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Module Number 26-6700-00S

ASSIGNMENT ON

CONSTRUCTION PROFESSIONAL STUDIES

BSC (HONS) IN QUANTITY SURVEYING &CONSTRUCTION MANAGEMENT

SHEFFIELD HALLAM UNIVERSITY

NAME : AFRATH AHMATH NIZAAM

SHU STUDENT ID : 23048339

ICBT STUDENT ID: 14/M/D/38

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Construction Professional StudiesBSc (Hons) in Quantity Surveying & Construction Management

ContentsTask 1 ........................................................................................................................................................................................ 1

Task 1-a Code of Conducts of Professional Bodies ....................................................................................... 1

Code of Professional Conducts PMI .............................................................................................................. 1

Code of Professional Conducts ICE .............................................................................................................. 2

Task 1-b Initial Development process (IDP) ....................................................................................................... 3

IDP of CIOB ................................................................................................................................................................... 3

IDP of RICS ................................................................................................................................................................... 4

Task 1.c Achieving Corporate Membership in Professional Bodies. ...................................................... 6

a. Royal Institute of Chartered Surveyors - RICS ....................................................................................... 6

b. The Institute of Electrical and Electronics Engineers - IEEE ............................................................ 7

Task 1.d Continuing Professional; Development (CPD). ............................................................................. 8

TASK 2 ...................................................................................................................................................................................... 9

TASK 2.a Organization Chart and the Responsibility Matrix ...................................................................... 9

Task 2.b Team Building ............................................................................................................................................. 12

Task 2.C Organizational Culture & Leadership styles ................................................................................ 14

References: .......................................................................................................................................................................... 16

Annex: ..................................................................................................................................................................................... 17

Figure 1 RICS Graduate Route towards MRICS recognition. ......................................................................... 6

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Task 1

Task 1-a Code of Conducts of Professional Bodies

Code of Professional Conducts PMIThe Code of professional conducts of PMI has been delivered in following subheadings

a. Vision and applicability

The expected outcome from this is to establish a confidence among its practitioners about the

professional of Project Management can be advanced if the Code of conduct is strictly adheredand these code will assist its practitioners to wise decisions at appropriate time.

This code further states to who it applies. These codes of conducts are bound on all PMI

members. Also those who are not Members, but holding a PMI certification or applied to

commence a PMI certification or a person who is a capacity to serve PMI voluntarily.

b. Responsibility

Responsibility is our duty to take ownership for the decisions we make or fail to make, the

actions we take or fail to take, and the consequences that result. (PMI, unknown)

Stakeholders who are covered under this Code, shall full fill the responsibilities that they

undertake, acknowledges the mistakes committed and correct them and they shall protect theconfidentiality of the information that has been entrusted on them. Furthermore, these

stakeholders shall not involve in any illegal activities and shall report unethical conducts only

with substantial facts.

c. Respect

According to PMI, Respect in the sense self, others and of those resources entrusted on. All

dealings shall be of in a pr ofessional manner while recognizing others rights and avoid

undermine the others reputation and respect.

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Code of Professional Conducts ICE

a. All members shall discharge their professional duties with integrity and shall behave with

integrity in relation to all conduct bearing upon the standing, reputation and dignity of the

Institution and of the profession of civil engineering. (ICE, 2004)

Members are to act impartially and objectively and shall show their duty of care to their clients

without any discriminations and favourism. All commitments of engagement, fee etc. shall be in

writing.

b. All members shall only undertake work that they are competent to do. (ICE,2004)

Members shall be confident and competent enough of their involvement in each projects

regarding the extent of their involvement, nature and the knowledge of the subject an

experience keeping in mind the applicable law applicable and the limitations etc.

c. All members shall have full regard for the public interest, particularly in relation to matters of

health and safety, and in relation to the well-being of future generations. (ICE,2004)

Members shall take initiative in the best interest of the Health, safety of the Public and the

safety of the stakeholders of the Project throughout the life span of the project. Being aware of

the applicable laws and regulations, proper concern shall be given regarding all expected

hazards, while bidding executing new projects.

d. All members shall show due regard for the environment and for the sustainable

management of natural resources. (ICE,2004)

At any point of time, the members hall demonstrate that they have preliminary precautions in

concerns in Environmental sustainability and the management of resources. Proper plan shall

be implemented to preserve the Environment in its natural habitat and policies to be in place

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Task 1-b Initial Development process (IDP)

IDP is a management development programme that takes you from being a new graduate to a

recognized professional. It is possible to gain the PDP competence units through a wide variety

of industry roles, making it transferable between jobs and employers if necessary (CIOB,

Unknown)

Those who have the minimum academic requirements shall adopt this PDP to progress towards

the Chartered Membership of Professional Institutes.

