessment of Professional
Competence (APC). The Assessment of Professional Competence (APC) make sure that the
potential members are capable to meet and practise the high standards of professionalism
required by RICS. The Assessment of Professional Competence is based on applicants
accomplishing a set of competencies or requirements. These are a combination of professional
and technical practice, interpersonal, commercial and managerial skills. The competencies
undertaken will rely on the APC pathway and route to membership. Each pathway has both
technical and mandatory competencies (Royal Institution of Chartered Surveyors , 2012)
To be competent to practise as an RICS member candidates should have the ability to perform
a different kinds of functions. The RICS competencies are not only a list of functions, and also
they are abased upon behaviours and attitudes. Each competency is discribed at 3 levels of
accomplishment. candidates should achieve the necessary level in successive stages with
logical progression (Royal Institution of Chartered Surveyors , 2012)
1. Level 1 :- knowledge and understanding
2. Level 2 :- application of knowledge and understanding
3. Level 3 :- reasoned advice and depth of technical knowledge.
There are three different categories of competencies
1. Mandatory competencies :- Interpersonal, personal, business skills and professional
practice mutual to all pathways and mandatory for all applicants.
2. Core competencies – Prime skills of candidates who selected assessment of
professional competence pathway.
3. Optional competencies – Choosed as additional skill requirements for candidates
assessment of professional competence pathway from a list of competencies
appropriate to that pathway.
It is essential that each individual candidate give careful thought to their selection and
combination of competencies. Candidates choice will predictably reflect the work they do in
their routine environment.In the last assessment interview, the evaluators will take their
choices into account (Royal Institution of Chartered Surveyors , 2012).
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Task 1.3
There are many benefits gained from corporate membership of a recognized professional
institutes such as; members can gain a competitive edge, members can raise their profile with
clients, employers and piers, members can showcase their professional credentials, etc.
Foremost among them is the public recognition and validation of candidates professional
competence (Chartered Institute of Personnel and Development , 2014).
Here I explained about the procedure of achieving corporate Membership of two professional
bodies in connection to built environment sector are mentioned below;
1. Chartered Institute Of Building (CIOB)
2. Royal Institution Of Chartered Surveyors (RICS)
Chartered Institute Of Building (CIOB)
CIOB Membership puts candidates on a proper path of career advancement which leads to the
very top of the profession. Progress is made through a mixture of education, examination and
experience, concluding in the award of Corporate Membership. Grades of CIOB membership
are accessible to those who have accomplished recognised levels of academic and occupational
success. (Chartered Institute of Building , 2009)
Depending on the level accomplished, candidates will be qualified for one of the five grades of
CIOB membership described below Figure No.01
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Figure 1 - Chartered Institute Of Building (CIOB) Membership Grades and Requirements
(Chartered Institute of Building , 2009)
Royal Institution of Chartered Surveyors (RICS)
RICS membership provides international career opportunities around the globe. It gives
candidates a competitive benifits whether they are already working in the construction industry
or a student considering a job in the profession, When they achieve RICS status they will realise
the commercial benefit of holding such an internationally recognised and prestigious
professional qualification (Royal Institution Of Chartered Surveyors, 2014). Depending on the
level accomplished, candidates will be qualified for the membership the routes to RICS is
elaborated below;
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Figure 2 - Graduate Route to RICS Membership (Royal Institution of Chartered Surveyors, 2014)
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Figure 3 - Professional Experience Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
Figure 4 - Senior Professional Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
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Figure 5 - Academic Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
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Figure 6 - Adaptation Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
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Figure 7 - AssocRICS route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
Professional Institutions /bodies and other qualifications around the globe can offer a efficient route to membership of RICS. For an example,
some of Professional Institutions /bodies memberships allow straight entry to RICS membership, while others might offer exceptions to the
educational requirements.
Table 3 - Direct Entry route to RICS Membership (Royal Institution of Chartered Surveyors, 2014)
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Task 1.4
Continuing Professional Development (CPD) is an obligation to members by regularly update
their knowledge and skills in order to continue professionally achieve and capable their real
potential. It enables professionals to make sure that their skills, knowledge and practices are
complete, current and suitable for the roles being performed and it makes sure the career
development through more advanced learning activities.
Figure 8 - Factors impacting on Continuing Professional Development (CPD) (Anon., n.d.)
Built environment professional institutions indentified the importance for Continuing
Professional Development (CPD) in their ‘codes of practice’. these codes generally need
members to maintain a current of knowledge and practice through the undertaking of regular
CPD (Howarth, 2006).
CPD requirement of Chartered Institute Of Building (CIOB)
CIOB members are not required to complete a set number of hours per year. the amount will
rely on members situation, members be appropriate for their responsibilities and current
development. Members are accountable for building their own yearly CPD plan, assessing
CPD activity and having a record of activities. CIOB suggests that CPD activities might
include; Lectures, Workshops, Seminars, Technical and Professional Conferences, Open
Distance Learning, Examining, Tutoring ,etc. (Howarth, 2006).
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The CIOB randomly selects the members and checks the CPD records, these selected members
are compulsory to show their past year CPD records. Panels, committees and members of CIOB
boards have to check their CPD records once every three years as an evidence that their
understanding and knowledge is in current period.Applicants required to show their past three
years CPD records as well as a forward development plan for the up coming year to get CIOB
corporate membership. (Howarth, 2006).
The current approach to CPD which is recommended by CIOB is described in Figure No.09
and here it is considered as cycle process
Figure 9 - The cyclic process of Continuing Professional Development (CPD) (Howarth, 2006)
CPD requirement of Royal Institution Of Chartered Surveyors (RICS)
RICS members should have a structured learning plan and they are required to complete sixty
hours in any three year period with minimum ten hours each year. When RICS requested for
proof of a CPD records and development plan, member have to submit it to the institution
within twenty eight days to do copy of his records. CPD records are kept by the RICS members
for three year time period after the qualifying activity has been undertaken (Howarth,
2006).
RICS indentifies that several activities can qualify as CPD and that activity is not limited
to seminars, formal training courses and workshops. The RICS also identifies that the single
member is best placed to personally determine and assess relevant CPD activity (Howarth,
2006).
RICS delivers a broad list of potential events and activities from which members may be
capable to gain suitable and valuable learning outcomes.
Benefits to Members in Professional Insitutations
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 An individual benefits from CPD by continiously updating their skills and knowledge
to remain effective and competent.
 It indicates the members commitment to their self development, their career and to the
wider industry.
 CPD allows the members to adapt positively to changes in industry / work
requirements.
 It allows to build reliability and confidence among members.
 It facilitates the member to plan and achieve your career goals.
 It enables member to recognise his/her knowledge gaps and helps to full fill it.
 Gain a competitive advantage over peers.
