Introduction-Professional Behaviours And Valuing People
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Those who work in the People Profession understand the critical role that people play in the success of an organisation. As a result, it focuses on the entire development and administration of employees, as well as the human resource practises that have an impact on these persons (Richards, 2021). Additionally, it aspires to ensure that workers have a positive experience at work by putting the emphasis on their requirements.
Define the term professional
In the world of work, a professional is someone who is either a member of an organisation or who earns their living by working in a certain field. The term also refers to the education and training that professionals must have in order to do the specialised tasks that are needed of them in the workplace (Mansukhani et al., 2017). Almost all professions have codes of conduct that include the ethical and moral criteria of their respective fields.
The requirements of a people professional
By ensuring that the appropriate people are in the proper roles, the people function is critical to both the organization's success and the careers of its employees. But that's only the beginning of the process. The people profession gives you access to a wide range of employment in every industry, enabling you to develop a successful career both at home and abroad (Chulpanovna et al., 2021). Every sector and business need the skills of a human resources specialist, no matter where you are in the globe. Long-term prospects and a wide range of responsibilities are available to those who pursue a career in one of the people profession's twelve distinct career categories. Recruiting and training new workers are two possible roles you may have in your career. Another possibility is helping your firm determine how to reward its staff. Employees' rights are protected in a variety of positions, including those under employment law.
Explain what is meant by ethical values
As a matter of principle, ethical standards demand that we go beyond our own interests in order to respect, protect, serve, and assist others. Values are personal convictions that direct a person's behaviour in one direction or another. A human's conduct is guided by these patterns. People tend to accept the ideals they were taught as children (HOSSEINABADI et al., 2019). It is also common for people to assume that these values are “correct” since they are the values of their own culture. When it comes to making ethical decisions, it's common to have to evaluate several values side by side and decide which ones are more important. Having divergent values may lead to a conflict of preferences and priorities, resulting in a disagreement.
“Three examples of your own personal values and how this affects how you work and develop working relationships.”
Your values describe what is most essential in your life. Values are the foundation for all decisions, actions, and behaviours. For example, openness and honesty are excellent values, as are privacy and independence; financial stability is a good predictor of values, as is family love; success is a good indicator of values. The individuals have their own set of values, and the importance they put on each differs (Sagiv and Schwartz, 2021). Your values may be consciously held and acted upon, but you may be unaware of them. Those who live according to their beliefs are likely to be happy, whereas those who live contrary to their values may be nervous and sad.
“Contributed to discussions to ensure people practices are applied”
The results of an “employee opinion survey,” in addition to other significant employee impressions, are often used to assess engagement and morale among employees. Companies may have a strong understanding of these critical factors by conducting surveys (Nyumba et al., 2018). Employee participation has an impact on performance, attitude, and the overall effect. The level of employee involvement and morale is assessed via one-on-one interactions, task force meetings, as well as performance and turnover statistics.
How you can effectively communicate to engage and influence others
In meetings and lectures, use logic to persuade people of the importance of your views or asking for help or involving people in your endeavour increases its chances of success. Your message should state if your proposal benefits others (Monroe et al., 2019). It's about getting people excited about your message. Show enthusiasm or appeal to their values and beliefs. Communication in a matrix organisation must be more deliberate than in a conventional organisation. One way to communicate effectively is to have a coordinated plan. A thorough communication plan defines who has what information, when they need it, and how to receive it.
“How you might raise issues with situations such as organisational policies or the approach to leadership that conflict with legislation or ethical values.”
Every day, disgruntled employees violate the rules of behaviour set out by their employers. Disgruntled employees may raise a number of ethical difficulties in the workplace, such as abusing company time, stealing credit for others' efforts, or bullying their co-workers (White et al., 2019). Employee misbehaviour might go undetected for a number of reasons, despite its prevalence. Colleagues may fear reprisals for “tattletales,” or they may feel intimidated by their colleagues' dishonesty. Others may just opt to avoid confrontation by turning their backs. Disruption in the workplace is caused by wrongdoing in one form or another.