In general, PDP is, after completing the minimum acadamic requirement, the process of

achieving set of criteria set by Professional institutes to gain the chartered membership of those

institutes. These processes differ from institutes to institutes.

IDP of CIOB

According CIOB requirements (John Trill, 2011), following are the major competencies required

to be fulfilled in IDP

Decision Making - by having suitable knowledge and understanding supported by relevant

experience to take appropriate decisions at correct time.

Communication & Managing Information Proper communication mode conducted in a

professional way to express & absorb Ideas and information fro and to. And keep record of

all Communications to be able to track back in future.

Planning Work & Managing ResourcesIdentifying the works to be done and arranging them in a logical way and organizing resources

to execute the arrangement made flawlessly so that the optimized output is received.

Managing Work Quality, Health & Safety and Assess Environmental Constraints

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IDP of RICSThe IDP related to RICS is little complex. The competencies are categorized into 3.

a. Mandatory Competency ( All shall be attained)

b. Core Competency (Primary skills for the sector selected)

c. Optional Competency

Furthermore, there are 3 levels, namely Level 1, 2 & 3.

Mandatory Competency (General)

1. Level 1 : consisting Accounting Principles, Business Planning, Conflict avoidance,

Management, Dispute resolution procedures, data management, sustainability and Team

Work

2. Level 2 : Consisting Client Care, Communications & Negotiations, health & Safety.

3. Level 3: Consisting Conduct Rules, Ethics & Professional Practice.

Above is Common to all sectors. For Built Infrastructure, in addition to above, following shall

also be applicable to the candidates.

Core Competencies.

Level 3 : Engineering Science & Technology (Mandatory) with 3 optional from below list.

- Analysis of Client Requirement

- Contract Practice

- Cost Prediction & Analysis- Procurement & Tendering

- Programming & Planning

- Project Controls

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Level 2 : Any two of below.

- Analysis of Client requirement

- Asset Management

- BIM Management

- Cross Cultural Awareness in Global Business

- Project Audit

- Project Funding & Finance

- Risk Management

- Stakeholder Management

- Supplier Management

- Sustainability

By attaining these Competencies throughout the PDP, the candidate is eligible for the final

review where there would be a panel viva to assess the candidates qualifications subject to the

Institutes criteria and in the event of successful performance, the candidate is given the

Corporate membership.

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Task 1.c Achieving Corporate Membership in Professional Bodies.

a. Royal Institute of Chartered Surveyors - RICS

RICS offers various routes to get the Corporate Membership (MRICS) status such as:

a. Academic Route : This for those who have Surveying related Teaching or research (3

years min.). Those with an accredited Degree or Surveying related higher- degree can

enroll. (RICS,2014)

b. Graduate Route : For those with RICS accredited Degree and Experience. This has 3

sectors, for those with No experience, for those with 5 years of relevant surveying

experience, for those with at least 10 years of relevant surveying experience can enroll.

(RICS,2014)

c. Adaptation : For those who do not possess an accredited degree, but approved degreelevel professional membership can enroll. (RICS,2014)

d. Direct Entry : Those who possess membership from certain professional Bodies

(Subject to ROCS approvals) can enroll. (RICS,2014)

e. Professional Experience route : Those who has a degree and min. 5 years experiencecan enroll. (RICS,2014)

For elaboration of one selected route (Graduate route) , refer below diagram.

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b. The Institute of Electrical and Electronics Engineers - IEEE

As requirement the applicant shall be an Engineer, Scientist, Educator, technical Executive ororiginator in IEEE designated field (IEEE,2014)

Furthermore, the candidate shall have 10 years of professional experience out of which 3 years

can be substituted by a Bachelor degree or 4 years if Bachelors with a Master degree or 5 years

of with a Doctorate.