(CPD Certification Service, 2013)
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TASK 2
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Task 2.1
Figure 10 - Company Organization Chart
Company organization structure divided into many branches, Each divisional head is
responsible for different features of construction business, from satisfying the contractual
obligation to booming up construction business. Divisional heads, Mangers responbilities are
described under Table No.04;
SL No. Position/Role Responsibilities
1 Managing Director He/She is the Top position in this construction
company. He is representative of the company and
ultimately responsible for client/customers and stake
holders.
2 Projects Department
Head
He/She in this company is incharge of HSE
Department, Tendering & Technical Department,
Machinery & Equipment Department and also he is
charge of Project Mangers who are Involved in
Building, Road, Infrastructure and Plumbing &
Dringae Projects.
3 Finance Department
Head
He/She will provide financial advice and support the
Managing director to Make sound decision on
construction Business. Doing clear budgetary plans
for short and long term period.
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4 HR & PR Department
Head
He/She will develop and implement annual agenda
HR strategy, ensure the plans support the needs of
construction business and develop PR strategies to
improve pubic opinion of company
5 Admin & Logistic
Department Head
He/She is responsible for providing supplies by
recognizing needs for reception, mailroom, and
switchboard; Developing procedures, policies, and
work schedules. Coordinating storage, transportation
and delivery of materials along a supply chain.
6 Project Managers They are assigned for different categories such as;
building, road, infrastructure and plumbing & drinage
projects and coordinate with project engineers and
monitor and control the projects.
7 Planning & Progress
Control Manager
He/She manage and perform sensitive and complex
professional planning projects, take part in
administration and budget preparation monitor and
control the project progress.
8 QS Head (Chief
Estimator)
He/She will review the project related documents,
assign responsibilities to for estimating team on each
project and coordinate with the team.
9 HSE Manager He/She will conduct health and safety inspections and
prepare HSE reports of all organizational operations,
recommend control measures and advise on the
standard of Personal Protective Equipment issued to
employees.
10 QAQC Manager They will supervise and manage project quality to
make sure with codes, standards, regulations and
specifications. Providing mentorship, leadership, and
direction of all QA/QC Engineers & Officers.
11 Procurement
Department Head
He/She is responsible for procuring different type of
goods and services, reliable with recognized
procedures and practices.
Table 4 - Divisional Heads & Mangers Responsibilities
Divisional Heads and Managers utmost responsiblity to monitor the activities of their team
and the external forces, they must then control those elements which they can control to keep
employees moving toward the goal. They should movite the employes which develop their
moral, guide them in a proper path to produce good out put.
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Task 2.2
The most essential asset of the business is employees. Team building is important for better
team relation, putting together a team requires time and provides smart analysis of business
objectives. Team building in the workplace mainly contributes to employee motivation and
building trust among the employees, thereby confirming better productivity (Anon., n.d.).
It comprises certain activities which are typically part of process in construction but are
achieved with the intent to build a team. Objectives of these activities such as; develop good
communications, encourage coordination and cooperation, avoid disputes,potential problems
and keep high moral (William J. Bender and Darlene Septelka, n.d.).
Figure 11 - Team Building (Anon., n.d.)
As a Construction manager I will take following steps to buld an effective team
1. Define team goals
This is the first step is to assemble the team and explain common project goals. A team operates
well when everybody agrees upon common project goals and objectives. Goals should be
specific, relevant, attainable, measurable, and time-bound (William J. Bender and Darlene
Septelka, n.d.).
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2. Pick team members
Select the employees who are motivated to reveal their abilities and make a difference because
each individual employee in the team should have an interest in the overall objective of the
team (Anon., n.d.).
3. Establishing respect and trust
There should be a good understanding is extended through the development of learning and
individual relationships about each individual employee’s power and what they can produce.
With good understanding comes confidence and with confidence comes the opportunity of a
fruitful relationship and successful project. Learning to trust and respect each individual
employee’s part in the construction process and identifying the characteristic of risk with those
roles is significant for team cooperation and success of the project. (William J. Bender and
Darlene Septelka, n.d.)
4. Duties, Rights and Responsibilities
Each individual member should understand their duties, rights and legal responsibilities in the
team it is not only for their safety but to avoid unwanted expenditures and miscommunications,
Determine the roles of each individual employee and how each role connect to each other and
the team as a whole, and the employee should be responsible for own individual performance
in relation with the team's performance as a whole. (William J. Bender and Darlene Septelka,
n.d.)
5. Risk allocation
Project team should get together in the early stage of project process to identify, prioritize and
quantify, a plan produce to mitigate and allocate responsibilities of particular risks and during
the execution of project, team should able to identify and control it. If there any high risk, all
risk issues are counted. Then team must improve plans and do necessary action for the
reduction or mitigation of these risks. (William J. Bender and Darlene Septelka, n.d.)
6. Monitor the team health
It is very essential to identify when teamwork is tumbling and midcourse improvements are
required. Any member in the team can pledge the efforts to get the team back on track and
they should be cautious of the team’s health but the leader must take a leadership role to
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 31
improve the team environment when problems go off track. (William J. Bender and Darlene
Septelka, n.d.)
7. Team communication
Effective and proper communication can reduce strees and tension amoung the members of the
team that can elevates high moral and productivity which can lead to save money and time.
Privately Communicate with each individual team member who is facing difficulties help those
members who are lacking and help remove those burdens. (William J. Bender and Darlene
Septelka, n.d.)
Conclusion
Teambuilding is very essential for the successful completion of project. Its objective is to
complete the project on time with the budject with expected quality and avoid problems.
Construction manager plays a part in developing and keeping the team environment. Steps of
team building start with launching common goals, deveopling and understanding common
respect between team members
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 32
Task 2.3
Organizational culture
Organizational culture meant by the behaviors and values which contributes to the unique
psychological and social environment of an organization. It includes the organization’s visions,
values, working language, norms, symbols, systems, symbols, habits and beliefs and affects
the way groups and people interact with clients, with stakeholders and with each other (Anon.,
2014).
There are four types of organization cultures and their characteristics are illustrated in the
Figure No.12
Figure 12 - Types of Organization Culture & Characteristics (Rose, 2002)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 33
Organization Culture’s impact on the performance of construction Organization
Organization culture is the key for good organization performance. It effects the employee’s
performance and behavior, it develops the commitment to the organization’s value and
philosophy so this commitment generates common feeling of working towards the goal. A
strong and positive organizational culture can develop an average individual employee to
perform and achieve brilliantly. Therefore culture has direct and active role in organization
performance (Ul Mujeeb Ehtesham, Tahir Masood Muhammad and Shakil Ahmad Muhamma,
2011).
Leadership
Leadership is an important role in the organization. It involves outlining the way of a team and
communicating it to people, inspiring, empowering and motivating them to contribute to
reaching organization success (Anon., 2014).
Figure 13 - Leadership Characteristics (Woodcock, n.d.)
There are Three types of leadership are common in construction business: democratic
(participative) , authoritarian, and laissez-faire (Anon., 2014).
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 34
Leadership styles Characteristics
Authoritarian
leadership
Authoritarian leadership is characterized by individual control
over all decisions employees,The leaders normally make decision
based on their own ideas and judgments.
