5CO03 Professional Behaviors And Valuing People Assignment Sample

Enhancing Professionalism: Behaviors and Valuing People Assignment

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Introduction Of Professional Behaviors And Valuing People

defines the term professional and explains what it means to be a ‘people professional’.

The word Professional belongs to somebody who occupies unique knowledge, abilities, and expertise in a specific field and implements them in an accountable and moral manner (Heinonen, 2020). Professionals frequently follow a code of conduct or set of rules that govern their behavior, and because of their level of education and experience, they are frequently held to a higher standard than the general public.

An occupation in which there is a lot of interpersonal connection, such as human resources, social work, counseling, or education, qualifies as a "people professional" in most cases. Professionals in these professions are in charge of managing interactions with individuals and assisting them in achieving their objectives or overcoming obstacles.

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One needs a variety of abilities and traits to succeed as a people professional. For instance, good communication skills are necessary to establish connections with clients or coworkers and to communicate information succinctly (Hawkins, 2020). Another essential trait is empathy, which enables professionals to comprehend and empathize with the viewpoints and experiences of others.

In the end, being people professional needs having a strong dedication to helping others and being willing to invest time and effort into establishing relationships, resolving problems, and enhancing the lives of those they support.

Explore how the role of a people professional (either a generalist or a particular specialist) is evolving and the priorities this raises for continuing professional development (CPD)

A people professional's job is continually changing due to societal, technological, and workplace developments. As a result, continuing professional development (CPD) is crucial for people professionals to stay alongside each other regarding the most recent information, abilities, and procedures in their industry (Kitto, 2019).

One significant trend determining the character of people professionals is the enhancing emphasis on based on data decision-making. Professionals should be capable of analyzing and understanding data to recognize trends and designs and utilize this data to update their work (Parker, et.al, 2022). This needs a sturdy understanding of the analysis of data and the skills or knowledge to utilize technology devices to analyze, present and collect data.

One more trend is the increasing significance of Diversity, Equity, and Inclusion (DEI) in the place of work. People professionals should be knowledgeable about the latest research and best practices associated with DEI and be capable of putting together these values into their work. This involves making complete systems and practices, sustaining marginalized teams, and easing interactions around delicate topics.

Important priorities for CPD are also raised by the evolution of people's professional jobs.

  • Professionals must constantly advance their knowledge and abilities as well as be abreast of the most recent research, trends, and excellent practices in their industry.
  • They should also be flexible and adaptive, able to quickly change course in response to evolving situations.
  • Offer opportunities for cooperation and learning, as well as helpful support and guidance.
  • To prevent suffering exhaustion and preserve their efficacy in their roles, human resources professionals should order their care and well-being through more specialism job titles like chief happiness officer and lead people data scientist (Depaigne-Loth, et.al, 2022).

Discuss the concept of 'ethical values', and how at least three ethical values that you hold personally, impact (or could impact) your work as a people professional.

Based on what is assumed correct or incorrect, ethical values are the main beliefs that direct a person or company’s behavior, actions, and decisions (Peng, 2020). Here are 3 ethical values that personally impact on work as a people professional:

Integrity- Integrity is an ethical value shared by many professionals. Being sincere, open-minded, and responsible in one's choices and behaviors is a component of this characteristic. When working with sensitive employee data, such as a human resources specialist may need to uphold confidentiality (Ariail, 2020). Maintaining absolute confidentiality and abstaining from any actions that would compromise their credibility are both essential components of upholding the ideal of integrity.

Social responsibility- Social responsibility is a key ethical principle that entails understanding how one's activities affect both society and the environment. A people manager may feel they have to advance social justice and equity and do their part to lessen workplace inequality (Snieder, 2020). A diversity and inclusion specialist, such as might promote laws that aid marginalized groups and oppose unfair practices within the company.

Respect- For people professionals, respect is a fundamental ethical principle. Treating people with respect, empathy, and understanding is a part of this principle. Respect at work could entail fostering an environment where everyone feels respected and supported a culture of inclusion and belonging. In addition to resolving any incidences of harassment or discrimination, this may entail offering training on cultural sensitivity and awareness.

Explain why it is essential for people professionals to contribute confidently to discussions and ways of doing this that are:

Professionals in the human resources field, in particular, must participate boldly in discussions since their ideas can influence the course and results of crucial choices that have an impact on stakeholders, employees, and the organization as a whole (Place, 2019). People managers can develop credibility and become recognized as trusted advisors and strategic partners inside the company by having faith in their contributions.

