Understanding The Purpose And Benefits Of Respecting And Supporting Other People At Work

1.1 explain how legislation, frameworks, codes of practice and policies relating to positive behaviour are applied to own working practice

Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation.

1.1 Explain how legislation, frameworks, codes of practise and policies relating to positive behaviour support are applied to own working practise.

Give examples of how the Behaviour and actions of individuals could affect others within the workplace.

1.1 Explain how legislation, frameworks, codes of practice and policies related to positive behaviour support are applied to own working practice.

The benefits of respecting others on a team are that all individuals feel valued and confident to communicate easier with each other. When people feel respected they work more effectively together towards the same goals. When

Promoting the same values across all working relationships: recognising respect, patience, honesty, reliability, resilience and integrity are qualities valued by children, young people, their families and colleagues.

1.1 - Explain how legislation,frameworks,codes of practice and policies relating to positive behavior support are applied to own working practice?

you can develop relationships with your colleagues, so that you all can build a support team, and share

Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are

Outcome 1.1: How do you review the range of individuals and groups in your workplace whose

In the 21st century, workplace diversity has enhanced organization performances and communication skills which benefited the organizations to become successful businesses. Increasing adaptability in the workplace, having to value diversity, and executing more effectively are three benefits of workplace diversity. Organizations most definitely have the ability to embrace their workplace diversity by helping their employees realize the benefits that enhances the business to become more competitive and successful. Unfortunately there are researchers that argue that workplace diversity can lead to problems in the business.

As a general statement diversity refers to the prevention of discrimination in conjunction with the improvement of equality. It’s about valuing differences and inclusion; this is the act of spanning such areas as ethnicity, age, race, culture, sexual orientation, physical disability and religious beliefs. In a global marketplace diversity is theorised as a corporation that employs a diverse workforce in that includes both genders, people of many generations and those from ethnically and racially diverse backgrounds. In daily vocation operations diversity is alleged to assist appreciate and understand the demographics of the marketplace it serves and in effect creates greater accomplishment in the marketplace.

When employees feel respected, and their dissimilarities are accommodated and not frowned upon, they are at peace and are

Study one (Leiter, 2011) was found in the Journal of Applied Psychology and the aim was to develop an intervention to promote civility among employees using Civility, Respect, and Engagement in the Workplace (CREW) principles. The goal of CREW is to improve the work climate through more civil and respectful interaction among staff. This intervention used action research as the underlying framework. Employees worked with a facilitator for 6 months following the CREW principles: a) building civility through required direct conversations on an issue, b) driving the process through exercise that help participants explore new ways of interacting, c) moving participants out of established patterns of social behaviour through leadership from facilitator, d) receiving explicit support for the process from management, e) encouraging employee ownership of process. Weekly meetings were held and structured exercises were completed. The findings of this study suggested an increased civility among workers, greater improvement in burnout and turnover intentions, greater job satisfaction, improved trust in management and reduced absenteeism.