Democratic leadership It encourages shared opinions and ideas even though the team
leader holds the final say over decisions.
Laissez-faire leadership Laissez-faire leadership where managers and members work
according to their own preference and schedule team leaders allow
allow team members to make the decisions it may can lead to poor
productivity
Table 5 - Leadership styles and its characteristics (Cherry, 2014).
Figure 14 - Leadership styles & Level of control (Anon, n.d.)
Leadership style impact on the performance of construction Organization
Each type of these styles differently effects organizational performance. Performance of
successful organization depends on proper behavior from employees and managers.if the
leaders guide the team members effectively they can produce fruitful output. Properly guided
team members can produce some new ideas which can increase the performance. Good
leadership can develop the employees moral and make them more loyal to company. (Vitez,
2014)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 35
Task 2.4
1)
2)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 36
3)
4)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 37
5)
6)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 38
7)
8)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 39
9)
10)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 40
11)
12)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 41
13)
14)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 42
15)
16)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 43
17)
18)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 44
19)
20)
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 45
Conclusion
This report includes role of professional institutions/bodies in realation with built environment
sector. These professional institutions upgrade the skills and knowledge of the members, they
evaluate the function of construction industry by instructing and maintaining their standard
ethics, codes of professional conduct. IPD is the development and acquirement of the
specialized skills and knowledge which are required to practise as a professional. There are
many benefits gained from coporate membership of a recognized professional institutes such
as; members can gain a competitive edge, members can raise their profile with clients,
employers and piers, members can showcase their professional credentials, etc. CPD is an
obligation to members by regularly update their knowledge and skills in order to continue
professionally achieve and capable their real potential. It enables professionals to make sure
that their skills, knowledge and practices are complete, current and suitable for the roles being
performed and it make sure the carrier development through more advanced learning activities.
In this Task 1, There are two professional organization such as RICS & CIOB are considered
and described for the sub tasks.
Company organization structure should be divided into many branches, each divisional head is
responsible for different features of construction business, from satisfying the contractual
obligation to booming up construction business and they should guide them lead them into
proper path, therefore they can achieve the company goals. Team building is important for
better team relation, putting together a team requires time and provides smart analysis of
business objectives. Team building in the workplace mainly contributes to employee
motivation and building trust among the employees, thereby confirming better productivity.
Organizational culture contributes to the unique psychological and social environment of an
organization. It affects the way groups and people interact with clients or stakeholders or each
other. Performance of successful organization depends on proper behavior from employees and
managers. If the leaders guide the team members effectively they can produce fruitful output.
Properly guided team members can produce some new ideas which can increase the
performance. Before starting business contractor should consier the company’s mission &
vision, create business plan , find out business oppertunities, analysis market share and do
market strategy, form an organization structure, develop the ISO Standards.
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 46
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Business Plan. [Online]. Last accessed 24 July 2014 at: http://smallbiztrends.com/2013/01/10-
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TOTAL PROFESSIONS (n.d.) Role of Professional Bodies. [Online]. Last accessed 14 July
2014 at: http://www.totalprofessions.com/more-about-professions/role-of-professional-bodies
WILLIAM, Bender and DARLENE, Septelka (n.d). Teambuilding in the Construction
Industry. [Online]. Last accessed 19 July 2014 at:
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July 2014 at: http://www.kent.ac.uk/careers/sk/leadership.htm
CONSTRUCTION PROFESSIONAL STUDIES
BSc (Hons) in Quantity Surveying & Construction Management Page 49
Appendix
Gantt Chart
ID Task Name Start Finish Duration
Jul 2014
30 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25
2 5d7/11/20147/7/2014Data Gathering
3 2d7/14/20147/11/2014Task 1.1
4 1d7/15/20147/15/2014Task 1.2
5 2d7/16/20147/15/2014Task 1.3
11 1d25-Jul-147/25/2014Finishing
1 2d7/7/20147/4/2014Detail Study
6
7
8
9
2d7/17/20147/16/2014Task 1.4
3d7/21/20147/17/2014Task 2.1
2d18-Jul-147/17/2014Task 2.2
10
2d7/21/20147/18/2014Task 2.3
3d7/24/20147/22/2014Task 2.4

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Construction professional studies

  • 1. CONSTRUCTION PROFESSIONAL STUDIES BSc. (Hons) in Quantity Surveying & Construction Management RAJENDRA SASIRAJ STUDENT ID: - 23047795
  • 2. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 1 Acknowledgement First of all I would like to thank the Almighty Lord Shiva and I convey thanks to our Construction Professional Studies Lecturer Mr. Gamini Rajakaruna who gave me enormous guidance and support me continuously. It was really helpful to me to complete this assignment successfully in a scheduled time. Further extending my gratitude to ICBT for giving me a chance to study this degree program offered by SHU (Sheffield Hallam University) and I express my sincere thanks to the Director, Lecturers and Staffs of ICBT. I express my gratitude to my senior students clearing my doubts and also I never forget my beloved parents at this time for allowing me to study and participate in this degree program to improve my status in the society. Finally, I would like to thank my friends for incorporating with me to complete my assignment
  • 3. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 2 Contents Acknowledgement .....................................................................................................................1 Contents .....................................................................................................................................2 Figure Content ...........................................................................................................................3 Table Content.............................................................................................................................3 Executive Summery...................................................................................................................4 Introduction................................................................................................................................5 Task 1 Fly Sheet.........................................................................................................................6 Task 1.1..................................................................................................................................7 Task 1.2................................................................................................................................13 Task 1.3................................................................................................................................15 Task 1.4................................................................................................................................23 Task 2 Fly Sheet.......................................................................................................................26 Task 2.1................................................................................................................................27 Task 2.2................................................................................................................................29 Task 2.3................................................................................................................................32 Task 2.4................................................................................................................................35 References................................................................................................................................46 Appendix..................................................................................................................................49
  • 4. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 3 Figure Content Figure 1 - Chartered Institute Of Building (CIOB) Membership Grades and Requirements..16 Figure 2 - Graduate Route to RICS Membership ...................................................................17 Figure 3 - Professional Experience Route to RICS Membership ...........................................18 Figure 4 - Senior Professional Route to RICS Membership...................................................18 Figure 5 - Academic Route to RICS Membership..................................................................19 Figure 6 - Adaptation Route to RICS Membership ................................................................20 Figure 7 - AssocRICS route to RICS Membership..................................................................21 Figure 8 - Factors impacting on Continuing Professional Development (CPD) .....................23 Figure 9 - The cyclic process of Continuing Professional Development (CPD).....................24 Figure 10 - Company Organization Chart ...............................................................................27 Figure 11 - Team Building.......................................................................................................29 Figure 12 - Types of Organization Culture & Characteristics ................................................32 Figure 13 - Leadership Characteristics ....................................................................................33 Figure 14 - Leadership styles & Level of control....................................................................34 Table Content Table 1 - Professional and Ethical Standards of RICS ..............................................................8 Table 2 - Rules & Regulation of Chartered Institute of Building (CIOB)...............................12 Table 3 - Direct Entry route to RICS Membership..................................................................21 Table 4 - Divisional Heads & Mangers Responsibilities.........................................................28 Table 5 - Leadership styles and its characteristics...................................................................34
  • 5. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 4 Executive Summery This assignment contains two tasks. In the first task I explain the codes of professional conduct set by two professional bodies, difine the Initial Professional Development (IPD) by referring these two bodies in relation to Built Environment Sector. I explain the procedure of achieving corporate membership of a professional institute in relation with built environment sector and also I define the Continuous Professional Development (CPD) and how it supports to improve the skills of its members with two professional institutes such as RICS & CIOB. In the second task I explain with typical organization chart how the managers in the chain of command hold down main responsibilities that keep the site workers, I explain as a construction manager what are the steps will take to build an effective construction team and also I explain the different types of leadership styles and organization cultures , and how they impact the performance of a construction companies/organizations. Finally I explain the procedure to setting up of construction company.