Informed- People specialists must first get knowledgeable about the subject or problem being discussed to contribute with confidence. To achieve a thorough grasp of the problem, this includes performing research, collecting data, and analyzing that data. Professionals in the human resources field can make evidence-based observations and recommendations and ask insightful questions that progress the debate if they are well-informed.

Clear- People managers need to communicate clearly and concisely in addition to being knowledgeable. This involves speaking in plain English and avoiding technical or language terms that can be confusing to others. Using narrative, data visualization, or other strategies to engage their audience, people professionals must also be able to explain their thoughts and suggestions in a way that is attractive and credible.

Engaging- for people professionals to confidently contribute, including others in the conversation is crucial. This includes attentively listening to people, politely interrogating them, and seeking out opposing viewpoints (Brittain, et.al, 2020). People managers must also be open to criticism and open to working with others to develop solutions that are advantageous to all parties.

Here are some more ways that people professionals could contribute confidently to discussions involved:

Preparing in advance- People in positions of authority who take the time to research the subject, compile information, and create talking points may feel more at ease participating in discussions (Parkhouse, 2019).

Practicing active listening- People managers can better comprehend the situation and spot opportunities to add to the conversation by paying attention to what others are saying.

Using storytelling- People experts can demonstrate their arguments and make their thoughts more approachable and compelling by using tales or anecdotes (Fitzgerald, 2020).

Seeking feedback- Professionals in the human resources field can improve their suggestions and ideas by seeking input from stakeholders or colleagues, and this can help them feel more confident about their contributions.

Discuss when and how to raise concerns when issues such as organizational policies or leadership approach conflict with ethical values or legislation.

The following are some crucial guidelines for when and how to voice concerns when issues like organizational rules or leadership style collide with moral principles or the law:

When to express worries:

  • When moral principles or legal requirements conflict with organizational systems or leadership strategies.
  • When the conflict is supported by data or information (Lemoine, 2019).
  • When all other efforts to resolve the conflict have been unproductive.

How to express concerns:

  • Examine pertinent laws, rules, and ethical standards to see if there is a contradiction.
  • To support the concerns, gather as much information as one can by recording incidents or conversations.
  • To address these concerns, speak with the proper person or division, such as a manager or an HR representative.
  • Provide specific examples and facts to demonstrate the nature of the conflict and how it runs counter to moral principles or legal requirements.
  • When voicing concerns, adhere to any applicable protocols or procedures and be ready to offer more justification or facts.
  • If required, take complaints to a higher authority within the company or to an outside organization, such as a regulatory body (Banks, et.al, 2021).
  • Take into account potential hazards and, if necessary, look for assistance from coworkers, professional associations, or other sources.
  • Recognize and abide by any official procedures in place within the organization for reporting issues or defending informers.

Provide a robust argument for ethical people practice that is supported by academic theory and details both the business and human benefits of people at work feeling included, valued, and fairly treated.

The fact that ethical people practices enhance organizational performance and sustainability is a compelling justification for their use. The case is supported by one academic theory which is Ethical leadership theory.

Ethical leadership theory

According to the ethical leadership idea, ethical leaders can influence their staff to embrace comparable values and behavior through modeling ethical behavior and decision-making. This may result in an effective organizational culture where workers are empowered to contribute to the success of the company and feel respected and supported by management (Greenhalgh, et.al, 2021). As potential employees are more likely to seek out companies with moral leaders and procedures, such a culture can also draw top talent.

There are several advantages for both the organization and the individual when employees feel valued, included, and fairly treated.

Business advantages of diversity, value, and justice:

  • Productivity rises- when workers feel respected, involved, and treated properly because they are more inspired to work hard and produce at their highest levels.
  • Increased innovation and ideation- An inclusive and varied workplace can foster a range of viewpoints, experiences, and ideas, which can lead to more creative and innovative solutions.
  • Improved consumer satisfaction- Higher levels of customer satisfaction are the result of better customer service, which is more likely to be provided by staff members who feel appreciated and included.

Human advantages of fairness, inclusiveness, and worth for people include:

  • Better mental and physical health- Employees who feel included and valued have reduced stress and anxiety levels, which results in better mental and physical health.
  • Enhanced motivation and job fulfillment- better job fulfillment and inspiration to perform great are connected with feelings of inclusion and worth in the workplace (Al Halbusi, et.al, 2021).
  • Better cooperation and collaboration- Higher teamwork and partnership can result in healthier connections between employees as well as higher performance in the workplace if everyone feels respected and involved.
  • Improved self-esteem and self-confidence- workers who feel appreciated and involved at work have stronger self-respect and confidence that could help them perform better and advance in their careers.

