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Solution
Ethical Value
Transparency- Transparency refers to openness, communication, and accountability. Individuals and organisations that value transparency ensure information is accessible to those it impacts, decisions are explained, and potential issues are addressed openly rather than hidden from view as evidenced by Bosley (2023). Transparent systems aim to maintain integrity through clarity of actions.
Examples- As a people practitioner, I strive for transparency in all my interactions and responsibilities. Firstly, during performance reviews and feedback discussions, I am fully transparent about an individual’s progress and development areas. Rather than hiding weaknesses, I ensure employees understand precisely where they stand and what is expected of their future performance. Secondly, when making people-related decisions around hiring, compensation, or promotions, I am transparent about the criteria being used and the selection process. This allows individuals to understand why particular decisions were made and help maintain fairness and trust in the HR function’s approach. Acting with transparency builds credibility and integrity in all my dealings with employees.
Personal value- Honesty
Honesty, as a personal value, represents the commitment to truthfulness and integrity in actions, words, and decisions (Vivekananda and Meenakshi, 2024). It involves being straightforward, admitting mistakes, and avoiding deceit in all forms. Practicing honesty fosters trust and respect in personal and professional relationships, as it encourages openness and reliability. When someone values honesty, they prioritise doing the right thing, even when it is challenging. This leads to a strong moral compass and creates a foundation of trustworthiness, ensuring that others can rely on their word. Honesty also contributes to personal growth by fostering self-reflection and accountability.
Examples- As a people practitioner, honesty guides my important responsibilities. Firstly, during performance reviews, I provide transparent and truthful feedback to employees about their strengths and areas for improvement. I do not shy away from addressing underperformance or conduct issues, as being honest even during difficult conversations builds trust over time. Secondly, in employee relations matters, I am scrupulously honest when investigating complaints or grievances. I gather all relevant facts objectively and present my findings and recommendations truthfully, even if they do not portray the organisation in a positive light. Upholding honesty in these examples allows me to resolve issues fairly, helps employees improve, and maintains high levels of integrity and credibility in my role supporting people.
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