  • 6. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 5 Introduction construction industry is most challenging and demanding industry comparing to other industry, construction project requires many professionals for many trades to run the project successfully. Professional bodies and institutes create and develop the professionals. Professionals essential responsibility is to abide ethics and codes of professional conduct provided by the professional bodies. Construction companies main target is achive their goal successfully so they dived into many division , each division is responsible for different tasks so the mangers in hierarchy is responsible to keep construction workersup to their work. To improve the performance in company and the construction project, there should be team building required. Organizational culture contributes to the distinctive psychological and social environment of an organization. It affects the way groups and people cooperate with clients or stakeholders or each other. Performance of successful organization depends on proper behavior from employees and managers. If the leaders guide the team members effectively they can produce fruitful output.
  • 7. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 6 TASK 1
  • 8. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 7 Task 1.1 In the current time period of construction industry, there are so many professional institutions / bodies are engaged to assess the various functions by instruct and maintain the ethics and codes of professional conduct (Charted Quality Institute, 2014). In the Building Environmental Sector, Professional Institutions are considered as main role and these institutions maintain the standard of profession and also known as an organization whose members are considered as single professionals. In some particular jobs it is mandatory to be a member of relevant professional institutions / bodies. This commonly relies on whether or not the occupation requires the experts to obtain a ‘licence to practice’, or selected on a professional register, with the purpose of do their occupation. Not all professional institutions / bodies obtain regulatory functions. In some professions it is essential to be registered with the supervisory body but not the professional body, who may issue a set of services to their specialized members without changing them. (Total Professions, n.d.). Here I explained about the ethics, codes of professional conduct established by two professional bodies in connection with built environment sector are mentioned below; 1. Royal Institution of Chartered Surveyors (RICS) 2. Chartered Institute of Building (CIOB) Royal Institution of Chartered Surveyors (RICS) Having extensively consulted with members worldwide and using experts knowledge in the field of ethics, a set of worldwide ethical and professional standards for all RICS members has been agreed and written by RICS governing Council (Royal Institution of Chartered Surveyors , 2014). There are five professional and ethical stands which provide clarity for RICS members which are mentioned under Table No.1; Sl No. Professional and Ethical Standards Respective regulations
  • 9. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 8 1 Act with integrity Being straightforward and honest in the work, sharing necessary and proper information with your clients/other stakeholders to conduct business and they can clearly understand. 2 Always provide a high standard of service Be clear about what service you are offering to your client / others and ensure what client/others require. 3 Act in a way that promotes trust in the profession Fulfilling your responsibilities, Understand how your actions can impact others and the environment. Act in a proper manner, both in your private life and professional life. 4 Treat others with respect Treat everyone with politeness, courtesy, respect and consider business practices and cultural thoughtfulness, also never discriminate against anyone of any kind reason. 5 Take responsibility Be responsible for all your actions, if things go wrong don't blame others and if you unsure something wrong so be prepared to take necessary action. Table 1 - Professional and Ethical Standards of RICS (Royal Institution of Chartered Surveyors , 2014) Chartered Institute of Building (CIOB) CIOB members are administered by the Royal Charter and the Bye-Laws. It is clearly mentioned under law all CIOB members are assured to further to the finest of their ability the objects, interests and influence of the institution. Members shall also detect the rules and regulations for professional conduct and competence and all other rules and regulations of the institute until some other arrangement is made (Chartered Institute of Building , n.d.) Below mentioned rules and regulations were created by the trustees on the 31st March 1993 under the powers dedicated in them by the Royal Charter and the Bye-Laws. The processes related with these rules and regulations are laid down in the institution’s disciplinary regulations. (Chartered Institute of Building , n.d.)
  • 10. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 8 Sl No. Rules Regulation 1 Members have to full fill their professional duties and the responsibilities that they commence, have complete regards to the interest of public Distinguishing Letters and use of Descriptions. 1.1. All CIOB members are authorized to use their unique letters of membership or description only in combination with their personal name these may not be used in combination with the name of a business or other organizations/company. 1.2. Members who are partners, directors or proprietors of a business can show their name, any proper distinguishing letters of membership, and an associate description on the places and name boards of the business. 1.3. Members may show their name, any suitable distinguishing letters of membership, and/or description, on personal stationery, publications, and site notice boards, and on those of business or other companies / organizations with which they are related. 1.4. The Institute will from time to time bring out direction setting out the exact manner and style in that member’s unique letters and descriptions may be used. 2 Members shall make known a level of consistent, competence with their class of membership. Logo Corporate members contributing an advisory service may use the logo approved by the Board on; advertisements, site signboards, report and brochures covers, stationery and drawings in agreement with guidelines 3 Members shall always act with integrity. Advisory Service Professional institute doesn’t set a scale of fees. Any fees made by a member will be reasonable and fair. Before undertaking a paid advisory service, members should agree in writing with their client; 3.1. The scope, limitation and limitation of the suggested advisory service and where suitable the manner in which it is to be delivered and documented 3.2. Timing and basis of any duty to be made including it otherwise it will go for out of control 3.3. Any provision to be made for compensation of travelling, printing costs and other related expenses 3.4 Processes for reimbursement in the event of a disagreement.
  • 11. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 9 3.5 the nature and scope (including any limitation or restriction) of the insurance issued in connection to any advisory service comprising but not limited to Third Party Liability, Professional Indemnity and Employer’s Liability insurance. 4 Members who are working in other countries shall follow these rules and procedures so far as they are applicable. Advertising 4.1 It should be relevant and factual in substance and presentation. They must not comprise information which is false, unfair, misleading, flippant or otherwise disreputable to the profession. 4.2 If any advertising firm/agency is used by a member, the member remains accountable for guaranteeing that advertisements fit in to the provisions of these Guidelines and Procedures of Professional Competence and Conduct. 5 Members have to discharge their assigned duties with complete probity and fidelity. In particular members shall; 5.1. Members shouldn’t reveal to any person, company or firm any information of a private nature connecting to the business processes or activities of their client or employer attained throughout the course of their effort. 5.2. Members shouldn’t without the authorization of their client or employer, solidify any service, with or without payment, that encounter with the interests of their client or employer 5.3. Member should make sure, when giving an advisory service, which advice given is unbiased and fair 5.4. Member should make sure, when undertaking any other activity related construction, that all such work is in agreement with current standards and good practice which fulfills with all contractual and legal requirements 5.5. At any time members shouldn’t accept or offer favors or gifts that would be understood by the Institute as utilizing an influence to get preferential treatment.