“Business and human benefits of people at work feeling included, valued and that they are being treated fairly”
Employees feel a feeling of belonging in a workplace that is varied and inclusive. Higher quality work is produced when people feel more connected in their workplaces. D&I methods have a significant impact on corporate success, creativity, and decision-making in businesses (Randel et al., 2018). Diversity without inclusion may lead to a hostile workplace, while inclusion without diversity can lead to a stale and uninspiring business environment. Diversity is becoming increasingly important, yet many companies are overlooking the need of inclusion. Your employees will feel alone and unappreciated if you don't make a determined effort to include and support them.
“Identify a people practice initiative that has been put in place in response to some form of internal or external feedback”
When it comes to company-wide health issues, the types of health initiatives that employees are seeking for have evolved through time, from the days when the end result was all that counted to the current environment (Hanefeld et al., 2018). Whenever possible, praise sandwiches (compliment, criticism, compliment) should be offered while providing constructive feedback or performance feedback, as well as when giving assignments based on people's abilities in order to assist everyone achieve success. A good work-life balance is important to every generation, making it an essential component of every cultural campaign.
“explain how you would evaluate the impact of this initiative paying particular attention to levels of engagement within the organisation.”
Organisations should pay proper attention towards the level of engagement of the employees so that they can perform better that can improve the conditions of the companies (Boivin et al., 2018). Proper involvement of the employees help the organisations to perform the activities properly. Engagement also allows extra morale to the employees which helps them to boost their performances.
References
Boivin, A., L'Espérance, A., Gauvin, F.P., Dumez, V., Macaulay, A.C., Lehoux, P. and Abelson, J., 2018. Patient and public engagement in research and health system decision making: a systematic review of evaluation tools. Health Expectations, 21(6), pp.1075-1084.
Chulpanovna, K.Z., Botiraliyevna, Y.M. and Turgunovich, M.A., 2021. SOCIETY INTERESTS, PROFESSIONAL COMPETENCE AND ETHICAL REQUIREMENTS FOR PROFESSIONAL ACCOUNTANTS. World Economics and Finance Bulletin, 4, pp.3-5.
Hanefeld, J., Mayhew, S., Legido-Quigley, H., Martineau, F., Karanikolos, M., Blanchet, K., Liverani, M., Yei Mokuwa, E., McKay, G. and Balabanova, D., 2018. Towards an understanding of resilience: responding to health systems shocks. Health policy and planning, 33(3), pp.355-367.
HOSSEINABADI, R., MOMTAZ, Y.A., SHAHBOULAGHI, F.M., ABBASZADEH, A., POURNIA, Y. and KAMRANI, A.A., 2019. Aged Care Ethical Values: A Content Analysis of the Literature. Journal of Clinical & Diagnostic Research, 13(12).
Mansukhani, N.A., Patti, M.G. and Kibbe, M.R., 2017. Re-Branding “The Lab Years” as “Professional Development” in Order to Re-Define the Modern Surgeon Scientist. Annals of surgery, 266(6), p.937.
Monroe, M.C., Plate, R.R., Oxarart, A., Bowers, A. and Chaves, W.A., 2019. Identifying effective climate change education strategies: a systematic review of the research. Environmental Education Research, 25(6), pp.791-812.
Nyumba, T., Wilson, K., Derrick, C.J. and Mukherjee, N., 2018. The use of focus group discussion methodology: Insights from two decades of application in conservation. Methods in Ecology and evolution, 9(1), pp.20-32.
Randel, A.E., Galvin, B.M., Shore, L.M., Ehrhart, K.H., Chung, B.G., Dean, M.A. and Kedharnath, U., 2018. Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), pp.190-203.
Richards, W.O., 2021. For the People and the Profession. The American Surgeon, p.00031348211054703.
Sagiv, L. and Schwartz, S.H., 2021. Personal Values Across Cultures. Annual review of psychology, 73.
White, K., Habib, R. and Hardisty, D.J., 2019. How to SHIFT consumer behaviors to be more sustainable: A literature review and guiding framework. Journal of Marketing, 83(3), pp.22-49.