AC 2.2 Drawing on your own or a hypothetical example of providing a people practice solution to meet a particular need or introducing a new policy or initiative, describe:

Hypothetical example

An organization has observed that employees with impairments are not taking advantage of professional development opportunities at the same rate as their peers without disabilities (Bhatt, 2022). The business seeks to address this problem and build a more inclusive workplace by introducing a solution.

Strategies for designing a complete solution Strategies for checking the effectiveness of the solution

Consult with disabled employees- Discuss the requirements and preferences of disabled employees concerning career advancement opportunities.

Think about accessibility while designing- Make sure that all employees, including those with disabilities, have access to any development opportunities. This can entail offering useable technology or changing the way training materials are presented.

Include a variety of viewpoints- To guarantee that the solution is inclusive; make sure the design team incorporates different viewpoints, including employees with disabilities.

Gather feedback- Ask employees with disabilities about the usefulness and accessibility of the available development opportunities regularly.

Keep an eye on participation rates- To make sure that employees with disabilities are taking advantage of professional development opportunities at the same rate as employees without disabilities, maintain an eye on their participation rates.

Make an impact assessment- Analyze how the solution will affect how employees with disability advance in their careers.

Review and modify- to make sure that it continues to fulfill the needs of all employees, including those with disabilities, the solution should be periodically reviewed and modified as necessary.

5C O03- TASK 2 Professional Development (Offline Documentation)

Activity 1- information used

The Information used to inform is based on 5 core behaviors

  • Ethical practice- indicating a commitment to ethical values, for instance, honesty, respect, and truth for further, in every aspect of work.
  • Professional courage and influence- being eager to take hazards and challenge the situation to make optimistic changes and attain strategic goals.
  • Valuing people- recognizing and respecting the different talents, viewpoints, and contributions of persons and groups, which makes an atmosphere that helps the development and welfare.
  • Working inclusively- encouraging a culture of involvement and diversity, and keenly seeking out and evaluating different viewpoints and experiences (de Haas, et.al, 2022).
  • Passion for learning- representing contributes to constant learning and improvement, and seeking out fresh abilities to increase practice and help the progress of others.

Evidence

The ability to predict human behavior is essential for creating a supportive work environment. This covers conflict management, motivation, and communication. You need to have knowledge, understanding, and leadership abilities to work with people.

Activity 2

I have learned through contemplation and experience that my strongest attributes lay in my dedication to moral behavior, my ability to take chances and effect change, my appreciation of many skills and opinions, my ongoing pursuit of inclusion, and my enthusiasm for lifelong learning. I also recognize, however, that there are still some areas in which I have room for improvement, like sharpening my critical thinking skills, increasing my time management and learning tactics, and developing my ethical reasoning and assertiveness. I can improve my overall performance and have a bigger impact on the development of skills in my profession by addressing these flaws.

To make ethical thinking stronger: Contribute to&discussions on ethical dilemmas, go to ethics courses and workshops, and ask professionals for advice.

Improve assertiveness by Practicing assertive communication skills and public speaking, and asking peers and mentors for feedback.

To strengthen interpersonal and teamwork abilities: Participate actively in group projects and research collaborations, take workshops and courses on working together and communicating, and practice&listening actively and strong communication skills (Abbas, 2019).

To improve time management and learning strategies: Create a well-structured timetable, prioritize&work, set clear goals, investigate various learning methods, and constantly review and revise the learning plan.

My efficacy as a research scholar will be improved by tackling these areas of development. My development will help me make greater contributions to the growth of knowledge in my field by enhancing my capacity for ethical reasoning, assertiveness, communication, and collaboration, as well as my capacity for critical thought.

Activity 3- Reflection

Participating in Ethical Decision-Making Workshops

Continuous professional development (CPD) depends on reflection on the effects of our learning. I have taken part in several professional and personal development activities over the past 12 months, and I will now discuss three of them and how they have affected my performance and behavior.