  • 12. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 10 6 Members shouldn’t undertake work for which they knowingly not enough technical or professional capability, or the not enough resources to encounter their responsibilities. 7 Members who are not capable to take on all or part of a particular advisory service shall whichever drop to provide advice or secure suitable capable assistance. 8 Members should use only the distinguishing letters of membership and suitable description recommended in Bye-Laws 17 and 18 and in agreement with Professional Conduct Regulation 1. 9 Corporate members are only allowed to use the logo accepted by the Board for use by members in relation with their advisory service, in agreement with Professional Conduct Regulation 2. 10 Members giving an advisory service are mandatory to get professional indemnity insurance to cover the full legal responsibility of any advisory service issued and to accept by Professional Conduct Regulation 3. 11 Members undertaking any other activity related to construction are compulsory to uphold insurances and guarantee their client in contradiction of the risks for which insurance is usually caused rising out of the works in respect of third parties, workmen and neighboring properties. 12 Members shouldn’t recklessly or maliciously attempt to injure or injure, whether indirectly or directly, the professional status or business of others. 13 Members should keep themselves updated with current situations and develop proper to the level and type of their obligation. They should capable to issue evidence that they have undertaken personal development and
  • 13. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 11 sufficient study to fulfil their own professional responsibilities in agreement with the present rules for Continuing Professional Development (CPD). 14 According to conditions elaborated in Professional Conduct Regulation 4, Members shall only promote their services; they are allowed to make their availability and experience known to organizations and individuals where it is understood that a chance may occur for their services. 15 Members shall at all times have broad knowledge of, and due regard for, regulation in respect of Health, Safety and Welfare as it impact all parts of the building process, from design, construction, maintenance to demolition. Members should be accountable for make certain that coworkers and others members engaged with the building process are being cautious of and understand their duties under such regulation. In particular members shall; 15.1. Members have capability to undertake risk assessment and to make sure that the outputs from the assessment is tailed through into safe systems of working. 15.2. Members shall be dedicated to providing a clean, safe and tidy working place for all concerned in the process of building , and at all times to obey with rules and best practice 15.3. Members shall be encourage and provide all under their control to undertake continuing and training development in Health and Safety stuffs. 15.4. Members shall have a Health and Safety plan for any activities of building , to keep the plan present and to make sure that the plan is executed and observed
  • 14. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 12 15.5. Members have to make sure that all records are properly documented filed and kept for easy access and review, and at all times make it available for audit. 15.6. Members have to be committed and prepared to proceed disciplinary action against any single or those who ignore or abuse any rules, involving themselves or any others at risk 16 Members shouldn’t differentiate on the grounds of race, gender or ethnic origin, marital status, sexual orientation, creed, disability, nationality or age and shall seek to remove such discrimination by others to encourage equal chances. Table 2 - Rules & Regulation of Chartered Institute of Building (CIOB) (Chartered Institute of Building , n.d.).
  • 15. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 13 Task 1.2 Initial Professional Development (IPD) is the development and acquirement of the specialized skills and knowledge which are required to practise as a professional. It links the crack between a student’s educational base and achieving professional qualifications (Institution of Structural Engineers, n.d.). Here I explained about the Initial Professional Development (IPD) by two professional bodies in connection to built environment sector are mentioned below; 1. Chartered Institute Of Building (CIOB) 2. Royal Institution Of Chartered Surveyors (RICS) Chartered Institute of Building (CIOB) In the CIOB, Initial Professional Development (IPD) considered as Professional Development Programme (PDP). This Programme is accessible for degree students, or graduates who need to progress to chartered membership through a structured and evaluated path. The PDP develops and assesses candidate’s professional competence within a framework of support from CIOB approved assessor and their employer. Their graduates will be better capable and more qualified, with amplified job satisfaction and positive, active approach towards profession management. To complete the programme, it generally takes two to three years time period (Chartered Institute of Building, n.d.). During that time period candidates draw together a portfolio of work to indicate that they encounter certain main competencies across twelve units. All the work is acquiesced online using a system which generally allows you to track your progress. Units comprise: project planning, managing health & safety and welfare in the workplace. To register for the PDP candidates need to have an appropriate degree. candidates also want to be working in a proper title role, most likely a subordinate management position; candidates can join CIOB as an Incorporate member and after the fruitful achievement of the programme,candidates can progress to full Chartered Builder status (MCIOB) (Chartered Institute of Building, n.d.)
  • 16. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 14 Royal Institution of Chartered Surveyors (RICS) In the CIOB, Initial Professional Development (IPD) considered as Assessment of Professional Competence (APC). The Assessment of Professional Competence (APC) make sure that the potential members are capable to meet and practise the high standards of professionalism required by RICS. The Assessment of Professional Competence is based on applicants accomplishing a set of competencies or requirements. These are a combination of professional and technical practice, interpersonal, commercial and managerial skills. The competencies undertaken will rely on the APC pathway and route to membership. Each pathway has both technical and mandatory competencies (Royal Institution of Chartered Surveyors , 2012) To be competent to practise as an RICS member candidates should have the ability to perform a different kinds of functions. The RICS competencies are not only a list of functions, and also they are abased upon behaviours and attitudes. Each competency is discribed at 3 levels of accomplishment. candidates should achieve the necessary level in successive stages with logical progression (Royal Institution of Chartered Surveyors , 2012) 1. Level 1 :- knowledge and understanding 2. Level 2 :- application of knowledge and understanding 3. Level 3 :- reasoned advice and depth of technical knowledge. There are three different categories of competencies 1. Mandatory competencies :- Interpersonal, personal, business skills and professional practice mutual to all pathways and mandatory for all applicants. 2. Core competencies – Prime skills of candidates who selected assessment of professional competence pathway. 3. Optional competencies – Choosed as additional skill requirements for candidates assessment of professional competence pathway from a list of competencies appropriate to that pathway. It is essential that each individual candidate give careful thought to their selection and combination of competencies. Candidates choice will predictably reflect the work they do in their routine environment.In the last assessment interview, the evaluators will take their choices into account (Royal Institution of Chartered Surveyors , 2012).