Further, the candidates shall demonstrate of 5 years of significant experience. The significant

experience means being responsible as a team leader, task supervisor, engineer in charge of a

program or project, engineer or scientist performing research with some measure of success

(papers), or faculty developing and teaching courses with research and publications, all are

indications of significant performance(IEEE,2014)

Also the Candidate shall provide 3 references of current IEEE members (Snr. Member, Fellow,

Honary Member grade)

Once the applicant meet/provide all above mentioned, then after reviewing, he will be provided

the Snr. Member Grade of IEEE.

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Task 1.d Continuing Professional; Development (CPD).

Continuing professional development (CPD) is a commitment by members to continuallyupdate their skills and knowledge in order to remain professionally competent and achieve their

true potential. (RICS,2014)

The industry, Construction industry in particular, is evolving day by day with new inventions and

upgrades. Due to this, the industry expects more and upgraded services from the Professionals.

So it is vital necessary for the Professionals to keep them updated to the latest development to

be competent. Attending CPD events benefits not only the individual, but also the Company

itself.

Certain Professional Bodies have made mandatory for its members to record CPD hours (as

per Institute requirement) every year.

As per RICS(2014), all members shall record of 20 hour CPD every year wherein out of 20

hours, 10 hours shall be a formal CPD and the rest can be informal. At the same time AIQS

requires 40 hours of CPD in every 3 year of the membership (AIQS,2012)

As individual and being a member of a Professional benefits

a. Positive learning approach to coop up with constantly upgrading new technologies

b. In depth subject knowledge will be gained and simultaneously the standard of the

Professional Institute will be maintained.

c. Increases self confidence and subject knowledge leading to expertise level.

d. Compliance with Professional Institutes Requirement in retaining the membership.

e. Increases productivity of day to day works and

f. Personal career level is strengthen. The employers will give higher preference to those

who continuously updates their knowledge data base.

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TASK 2

TASK 2.a Organization Chart and the Responsibility Matrix

Organization Chart

An organization chart is a diagram that represents the positions and the relationships within an

organization (William Pride, Robert Hughes, Jack Kapoor, 2011)

A typical Organization chart of a medium sized construction company is given below:
http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22William+Pride%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Robert+Hughes%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Jack+Kapoor%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Jack+Kapoor%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Robert+Hughes%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22William+Pride%22

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The workers expect, as minimum basic/fundamental requirement from the Employer, the

following:

- Job Security

- On-time salary

- No over burden

- Better standard of living

This is attainable only if the Company has enough running projects that generates income sothat the Company can make sure that the workers such requirements are met.

Below diagram explains the responsible matrix of the Company in Securing a Job order.

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As illustrated in above diagram, the responsibility of each department is explained from getting

a job order till beginning of executing them.

Also during executing and closeout, the continues help/interference of these departments are

yet required. These interference, as an ultimate result, this corporation will ensure the stability of

the workers employment. Below Diagram illustrates how the interference during execution as

well as in closeout.

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Task 2.C Organizational Culture & Leadership styles

According to Fros et al.(1985), Definition of organizational culture is Talking aboutorganizational culture seems to mean talking about the importance for people of symbolism of

rituals, myths, stories and legends and about the interpretation of events , ideas, and

experiences that are influenced and shaped by the g roups within they live

Types of Organizational Behavior

According to Don Hellriegel, John Slocum(2008), there are four major categories, namely:

a. Bureaucratic Culture

b. Clan Culture

c. Entrepreneurial Culture

d. Market Culture

Bureaucratic Culture

According to Don Hellriegel, John Slocum(2008), this applies to an Organization that follows

rules, standard operating procedures and hierarchical coordination. Long-term concerns are

predictability, efficiency, and stability and the stakeholders recognize standardized goods and

services. Managers view their roles as being good coordinators, organizers, and enforcers of

written rules and standard. Tasks, responsibilities, authority, rules, and processes are clearly

defined.

Clan Culture

Tradition, loyalty , personal commitment , extensive socialization, teamwork, self-management

and social influence are attributes of a Clan Culture Don Hellriegel, John Slocum(2008).

