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Solution
Table of Contents
Task- Professional and Ethical Behaviours. 2
1.1 People professional meaning. 2
People profession roles valuable. 3
1.2 Personal and ethical values. 3
1.3 People practice influencing others. 4
1.4 Unethical and illegal matters. 5
Contravening with the UK Legislation. 6
2.1 Human and business benefits. 7
Daniel Pink’s 3 Elements of Motivation. 7
2.2 People initiatives to be inclusive. 8
People practie issue- High Turnover 8
Initiative to address the issue. 8
Approaches of ensuring solution is inclusive. 8
Checking that initiative is inclusive. 8
2.3 Working inclusively and positive working relationships Feedback from a colleague- Inclusively. 9
3.1 People practitioners evolving. 10
3.2 Strengths, weaknesses and development areas. 10
3.4 Development activities. 13
Task- Professional and Ethical Behaviours
1.1 People professional meaning
Professional Behaviours
By focusing on professional behaviours, CIPD (2024) identify people professionals as creating value for individuals, society and profession. The examples include;
Ethical Practice– As a professional behaviour, this is used in offering a moral compass in which people are living their lives and making core decisions. CIPD (2024a) identify people professionals as “doing the right thing because it is the right thing to do”. Therefore, a people professional is an individual with a capacity of making decisions on basis on good principles, living by appropriate values, improving lives of the others and experiences in workplace.
Commercial Drive– A people professional is defined as an individual with a capacity of using business and customer-focused approach and evidencing high-level commitment in delivering outcomes creating value for organisations (CIPD, 2024b). The focus therefore for people professionals would include the things creating optimum value for individuals and business operations. This by having partnerships with clients, financial impact on work, offering business case for change and responsible for their delivery.
Professional Activities
The professional activities entail pursuing different practices inclusive of an understanding of how various practices are found impacting one another and working collaboratively in integrated manner (CIPD, 2023). The different professional activities include;
Learning needs analysis– The role of people professionals is understanding the current and future capability needs and later assessment of available levels of skills, attitudes and knowledge (CIPD, 2022). The people professionals would need to possess capability of using formal and informal approaches. Through this activity, people professionals are in a position of making decision on the learnings essential for people, different teams and an organization level.
Managing grievances– The primary role of the people professionals is to ensure a successful management of employment relations in a transparent and effective disciplinary and grievance policies and procedures (CIPD, 2024c). This is by facilitating appropriate structures to deal with difficulties arising in the work relations. A people professional hence need to understand different policies and legislations to manage them effectively as part of the organisation management of grievances.
People profession roles valuable
People professional roles are valuable in an organisation as they enhance driving of positive change in world of world (CIPD, 2024d). They offer this value through a holistic understanding, communicating and unlocking value of organisation’s individuals with the profession enabling sustainable organisation outcomes.
To demonstrate how People Profession is valuable, working in Riyad Bank, it is used in supporting the vision and goals of the organisation by investing in appropriate people interventions. They are engaged in support of other individuals for championing better work and working lives.
1.2 Personal and ethical values
This question is answered on basis of my position working in Riyad Bank as a people practice professional.
Ethical Value
Respect– In modern workplaces, respect is a significant ethical value in workplace as it is found to create positive working culture for a holistic accomplishment of set organisation objectives (CIPD, 2024e). For any people professional, adhering to the requirements of respect ought to be workplace standards irrespective of individual feelings.
Example 1: Working in Riyad Bank, after every 6 months, through the outcome of the appraisal, recognition and appreciation is offered to the employees. In particular, Post-COVID 19, the employees who had been working amidst the challenges were identified where the best employees who were productive were recognised and appreciated with a pay increase. Also, I ensure that the employees are provided with praises for appropriate working, constructive feedback offered increasing overall morale and motivation. This has over the years been noted to positively impact my organisation productivity and executing their functions in the highly competitive banking environment.
Example 2: A second example of respect is what is identified as empathy. This is identified in Lochmiller (2023) as inclusive of need to understand and empathise with challenges and individual situations of coworkers building strong interpersonalised connections. Working in Riyad Bank, as part of being empathetic, open-door policy for feedback has been established. In my organisation, this has been introduced to achieve what CIPD (2024f) identify as management being ready in discussing in the entire working week. The impact of this to the organisation has been an increase in teamwork, transparent workplaces and mutual respect for all.
Personal Values
Positivity– As a people practice professional, maintaining a positive attitude is essential for success of an organisation (Sagiv et al., 2017). By possessing negative attitude, this reduce employees morale with positive attitude increasing spirits and assisting in overcoming issues faced.
Example 1: Working in Riyad Bank, in 2023, it was established the sales department was not able to execute their functions due to inefficiencies in internal communication. By using a positive attitude, I noted on the communication bottlenecks and made a proposal on best practice in implementing a new project management tool. The outcome of this was establishing a prompt issues address, continuous-based improvement and stemming from a positive feedback.
Example 2: In my role in Riyad Bank, I always ensure that I offer mentorship services to interns and newly hired employees, knowledge sharing and encouraging others. The mentorship I provide transition beyond skills transfer but coming up with welcoming a supportive atmosphere which is fostering learning and growth process. A working culture for all employees in Riyad Bank has been established successfully.
1.3 People practice influencing others
It is essential for people professionals to have the will of influencing others in an informed, clear and confident manner (CIPD, 2022). The reasons include;
Avoiding miscommunication– By communicating in an informed way, information is offered clearly and concisely. This is while using specific and varied examples and explanations (CIPD, 2022). The outcome of this is eliminating any form of miscommunication that would prevail. Also, communicating in a clear way means maintaining an even tone and eye contact. This is with confident implying sticking to facts and expressing feelings hence mitigating any form of miscommunication.
Fostering collaboration– By communicating in an informed way, data and specific information is referred to. Also, Deans-Browne et al. (2024) note that evidence is used in supporting arguments hence clearly understood by all the stakeholders. This is while making sure that they confidently adopt the provided content for suiting their audience. The outcome of this is the employees working in collaboration in executing their assigned roles in the organisation.
Consequences of failure to contribute to discussions in informed, clear and confident way include;
Reduced engagement– In the event the people professional does not support the communication process with quality data and information, engagement in the process is hindered (Paxton et al., 2021). This is while lacking clear engagement leading to ambiguity in understanding how to act on the shared information. This is with lack of confident hindering ability to follow the process. Lack of a clear influence means that clarity is not provided around what is being asked of them. The result of this is reduced engagement in the provided personalised development since the employees could be encouraged to participate in different initiatives. In Riyad Bank, for instance, Post COVID-19, communication on the need for employees was not clear and confident. The outcome of this was some of the employees failing to support the process as they felt non-engaged.
Decreased productivity– Failure to influence employees in an informed way means they are struggling in obtaining clear answers, instructions and direction. The outcome of this is getting disengaged from leadership and employees. Also, with clarity lacking, poor performance, quality workflow a reduced job satisfaction is achieved with retention issues prevalent (Salleh et al., 2021). The lack of confidence in communication also hinder ability to fully exercise their potential. This is since they are not convinced on the scope of their performance in the organisation.
1.4 Unethical and illegal matters
Unethical conduct example
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