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5CO03 Professional Behaviours and Valuing People

Task one – Briefing Notes

1.1 Professional

A professional is an individual possessing a particular knowledge or expertise on how to carry

out an activity that is crucial to society (Lester, 2014). A professional could be an individual who

raises the living through the specific occupation which incorporates talents and learned skills in

the description of being professionals as alluded by (Saks, 2012). Professionals should have

knowledge and expertise in the professional field which include professional skills, and required

education. Additionally, they should uphold values and behaviours that focus on establishing

trust and integrity in the workplace as well as professional accountability that involves upholding

code of conduct.

According to (CIPD, 2021), the following key requirements are essential in profession including;

Core purpose

It focus on improving better working lives by establishing roles, opportunities and working

environment. It drives in delivery of excellent organisational outcome and inclusivity in work.

Core Knowledge

Professional core knowledge involves evidence-based practices, people and technology, change,

people practice and culture which are essential in establishing effective work inclusivity, driving

passion for learning, professional courage, valuing people and ethical practice.

Core Behaviours

They involves the expected thinking and acting characters to be considered a professional which

include situational decision-making, insight focused, passion for learning, commercial drive,

valuing people and ethical practice.

1.2 Ethical Values

Values are a representation of the individual’s sense of wrong or right, which creates the

influence towards a particular behaviour. Values are the elements that bring out the beliefs of a

group in a specific culture (Singh & Singh, 2012). Ethics refer to the values that help people

determine suitable standards of behaviours and establish limits on the behaviours within and

outside the organisation (Black, et al., 2019). Therefore, ethical values are the sense of wrong or

right within an organisation that develops culture and create behavioural standards in

organisations through personal values such as

Responsibility - obligations of an individual towards others and the duties to focus on the

organisational objectives. In an organisation it helps people to understand the roles they are

required to play to ensure success in the outcome of the organisation.

Respect - respect of fellow individuals we work with, the laws and regulations as well as the

customers to promote attitude within the organisation. Respect have ensured harm any in the

workplace such that each contribution in the organisation is appreciated and perceived to

improve the organisational performance.

Honesty - bringing out reliable reports for the organisation. Working as line manager requires

record keeping and management of financial and human resources. The values of honesty assist

in ensuring ethical standards in reporting.

Others are;

Integrity

Trust
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Quality

Teamwork

Leadership

1.3 Ensuring People Practice is applied

Contributing to Discussions

Creating groups with common talents – I noticed that employees with common talent work

together to improve each other’s skills due to good communication with each other.

Additionally, I ensured the group supervisor is among the team members due to the precise

understanding of the requirement of the team to perform.

Talent’s recruitment – I targeted to acquire workers with the best skills to boost performance

within the organisation, which is through recommendations or absorbing workers from

organisations performing excellently in the market and it provided a competitive advantage to

the organisation.

Effective Ways of Influencing and Communicating in the Workplace

Exchanging through negotiation

The approach is used in the organisation to establish agreements and contracts within the

organisation. For instance, during the motivation of teams to perform excellently, an exchange

between the team and organisation is carried out to offer agreement of rewards in the event of

achievement of the goals within the performance.

Socializing
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The approach applied to communicate and influence people practice, which involves finding

common perspectives of workers and ensuring the workers are comfortable with each other. The

approach is adopted in workshops where the specific goals are emphasised to develop them as

common elements in the organisation, which involve workers socialising with each other to

understand the organisational environment

Consulting

The approach was adopted by engaging in questions to understand the challenges in the

organisation. Therefore, the management engages workers of different levels to understand the

environment of work and improvements that could improve productivity in the workplace.

1.5 Approaches of Raising Issues Conflicting with Ethical Values

Harassment and discrimination within the organisation

In an organisation, harassment and discrimination could be due to age, disability,

payment terms, religion, race or gender. The ethical way is to ensure consistency in treatment of

employees regardless of the grouping they are attributed to and protecting workers form the

unjust treatment from each other. For example, working as a line manager, the role requires

management of a team of people who have diverse characteristics. According to the

organisational terms, all the employees are workers and have been recruited to the organisation

based on qualification and capabilities, therefore, the forms of preference to allocate some

workers higher pay due to racial background amounts to discrimination. Additionally, in events

of continued false claims of incompetency of a worker based on the gender is regarded as

harassment.

Employee Strikes
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The workers could be advocating for higher pay through strikes considering the minimum

pay set by the government, Therefore, the issue raise conflicts within the organisation. For

instance, the risk of working and the duration of work in the organisation have continuously

increased due to the growth of the organisation. However, the payment of workers remain

constant. The workers choose to take an industrial action in form of strike to advocate for the

higher pay. The issue results to conflict.

2.1 Self-Determination Theory based on Workplace Engagement

The section target discussing the engagement of employees in the workplace which builds the

sense of feeling included, values as well as offering fair treatment. The applied approach is self-

determination theory.

The self-determination theory argues that self-determined people perform better if the

competence, connection, and autonomy needs are satisfied (Coccia, 2019).

In self-determination theory, the motivation of employees is based on three psychological needs,

which ensure they feel included, valued and offered fair treatment. Application of elements of

self-determination theory in organisational management reduced the worker turnover rate,

increase talent retention and assist the organisation in earning a competitive advantage.

2.2 People Practice Initiative

The initiative involves the centralisation of operations such that all the workers update a

common system through the department through a personalised portal. The operations seek to

provide accuracy in reporting and integration of organisational departments which characterise

flexibility and agility of organisational operations. The people practice initiative could be
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analysed through an application of the PESTLE technique of evaluating internal and external

environments.

Purpose of the People Practice Initiative

Promote transparency

Improve team-working

Allow ease in the assessment of the productivity of workers

Improve communication within the organisation

References

Black, S., Gardener, D. G., Pierce, J. L. & Steers, R., 2019. Organisational Behaviour.

s.l.:OpenStax.

CIPD, 2021. Explore the Profession Map, London: Chartered Institite of Professional

Development.

Coccia, M., 2019. Theories of Self- determination. In: Global Encyclopedia of Public

Administration, Public Policy, and Governance. s.l.:Springer International Publishing AG, pp. 1-

6.

Lester, S., 2014. Professional standards, competence and capability. Higher Education, Skills

and Work-Based Learning, 4(1), pp. 31-43.

Saks, M., 2012. Defining a Profession: The Role of Knowledge and Expertise. Professions and

Professionalism, 2(1), pp. 1-10.

Singh, H. & Singh, B. P., 2012. Ethical Values and Business Ethics in Multinational Companies

in India in Context of Globalization: An Empirical Study. International Proceedings of

Economics Development and Research, 51(47), pp. 222-230.

TIME (Train Intercultural Mediatiors for a Multicultural Europe), 2016. Communication

Techniques, s.l.: TIME.