Here members consider their commitment to the company is higher than the contractual

agreement. Here the unity is achieved easily. Members recognizes them as an integral part of

the company

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Leadership styles and its effect on Construction Organizations performance

According to Kurt Lewin, leadership styles are mainly divided into 3 parts, namely:a. Democratic

b. Authoritarian

c. Free Rein

Under Democratic Leadership, the leader involves the members in taking the decision. He gives

chance to all members by consulting their views and finalizes the decision.(Robert N. Lussier,Christopher F. Achua 2009)

Authoritarian style is simply the dictatorship. The leader himself takes the decision and implies

on others. Here the leader does a close supervision.

Free Rein style is a different one where the leader does not lead, rather let the members come

to a conclusion. The leader does a passive role in group affairs. (Phillip Sadler 2003)

These leadership styles will obviously have an impact on the employee where the employee is

the particle the object The Organization. The leadership style will definitely have an impact on

the morale of the employee. Of the morale of the employee is affected, the overall production

will decline thus, the companys competitive position on the market will decline. Also the

Customer satisfaction is also subject to the Organizations adopted leadership style. Some

Clients may not work with Authoritarian Styles whereas Democratic style is widely accepted.

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References:

William Pride, Robert Hughes, Jack Kapoor, 2011, Business, 11 th Ed, Mason,-Usa, Engagelearning

Dyer, W.G., Dyer, W.G. & Dyer, J.H. 2007, Team building: proven strategies for improving team

performance, Jossey-Bass, Chichester; San Francisco, Calif.

Frost, P.J. et al.(eds) (1985), Organizational Culture , Newbury Oark: Sage

Lewin, K., Lippit, R. and White, R.K. (1939). Patterns of aggressive behavior in experimentallycreated social climates. Journal of Social Psychology

Continuing professional development (CPD),2011, [0nline] last accessed 03 September 2014 at

http://www.rics.org/ae/about-rics/what-we-do/continuing-professional-development/

Project Management Institute, Unknown, [online, Code of Ethics and Professional Conduct , last

accessed 03 September 2014 at

http://www.pmi.org/~/media/PDF/Ethics/ap_pmicodeofethics.ashx

Institution of Civil Engineers,2004,[online], ICE CODE OF PROFESSIONAL CONDUCT , lastaccessed 03 September 2014 at http://www.ice.org.uk/getattachment/4025f049-02ae-4bc5-82c4-6c73e968fc5e/Code-of-professional-conduct-for-members.aspx

RICS, 2014, [online], Members (MRICS) last accessed 03 September 2014 athttp://www.rics.org/ae/join/member-mrics

The Institute of Electrical and Electronics Engineers, 2014, [online], Senior Member Grade, lastaccessed 04 September 2014 athttp://www.ieee.org/membership_services/membership/senior/sm_index.html
http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22William+Pride%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Robert+Hughes%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Jack+Kapoor%22http://www.rics.org/ae/about-rics/what-we-do/continuing-professional-development/http://www.pmi.org/~/media/PDF/Ethics/ap_pmicodeofethics.ashxhttp://www.pmi.org/~/media/PDF/Ethics/ap_pmicodeofethics.ashxhttp://www.ice.org.uk/getattachment/4025f049-02ae-4bc5-82c4-6c73e968fc5e/Code-of-professional-conduct-for-members.aspxhttp://www.ice.org.uk/getattachment/4025f049-02ae-4bc5-82c4-6c73e968fc5e/Code-of-professional-conduct-for-members.aspxhttp://www.ice.org.uk/getattachment/4025f049-02ae-4bc5-82c4-6c73e968fc5e/Code-of-professional-conduct-for-members.aspxhttp://www.ice.org.uk/getattachment/4025f049-02ae-4bc5-82c4-6c73e968fc5e/Code-of-professional-conduct-for-members.aspxhttp://www.rics.org/ae/join/member-mricshttp://www.rics.org/ae/join/member-mricshttp://www.ieee.org/membership_services/membership/senior/sm_index.htmlhttp://www.ieee.org/membership_services/membership/senior/sm_index.htmlhttp://www.ieee.org/membership_services/membership/senior/sm_index.htmlhttp://www.rics.org/ae/join/member-mricshttp://www.ice.org.uk/getattachment/4025f049-02ae-4bc5-82c4-6c73e968fc5e/Code-of-professional-conduct-for-members.aspxhttp://www.ice.org.uk/getattachment/4025f049-02ae-4bc5-82c4-6c73e968fc5e/Code-of-professional-conduct-for-members.aspxhttp://www.pmi.org/~/media/PDF/Ethics/ap_pmicodeofethics.ashxhttp://www.rics.org/ae/about-rics/what-we-do/continuing-professional-development/http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Jack+Kapoor%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22Robert+Hughes%22http://www.google.ae/search?tbo=p&tbm=bks&q=inauthor:%22William+Pride%22