  • 17. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 15 Task 1.3 There are many benefits gained from corporate membership of a recognized professional institutes such as; members can gain a competitive edge, members can raise their profile with clients, employers and piers, members can showcase their professional credentials, etc. Foremost among them is the public recognition and validation of candidates professional competence (Chartered Institute of Personnel and Development , 2014). Here I explained about the procedure of achieving corporate Membership of two professional bodies in connection to built environment sector are mentioned below; 1. Chartered Institute Of Building (CIOB) 2. Royal Institution Of Chartered Surveyors (RICS) Chartered Institute Of Building (CIOB) CIOB Membership puts candidates on a proper path of career advancement which leads to the very top of the profession. Progress is made through a mixture of education, examination and experience, concluding in the award of Corporate Membership. Grades of CIOB membership are accessible to those who have accomplished recognised levels of academic and occupational success. (Chartered Institute of Building , 2009) Depending on the level accomplished, candidates will be qualified for one of the five grades of CIOB membership described below Figure No.01
  • 18. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 16 Figure 1 - Chartered Institute Of Building (CIOB) Membership Grades and Requirements (Chartered Institute of Building , 2009) Royal Institution of Chartered Surveyors (RICS) RICS membership provides international career opportunities around the globe. It gives candidates a competitive benifits whether they are already working in the construction industry or a student considering a job in the profession, When they achieve RICS status they will realise the commercial benefit of holding such an internationally recognised and prestigious professional qualification (Royal Institution Of Chartered Surveyors, 2014). Depending on the level accomplished, candidates will be qualified for the membership the routes to RICS is elaborated below;
  • 19. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 17 Figure 2 - Graduate Route to RICS Membership (Royal Institution of Chartered Surveyors, 2014)
  • 20. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 18 Figure 3 - Professional Experience Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014) Figure 4 - Senior Professional Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
  • 21. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 19 Figure 5 - Academic Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
  • 22. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 20 Figure 6 - Adaptation Route to RICS Membership(Royal Institution of Chartered Surveyors, 2014)
  • 23. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 21 Figure 7 - AssocRICS route to RICS Membership(Royal Institution of Chartered Surveyors, 2014) Professional Institutions /bodies and other qualifications around the globe can offer a efficient route to membership of RICS. For an example, some of Professional Institutions /bodies memberships allow straight entry to RICS membership, while others might offer exceptions to the educational requirements. Table 3 - Direct Entry route to RICS Membership (Royal Institution of Chartered Surveyors, 2014)
  • 24. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 23 Task 1.4 Continuing Professional Development (CPD) is an obligation to members by regularly update their knowledge and skills in order to continue professionally achieve and capable their real potential. It enables professionals to make sure that their skills, knowledge and practices are complete, current and suitable for the roles being performed and it makes sure the career development through more advanced learning activities. Figure 8 - Factors impacting on Continuing Professional Development (CPD) (Anon., n.d.) Built environment professional institutions indentified the importance for Continuing Professional Development (CPD) in their ‘codes of practice’. these codes generally need members to maintain a current of knowledge and practice through the undertaking of regular CPD (Howarth, 2006). CPD requirement of Chartered Institute Of Building (CIOB) CIOB members are not required to complete a set number of hours per year. the amount will rely on members situation, members be appropriate for their responsibilities and current development. Members are accountable for building their own yearly CPD plan, assessing CPD activity and having a record of activities. CIOB suggests that CPD activities might include; Lectures, Workshops, Seminars, Technical and Professional Conferences, Open Distance Learning, Examining, Tutoring ,etc. (Howarth, 2006).
  • 25. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 24 The CIOB randomly selects the members and checks the CPD records, these selected members are compulsory to show their past year CPD records. Panels, committees and members of CIOB boards have to check their CPD records once every three years as an evidence that their understanding and knowledge is in current period.Applicants required to show their past three years CPD records as well as a forward development plan for the up coming year to get CIOB corporate membership. (Howarth, 2006). The current approach to CPD which is recommended by CIOB is described in Figure No.09 and here it is considered as cycle process Figure 9 - The cyclic process of Continuing Professional Development (CPD) (Howarth, 2006) CPD requirement of Royal Institution Of Chartered Surveyors (RICS) RICS members should have a structured learning plan and they are required to complete sixty hours in any three year period with minimum ten hours each year. When RICS requested for proof of a CPD records and development plan, member have to submit it to the institution within twenty eight days to do copy of his records. CPD records are kept by the RICS members for three year time period after the qualifying activity has been undertaken (Howarth, 2006). RICS indentifies that several activities can qualify as CPD and that activity is not limited to seminars, formal training courses and workshops. The RICS also identifies that the single member is best placed to personally determine and assess relevant CPD activity (Howarth, 2006). RICS delivers a broad list of potential events and activities from which members may be capable to gain suitable and valuable learning outcomes. Benefits to Members in Professional Insitutations
  • 26. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 25  An individual benefits from CPD by continiously updating their skills and knowledge to remain effective and competent.  It indicates the members commitment to their self development, their career and to the wider industry.  CPD allows the members to adapt positively to changes in industry / work requirements.  It allows to build reliability and confidence among members.  It facilitates the member to plan and achieve your career goals.  It enables member to recognise his/her knowledge gaps and helps to full fill it.  Gain a competitive advantage over peers. (CPD Certification Service, 2013)
  • 27. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 26 TASK 2
  • 28. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 27 Task 2.1 Figure 10 - Company Organization Chart Company organization structure divided into many branches, Each divisional head is responsible for different features of construction business, from satisfying the contractual obligation to booming up construction business. Divisional heads, Mangers responbilities are described under Table No.04; SL No. Position/Role Responsibilities 1 Managing Director He/She is the Top position in this construction company. He is representative of the company and ultimately responsible for client/customers and stake holders. 2 Projects Department Head He/She in this company is incharge of HSE Department, Tendering & Technical Department, Machinery & Equipment Department and also he is charge of Project Mangers who are Involved in Building, Road, Infrastructure and Plumbing & Dringae Projects. 3 Finance Department Head He/She will provide financial advice and support the Managing director to Make sound decision on construction Business. Doing clear budgetary plans for short and long term period.
  • 29. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 28 4 HR & PR Department Head He/She will develop and implement annual agenda HR strategy, ensure the plans support the needs of construction business and develop PR strategies to improve pubic opinion of company 5 Admin & Logistic Department Head He/She is responsible for providing supplies by recognizing needs for reception, mailroom, and switchboard; Developing procedures, policies, and work schedules. Coordinating storage, transportation and delivery of materials along a supply chain. 6 Project Managers They are assigned for different categories such as; building, road, infrastructure and plumbing & drinage projects and coordinate with project engineers and monitor and control the projects. 7 Planning & Progress Control Manager He/She manage and perform sensitive and complex professional planning projects, take part in administration and budget preparation monitor and control the project progress. 8 QS Head (Chief Estimator) He/She will review the project related documents, assign responsibilities to for estimating team on each project and coordinate with the team. 9 HSE Manager He/She will conduct health and safety inspections and prepare HSE reports of all organizational operations, recommend control measures and advise on the standard of Personal Protective Equipment issued to employees. 10 QAQC Manager They will supervise and manage project quality to make sure with codes, standards, regulations and specifications. Providing mentorship, leadership, and direction of all QA/QC Engineers & Officers. 11 Procurement Department Head He/She is responsible for procuring different type of goods and services, reliable with recognized procedures and practices. Table 4 - Divisional Heads & Mangers Responsibilities Divisional Heads and Managers utmost responsiblity to monitor the activities of their team and the external forces, they must then control those elements which they can control to keep employees moving toward the goal. They should movite the employes which develop their moral, guide them in a proper path to produce good out put.
