Culture Statement

 

The purpose of this statement is to provide the framework of a culture that will enable people to work in an exciting, rewarding, successful and fulfilling atmosphere and result in high levels of performance and job satisfaction.

 

Drive defines the key aspects of its culture as follows:

 

Values First

 

Drive has clearly documented its values and expects all employees to live them, believe in them and put them into practice in everything they do. Working towards enabling people with disabilities to live full and valued lives gives everyone a sense of purpose and re-enforces the importance of the work Drive carries out.

 

Drive, as an organisation is committed to:

 

·        respecting the unique value of each individual

·        encouraging people to fulfil their potential

·      exercising responsible stewardship

 

Person Centred

 

It is the people within Drive who make things happen and ultimately make a difference to the quality of life of other people. Drive believes that every individual, regardless of ability or status, should be able to recognise their own value, contribution and responsibilities and that of others. Drive invests in the health and welfare of people as well as providing opportunities for personal and career development. Clear expectations and responsibilities will be identified for each person and individuals will be accountable for meeting these.

 

 

Team Based

 

Drive believes that people working together as a team, will nearly always outperform a similar group of people working individually. Teamwork is therefore actively encouraged so that everyone’s energy and ideas make a contribution towards individualised services with camaraderie and team spirit being cultivated and developed.

 

Information Sharing

 

At all levels of the organisation Drive encourages clear, open and honest communication that should be undertaken in a spirit of mutual respect and courtesy. People are actively encouraged to be creative, put forward ideas and to disagree and challenge where they feel the need. However, this should be undertaken in an appropriate and correct forum and be done in a constructive manner that does not devalue or belittle any individual or team.

 

Rewards and Recognition

 

Drive realises that it needs to recognise accomplishments and praise achievements to help maintain and improve morale and personal satisfaction. This is achieved in a variety of ways and the organisation is committed to “catching people doing something right”.

 

Flexibility

 

Drive realises that change is inevitable and that it continually has to adapt to expectations, requirements and demands. Being flexible and prepared for the unpredictable better places the organisation and the people within it to take advantage of the opportunities that change creates. 

 

Management

 

A key role for managers within Drive is to set and reinforce the vision, values and culture of the organisation and to help people understand that what they are doing is important and makes a fundamental difference. Managers are also expected to set challenging targets to improve services, listen, provide appropriate support and to be approachable. As a result of these shared visions and beliefs, a reciprocal trust is encouraged and developed between management and employees.

 

Continuous Learning

 

Drive recognises the importance of continuous learning and development. The individual and the organisation have shared responsibility for this and need to be continually assessing and meeting learning and development needs. Learning by doing and trying new ideas are concepts that the organisation feels strongly about and Drive encourages people to take calculated risks and learn from the experience.