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Annex:

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August 2014

RICS Routes to MembershipGraduate Routes

Academic/professionalqualifications

Relevant priorexperience

Structured training Final assessment submissions Final assessment interview

Graduate 1RICS-accredited degreePart-time students may enrol onto the APC during the final yearof study. Placement year

students must enrol on the APCafter graduation. At least 12 ofthe 23 months structuredtraining must be completed aftergraduating. Placementexperience can be backdated.(see note)

None 24 months structuredtraining to meetcompetencyrequirements

regular meetings with

supervisor/counsellor 96 hours of professionaldevelopment overstructured training period

confirmed mandatory and technicalachievement records

logbook/progress record professional development record over

last 24 months

critical analysis (3,000 words)

60 minute interviewincluding 10 minutepresentation on criticalanalysis

testing on professional

practice/ethics

Graduate 2

RICS-accredited degreeThe 12 months structuredtraining must be completed aftergraduating. (see note)

At least 5 years

relevantexperiencebefore startingAPC. Pre-degreeexperience cancount

12 months structured

training regular meetings withsupervisor/counsellor

48 hours professionaldevelopment over thestructured training period

confirmed mandatory and technical

achievement records logbook/progress record professional development record over

last 12 months critical analysis (3,000 words)

Graduate 3RICS-accredited degree

At least 10 yearsrelevantexperience

before startingAPC. Pre-degreeexperience cancount

not required confirmed mandatory and technicalachievement records

professional development record for

the previous 12 months, consistentwith the RICS Rules of Conduct critical analysis (3,000 words) record detailing the relevant technical

and mandatory skills required by theAPC pathway (submitted to RICS atapplication)

Note: Those undertaking an accredited postgraduate degree part-time may enrol on to the APC and complete the structured training concurrently. They must have

graduated from their degree course before being eligible to take final assessment.

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Professional Experience Route


Relevant prior experience Preliminary assessmentsubmissions

Final assessment interview

Minimum of

Bachelors degree

Minimum of

5 years experience post-qualification

Summary of experienceagainst technical pathwaycompetencies (2,000 3,000 words) mandatorycompetencies (1,000 words)

Case study (2,000 words) professional development

record (20 hours over theprevious 12 months)

organisation chart

60 minute interview including 10 minutepresentation on one case study

testing on professional practice/ethics

OR

RICS-approvedprofessional body

membership

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Academic Route


Relevant priorexperience

Final assessment submission Final assessmentinterview

RICS-accredited degree undertaken academicactivities relevant to theprofession over a 3 yearperiod. (The three yearscan be a total, notnecessarily continuous,i.e. in one block)

four items to be evidenced from the list of options below (see note).At least one must be from each of the three lists and at least one ofthe four must be to level 3 in a core competency from the chosenAPC pathway

Teaching options at least one from this listo Post graduate teaching qualificationo Successful mentoring of research studentso Course leadership and development

Research options at least one from this listo Peer group refereed research paper / reporto Booko Book chaptero Conference papero Patento Consultancy report

External Engagement at least one from this list o Engagement with employerso Consultancy activitieso Engagement with professional organisation

3,000 word statement that documents the relevance of the portfolio tothe profession and how this has been applied to the chosen APCpathway

professional development records for the previous 12 months,consistent with the RICS Rules of Conduct

60 minute interview basedon portfolio of evidence witha 10 minute presentation onone item to demonstrateknowledge andunderstanding of themandatory, core andoptional competencies ofthe chosen APC pathway in

the context of teaching andresearch, as well as ofprofessional practice,research ethics andprofessional ethics

OR

Relevant higher degree

undertaken academicactivities relevant to the

profession over a 3 yearperiod on a course that isnow accredited. (The threeyears can be a total, notnecessarily continuous,i.e. in one block)

Note: All published work presented must have been published/completed within the three years and prior to final assessment interview. It must be of a quality that isrecognised nationally in terms of its originality, significance, rigour and contribution to research and/or policy agendas.