  • 30. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 29 Task 2.2 The most essential asset of the business is employees. Team building is important for better team relation, putting together a team requires time and provides smart analysis of business objectives. Team building in the workplace mainly contributes to employee motivation and building trust among the employees, thereby confirming better productivity (Anon., n.d.). It comprises certain activities which are typically part of process in construction but are achieved with the intent to build a team. Objectives of these activities such as; develop good communications, encourage coordination and cooperation, avoid disputes,potential problems and keep high moral (William J. Bender and Darlene Septelka, n.d.). Figure 11 - Team Building (Anon., n.d.) As a Construction manager I will take following steps to buld an effective team 1. Define team goals This is the first step is to assemble the team and explain common project goals. A team operates well when everybody agrees upon common project goals and objectives. Goals should be specific, relevant, attainable, measurable, and time-bound (William J. Bender and Darlene Septelka, n.d.).
  • 31. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 30 2. Pick team members Select the employees who are motivated to reveal their abilities and make a difference because each individual employee in the team should have an interest in the overall objective of the team (Anon., n.d.). 3. Establishing respect and trust There should be a good understanding is extended through the development of learning and individual relationships about each individual employee’s power and what they can produce. With good understanding comes confidence and with confidence comes the opportunity of a fruitful relationship and successful project. Learning to trust and respect each individual employee’s part in the construction process and identifying the characteristic of risk with those roles is significant for team cooperation and success of the project. (William J. Bender and Darlene Septelka, n.d.) 4. Duties, Rights and Responsibilities Each individual member should understand their duties, rights and legal responsibilities in the team it is not only for their safety but to avoid unwanted expenditures and miscommunications, Determine the roles of each individual employee and how each role connect to each other and the team as a whole, and the employee should be responsible for own individual performance in relation with the team's performance as a whole. (William J. Bender and Darlene Septelka, n.d.) 5. Risk allocation Project team should get together in the early stage of project process to identify, prioritize and quantify, a plan produce to mitigate and allocate responsibilities of particular risks and during the execution of project, team should able to identify and control it. If there any high risk, all risk issues are counted. Then team must improve plans and do necessary action for the reduction or mitigation of these risks. (William J. Bender and Darlene Septelka, n.d.) 6. Monitor the team health It is very essential to identify when teamwork is tumbling and midcourse improvements are required. Any member in the team can pledge the efforts to get the team back on track and they should be cautious of the team’s health but the leader must take a leadership role to
  • 32. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 31 improve the team environment when problems go off track. (William J. Bender and Darlene Septelka, n.d.) 7. Team communication Effective and proper communication can reduce strees and tension amoung the members of the team that can elevates high moral and productivity which can lead to save money and time. Privately Communicate with each individual team member who is facing difficulties help those members who are lacking and help remove those burdens. (William J. Bender and Darlene Septelka, n.d.) Conclusion Teambuilding is very essential for the successful completion of project. Its objective is to complete the project on time with the budject with expected quality and avoid problems. Construction manager plays a part in developing and keeping the team environment. Steps of team building start with launching common goals, deveopling and understanding common respect between team members
  • 33. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 32 Task 2.3 Organizational culture Organizational culture meant by the behaviors and values which contributes to the unique psychological and social environment of an organization. It includes the organization’s visions, values, working language, norms, symbols, systems, symbols, habits and beliefs and affects the way groups and people interact with clients, with stakeholders and with each other (Anon., 2014). There are four types of organization cultures and their characteristics are illustrated in the Figure No.12 Figure 12 - Types of Organization Culture & Characteristics (Rose, 2002)
  • 34. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 33 Organization Culture’s impact on the performance of construction Organization Organization culture is the key for good organization performance. It effects the employee’s performance and behavior, it develops the commitment to the organization’s value and philosophy so this commitment generates common feeling of working towards the goal. A strong and positive organizational culture can develop an average individual employee to perform and achieve brilliantly. Therefore culture has direct and active role in organization performance (Ul Mujeeb Ehtesham, Tahir Masood Muhammad and Shakil Ahmad Muhamma, 2011). Leadership Leadership is an important role in the organization. It involves outlining the way of a team and communicating it to people, inspiring, empowering and motivating them to contribute to reaching organization success (Anon., 2014). Figure 13 - Leadership Characteristics (Woodcock, n.d.) There are Three types of leadership are common in construction business: democratic (participative) , authoritarian, and laissez-faire (Anon., 2014).
  • 35. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 34 Leadership styles Characteristics Authoritarian leadership Authoritarian leadership is characterized by individual control over all decisions employees,The leaders normally make decision based on their own ideas and judgments. Democratic leadership It encourages shared opinions and ideas even though the team leader holds the final say over decisions. Laissez-faire leadership Laissez-faire leadership where managers and members work according to their own preference and schedule team leaders allow allow team members to make the decisions it may can lead to poor productivity Table 5 - Leadership styles and its characteristics (Cherry, 2014). Figure 14 - Leadership styles & Level of control (Anon, n.d.) Leadership style impact on the performance of construction Organization Each type of these styles differently effects organizational performance. Performance of successful organization depends on proper behavior from employees and managers.if the leaders guide the team members effectively they can produce fruitful output. Properly guided team members can produce some new ideas which can increase the performance. Good leadership can develop the employees moral and make them more loyal to company. (Vitez, 2014)
  • 36. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 35 Task 2.4 1) 2)
  • 37. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 36 3) 4)
  • 38. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 37 5) 6)
  • 39. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 38 7) 8)
  • 40. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 39 9) 10)
  • 41. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 40 11) 12)
  • 42. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 41 13) 14)
  • 43. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 42 15) 16)
  • 44. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 43 17) 18)
  • 45. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 44 19) 20)
  • 46. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 45 Conclusion This report includes role of professional institutions/bodies in realation with built environment sector. These professional institutions upgrade the skills and knowledge of the members, they evaluate the function of construction industry by instructing and maintaining their standard ethics, codes of professional conduct. IPD is the development and acquirement of the specialized skills and knowledge which are required to practise as a professional. There are many benefits gained from coporate membership of a recognized professional institutes such as; members can gain a competitive edge, members can raise their profile with clients, employers and piers, members can showcase their professional credentials, etc. CPD is an obligation to members by regularly update their knowledge and skills in order to continue professionally achieve and capable their real potential. It enables professionals to make sure that their skills, knowledge and practices are complete, current and suitable for the roles being performed and it make sure the carrier development through more advanced learning activities. In this Task 1, There are two professional organization such as RICS & CIOB are considered and described for the sub tasks. Company organization structure should be divided into many branches, each divisional head is responsible for different features of construction business, from satisfying the contractual obligation to booming up construction business and they should guide them lead them into proper path, therefore they can achieve the company goals. Team building is important for better team relation, putting together a team requires time and provides smart analysis of business objectives. Team building in the workplace mainly contributes to employee motivation and building trust among the employees, thereby confirming better productivity. Organizational culture contributes to the unique psychological and social environment of an organization. It affects the way groups and people interact with clients or stakeholders or each other. Performance of successful organization depends on proper behavior from employees and managers. If the leaders guide the team members effectively they can produce fruitful output. Properly guided team members can produce some new ideas which can increase the performance. Before starting business contractor should consier the company’s mission & vision, create business plan , find out business oppertunities, analysis market share and do market strategy, form an organization structure, develop the ISO Standards.
