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Behaviors

Professional behavior encompasses actions and attitudes that reflect integrity, competence, and respect in the workplace.

Collaboration and Teamwork- It involves effectively engaging with colleagues to achieve shared goals. This people’s behavior entails active participation, open communication, and willingness to contribute to group efforts (Indeed, 2021). Professionals demonstrate empathy, respect diverse perspectives, and leverage collective strengths to foster a collaborative environment.

Adaptability- This is crucial, reflecting the ability to adjust to evolving circumstances and embrace change. Professionals exhibit flexibility, resilience, and a proactive approach to challenges as evidenced by LinkedIn (2024). They remain open-minded, continuously seek growth opportunities, and demonstrate agility in navigating diverse situations. By embracing adaptability, professionals contribute to organizational resilience and innovation while maintaining a positive and solution-oriented mindset amidst uncertainty. These behaviors collectively define people’s professionalism, shaping their interactions and contributions within the workplace.

Activities

Professional activities encompass tasks and engagements that uphold standards and contribute to personal and organisational growth;

Continuous Learning- This activity involves actively seeking opportunities to expand knowledge and skills, and staying updated with industry trends and best practices. Professionals attend workshops, pursue certifications, and engage in self-directed learning to enhance their expertise (CIPD, 2023).

 Networking and Relationship Building– This entails cultivating meaningful connections within and beyond the workplace. Professionals build rapport, share insights, and collaborate with peers to foster professional development and organisational success (LinkedIn, 2023.). These activities demonstrate commitment to excellence, fostering a culture of growth, and adding value to both individual careers and the wider community.

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Examples of personal and ethical values

Fairness and integrity are fundamental personal and ethical values that shape individual behavior and decision-making, both personally and professionally.

Fairness

Fairness involves treating others impartially and equitably, ensuring that everyone has equal opportunities and rights. Individuals who value fairness strive to make decisions based on objective criteria, without bias or discrimination as evidenced by FasterCapital (2023). They seek to create inclusive environments where diversity is respected, and all voices are heard. In professional settings, fairness promotes transparency in processes such as hiring, promotion, and resource allocation, fostering trust among colleagues and stakeholders.

Integrity

Integrity encompasses honesty, sincerity, and adherence to moral and ethical principles. Individuals with integrity demonstrate consistency between their words and actions, upholding their commitments and responsibilities. They value transparency and accountability, acting with sincerity and truthfulness even when faced with challenges or temptations. In professional contexts, integrity builds credibility and trust, enhancing relationships with clients, colleagues, and the wider community (Bosley, 2022). It forms the foundation for ethical decision-making, guiding individuals to uphold principles even in difficult circumstances. Both fairness and integrity contribute to fostering ethical cultures within organizations and societies, promoting mutual respect, trust, and cooperation. Embracing these values not only benefits individuals in their personal and professional lives but also contributes to creating a more just and ethical world.

Application

As a People Professional, fairness guides my actions in decision-making, ensuring equitable treatment for all employees. For instance, I implemented a fair performance evaluation system, where criteria were transparent and consistently applied, and fostering employee trust. Integrity drives my conduct, such as maintaining confidentiality in handling employee grievances. For example, when addressing a sensitive issue, I ensured confidentiality was maintained throughout the process, respecting the privacy of the individuals involved. By upholding fairness and integrity, I create a conducive workplace environment built on trust, respect, and ethical principles, enhancing employee morale and organisational cohesion.

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Clear- Without clear communication, misunderstandings occur, leading to inefficiencies, conflicts, and missed opportunities within organisations as reported by Dhamagadda (2023). Clear communication ensures that messages are understood correctly, reducing errors and fostering smoother collaboration.

Informed- Informed communication is essential for making well-founded decisions and fostering innovation. When information is shared accurately and comprehensively, it enables teams to strategize effectively and adapt to challenges, resulting in better outcomes and a competitive edge (Easy llama, 2024).

Confidence- Confidence in communication inspires trust and credibility, encouraging engagement and constructive dialogue as evidenced by Chilvers (2019). Conversely, lacking confidence can undermine authority and hinder effective leadership, impacting team morale and productivity. Confidence empowers individuals to express their ideas confidently, fostering a culture of openness and empowerment within organisations.

To influence and inform others clearly and engagingly, I would employ two key techniques:

Using evidence to support arguments- I would gather relevant data, statistics, or examples to substantiate my points. Presenting factual evidence not only adds credibility to my arguments but also helps in persuading others by providing concrete support for the ideas being communicated (University Of Pittsburg, 2024). Additionally, I would ensure that the evidence is presented clearly and understandably, avoiding jargon and complex language to make it accessible to all.

Active listening- I would actively engage with my audience by listening attentively to their concerns, questions, and feedback. By demonstrating genuine interest and understanding of their perspectives, I would create a dialogue rather than a monologue, fostering a collaborative environment where everyone feels valued and heard. This technique not only enhances the clarity of communication but also encourages participation and buy-in from others (Cuncic, 2024).

a) where you consider something to be unethical (whether or not it is illegal),

b) where you believe something contravenes legislation

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In my workplace scenario, management decided to implement a new performance evaluation system. This system heavily weighs results from after-hours networking events, which are often inaccessible to employees with caregiving responsibilities or health issues. As someone who values fairness and inclusivity, I find this unethical as it discriminates against individuals based on their circumstances rather than their job performance. It breaches ethical codes by promoting a culture of exclusion and favoritism, rather than meritocracy. This policy not only disregards the diverse needs of employees but also perpetuates systemic inequalities. As a result, it undermines trust within the workplace and damages morale. Such actions conflict with my ethical principles of equity and fairness, compelling me to address the issue through advocacy for a more inclusive evaluation system. To raise this issue, I would schedule a meeting with the senior management to express concerns about the discriminatory policy. Following the company’s established grievance procedure, I would present evidence and propose alternative, inclusive evaluation methods.

Issue contravenes UK Legislation

In a workplace, a situation involves the employer requiring employees to work excessively long hours without adequate breaks, which contravenes the UK Working Time Regulations 1998. This legislation stipulates that employees cannot work more than 48 hours per week on average, and they are entitled to rest breaks during their shifts as evidenced by ACAS (2023). As an advocate for employee rights and well-being, this situation breaches my ethical codes of practice. It undermines the health, safety, and work-life balance of employees, leading to burnout, decreased productivity, and increased risk of accidents. Furthermore, it disregards the legal protections put in place to ensure fair and safe working conditions. Addressing this issue would involve raising management concerns, highlighting the legal obligations under the Working Time Regulations, and advocating for compliance with these laws to protect the rights and well-being of employees.  To raise this issue, I would schedule a meeting with the senior management to discuss concerns about violating the UK National Minimum Wage Act 1998. Following the company’s grievance procedure, I would present evidence and propose corrective actions to ensure compliance with the law.

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