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Senior Professional Route

Academic / professional qualificationsand experience

Management / SpecialisedExpertise competencies

Final assessment submission Final assessmentinterview

10 years relevant experience, and now ina senior industry position, either in termsof management responsibility oracknowledged expert specialist status

The experience requirement is reduced tofive years with 1) undergraduate degreeor equivalent professional qualification

and 2) a relevant post-graduate degree(masters level or higher).

Managers must demonstrateattainment in additional mandatorycompetencies in leadership,managing people and managingresources

Expert Specialists must demonstratethe extent of specialist knowledge

rsum providing evidence of meeting therelevant technical and mandatory skillsrequired by the chosen APC pathway

professional development records for theprevious 12 months, consistent with theRICS rules of conduct

3 case studies (500 words each)demonstrating competence one shouldinclude demonstration of management and

leadership skills OR specialist expertisedepending on the case (with the option tosubstitute a maximum of two of the casestudies with published articles orpresentations taken from the last threeyears). At least one case study should be ona project from the country the assessment istaking place in.

60 minute interviewincluding 10 minutepersonal introductionbased on rsum

testing on professionalpractice/ethics andleadership andmanagementskill/specialist expertise

Notes for senior professional academics Experience and seniority the required surveying experience is interpreted as undertaking academic activities relevant to the profession Final assessment submission in the case studies, evidence of consultancy work should be provided

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Adaptation Route


Relevant prior experience Final assessment submission Final assessmentinterview

Adaptation 1

RICS-approved professional bodymembership OR degree

AND

450 study hours from an RICSaccredited degree either at

postgraduate level or final year of anundergraduate programme or from anapproved training provider (see note)

At least 5 years relevant experiencepost-qualification professional development records for the previous 12months, consistent with the RICS rules of conduct critical analysis (3,000 words) record detailing the relevant technical and mandatory

skills required by the APC pathway (submitted toRICS at application)

60 minuteinterviewincluding 10minutepresentation oncritical analysis

testing onprofessionalpractice/ethics

Adaptation 2

For EU applications covered by EU Directive

There is an EU Directive that ensures mutual recognition of professional qualification. RICS is a designated body under EU law for deciding whether or notqualifications from other EU countries would permit an individual to practise as a chartered surveyor in the UK.

Candidates for RICS membership under the Directive must be members of a relevant professional body in their country of residence. RICS will assess whether or notthe requirements of any candidates professional body are equivalent to those of RICS. If there is a shortfall, RICS will identify the training and experience and/orassessment of competence needed before the candidate can be admitted to membership.

Note: The 450 study hours must be undertaken specifically for the purpose of pursuing RICS membership.

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AssocRICS

Relevant prior experience Final assessment submission Assessment4 years relevant experience. Summary of experience

3,000-word summary of recent experience demonstrating both thetechnical (2,000 words) and mandatory (1,000 words) competencyrequirements of the chosen pathway

Case study 2,000-word account of a recent project that demonstrates technicalability, focusing mainly on the two technical competencies mostrelevant to day-to-day work

Record of professional developmentA log and evaluation of 24 hours of learning activities taken to buildup skills towards mandatory and technical competencies

EthicsSuccessful completion of RICS online ethics module

Online assessment of submission by

two assessors.

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Direct Entry

Some approved professional bodies and other qualifications around the world can provide a streamlined route to RICS membership. For example, someprofessional body memberships allow direct entry to RICS, while others may provide exemptions to the academic requirements. Please visitwww.rics.org/professionalbodies for details.

THERE IS NO AGE RESTRICTION FOR ANY ROUTE

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