  • 47. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 46 References Anon (n.d.). How to Start a Small Business. [Online]. Last accessed 24 July 2014 at: http://www.wikihow.com/Start-a-Small-Business ANON (2014). Organizational Culture. [Online]. Last accessed 19 July 2014 at: http://www.businessdictionary.com/definition/organizational-culture.html#ixzz36rc5U9L4 ANON (2014). Small Business Pro. [Online]. Last accessed 20 July 2014 at: http://www.smallbusinesspro.co.uk/marketing/leadership-styles.html ANON (n.d.). Continuing Personal and Professional Development at UCL. [Online]. Last accessed 17 July 2014 at: http://www.ucl.ac.uk/hr/od/resources/continuing_prof_dev_guide.pdf ANON (n.d.). How to Build a Successful Team. [Online]. Last accessed 19 July 2014 at: http://www.wikihow.com/Build-a-Successful-Team ANON (n.d.). Leadership & Teambuilding. [Online]. Last accessed 19 July 2014 at: http://wheatoncollege.edu/sail/leadership/student-involvement-handbook/strengthening- group/leadership-teambuilding/ ANON (n.d.). Leadership Styles. [Online]. Last accessed 20 July 2014 at: https://nationalvetcontent.edu.au/alfresco/d/d/workspace/SpacesStore/f23c2cfc-cfb4-4c7c- 8a67-4b5bcc89a0a9/ims/unit_lm/concepts/lmc0102.htm ANON (2012). Marketing Strategy. [Online]. Last accessed 24 July 2014 at: http://rethinkmarketing.com.au/our-services/marketing-strategy/ ANON (n.d.). Mission Statement. [Online]. Last accessed 24 July 2014 at: http://www.businessdictionary.com/definition/mission-statement.html ANON (n.d.). The benefits of certification. [Online]. Last accessed 24 July 2014 at: http://www.qa.com/certification-programmes/the-benefits-of-certification/ CHARTED QUALITY INSTITUTE (2014). The Role and Purpose of Professional Bodies. [Online]. Last accessed 14 July 2014 at: http://www.thecqi.org/Knowledge-Hub/Knowledge- portal/Compliance-and-organisations/Specialist-professional-bodies/ CHARTERED INSTITUTE OF BUILDING (2009). Routes To Membership. [Online]. Last accessed 15 July 2014 at: http://www.tdpedu.org/admin/ewebeditor/uploadfile/2011/20110614141318109.pdf CHARTERED INSTITUTE OF BUILDING (n.d.). Rules and regulations of professional competence and conduct. [Online]. Last accessed 14 July 2014 at: http://www.ciob.org/sites/default/files/Rules%20%26%20Regulations.pdf
  • 48. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 47 CHARTERED INSTITUTE OF BUILDING (n.d.). Professional Development Programme. [Online]. Last accessed at: http://www.ciob.org/professional-development-programme [Accessed 15 July 2014]. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT (2014). About Professional Membership. [Online]. Last accessed 15 July 2014 at: https://www.cipd.co.uk/membership/professional/ [Accessed]. CHEN, T (2014). 5 Ways To Fund Your Small Business. [Online]. Last accessed 24 July 2014 at: http://www.forbes.com/sites/moneybuilder/2013/09/24/5-ways-to-fund-your-small- business/ CHERRY, K (2014). Three Major Styles of Leadership. [Online]. Last accessed 20 July 2014 at: http://psychology.about.com/od/leadership/a/leadstyles.htm CPD CERTIFICATION SERVICE (2013). Benefits of CPD. [Online]. Last accessed 17 July 2013 at: http://www.cpduk.co.uk/index.php/benefits-cpd CRYOTECH (2014). ISO Certification Benefits. [Online]. Last accessed 24 July 2014 at: http://www.cryotech.com/iso-certification-benefits EVANS, J (2010). vision and mission whats the difference and why does it matter. [Online]. Last accessed 24 July 2014 at: http://www.psychologytoday.com/blog/smartwork/201004/vision-and-mission-whats-the- difference-and-why-does-it-matter FONTINELLE, A (2014). Starting A Small Business: Financing Your Business. [Online]. Last accessed 24 July 2014 at: http://www.investopedia.com/university/small- business/financing-your-business.asp HOWARTH, T (2006). Continuing Professional Development Requirements of Built Environment Professions : A UK Perspective. [Online]. Last accessed 17 July 2014 at: http://nrl.northumbria.ac.uk/2485/1/Howarth,%20Continuing%20Professional%20Developm ent%20requirements%20Blt%20Eng....conf.pdf INSTITUTION OF STRUCTURAL ENGINEERS (n.d.) Initial Professional Development. [Online]. Last accessed 15 July 2014 at: http://www.istructe.org/careers-and- development/professional-development/initial-professional-development JOHNSON, S (n.d.). Advantages & Disadvantages of Different Organizational Structure Types. [Online]. Last accessed 24 July 2014 at: http://yourbusiness.azcentral.com/advantages- disadvantages-different-organizational-structure-types-7077.html MOORE, M (2010). 6 Steps to Develop an Effective Construction Marketing Plan [Online]. Last accessed 24 July 2014 at: http://www.constructionbusinessowner.com/topics/marketing/construction-marketing/6- steps-develop-effective-construction-marketing-plan
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  • 50. CONSTRUCTION PROFESSIONAL STUDIES BSc (Hons) in Quantity Surveying & Construction Management Page 49 Appendix Gantt Chart ID Task Name Start Finish Duration Jul 2014 30 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 2 5d7/11/20147/7/2014Data Gathering 3 2d7/14/20147/11/2014Task 1.1 4 1d7/15/20147/15/2014Task 1.2 5 2d7/16/20147/15/2014Task 1.3 11 1d25-Jul-147/25/2014Finishing 1 2d7/7/20147/4/2014Detail Study 6 7 8 9 2d7/17/20147/16/2014Task 1.4 3d7/21/20147/17/2014Task 2.1 2d18-Jul-147/17/2014Task 2.2 10 2d7/21/20147/18/2014Task 2.3 3d7/24/20147/22/2014Task 2.4