Participating in Ethical Decision-Making Workshops:&I attended workshops on ethical decision-making as one of my official development activities. I was given a clear framework by these courses to analyze&moral quandaries and come to wise conclusions. This activity has had a big impact on my performance and behavior. In my research, I've gained a deeper awareness of ethical issues and their ramifications. As an outcome, I am now more conscious of ethical principles and consider them when making decisions. The course improved my ability to reason ethically, which has given me more confidence and integrity as I handle challenging situations. But it also made me see that I need to learn more about ethical frameworks and theories to better understands and put ethical ideas into practice.

Attending a Research Collaboration Conference:&I took part in another official development activity by going to a conference on research collaboration. The possibility to network with other researchers, share ideas, and consider prospective partnerships was offered by this gathering. This activity has had a dual effect on my behavior&and performance. First of all, it helped me grow my professional network by introducing me to researchers with various specialties and backgrounds. This exposure to many viewpoints has expanded my thinking and improved my research methodology. It also promoted a collaborative mindset by highlighting the value of cooperation and knowledge exchange. As a result of this, I have actively looked for chances for more interdisciplinary dialogue and joint study. This project brought to light the need for better communication and teamwork skills, which I want to address through additional practice&and instruction.

Engaging in Online Research Webinars:&I frequently went to online research webinars in my area of study for my development activities. These webinars covered the most recent developments and conclusions through presentations by specialists in several study fields. This activity has had a significant impact on my performance and behavior. I have been able to improve the relevance and caliber of my work by keeping up with current research trends. The webinars also introduced me to various study procedures and approaches, which motivated me to consider fresh directions for my investigation (Brasili, 2019). They also emphasized&the value of lifelong learning and stoked my interest in knowing more about particular study topics. My need to create efficient note-taking and information organization strategies has been revealed as a result of this activity, which will help me make the most of the knowledge I learn from webinars.

Participating in ethical decision-making seminars improved my ability to make ethical decisions, attending a conference on research cooperation increased my network and helped me develop a collaborative mentality, and attending online research webinars allowed me to stay current on the most recent developments. These activities have improved my conduct and effectiveness.&In addition to investigating ethical theories, enhancing communication and teamwork abilities, and refining note-taking and information organization&tactics, they have identified new requirements and action items for ongoing development. I want to continue developing and significantly contributing to my field by attending to these demands.

In light of the feedback, I am happy to have received compliments on my strategy for working collaboratively and fostering excellent working relationships. The comments from Coworker A and Manager B affirm my value of different viewpoints and my attempts to foster a collaborative and supportive atmosphere.

The criticism from Colleague A brought to light a possible area for growth: actively seeking out and appreciating feedback from people with various backgrounds and perspectives. I am aware of how crucial it is to include other points of view in the decision-making process to provide thorough and inclusive results. I will aggressively seek feedback in the future from a larger range of people, encouraging them to contribute their distinct thoughts and viewpoints. As a result, decision-making will be stronger and more inclusive in a setting that celebrates and embraces variety.

My efficient communication abilities, compassionate demeanor, and efforts to acknowledge team members' contributions were highlighted in Supervisor B's evaluation. This affirmation inspires me to keep developing productive working connections and giving my team members chances to grow and develop. I'll keep the lines of communication open, pay attention to their viewpoints, and offer continuing assistance to promote a supportive and inclusive work atmosphere.

References

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  • Al Halbusi, H., Williams, K.A., Ramayah, T., Aldieri, L. and Vinci, C.P., 2021. Linking ethical leadership and ethical climate to employees' ethical behavior: the moderating role of person–organization fit. Personnel Review, 50(1), pp.159-185.
  • Ariail, D.L., Smith, K.T. and Smith, L.M., 2020. Do the United States accountants' values match the profession's values (ethics code)? Accounting, Auditing & Accountability Journal, 33(5), pp.1047-1075.
  • Banks, G.C., Fischer, T., Gooty, J. and Stock, G., 2021. Ethical leadership: Mapping the terrain for concept cleanup and a future research agenda. The Leadership Quarterly, 32(2), p.101471.
  • Bhatt, B., 2022. Ethical complexity of social change: Negotiated actions of a social enterprise. Journal of Business Ethics, 177(4), pp.743-762.
  • Brasili, A. and Allen, S., 2019. Beyond the Webinar: Dynamic Online STEM Professional Development. Afterschool Matters, 29, pp.9-16.
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  • de Haas, C., Grace, J., Hope, J. and Nind, M., 2022. Doing research inclusively: understanding what it means to do research with and alongside people with profound intellectual disabilities. Social Sciences, 11(4), p.159.
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