CIPD 5CO03 Assignment Example
Task One – Conference presentation on ethical practice in business
- Define the term professional and explain what it means to be a ‘people practice professional’. (1.1)
- Discuss the concept of ‘ethical values, and how at least three ethical values that you hold personally impact (or could impact) your work as a people practice professional. (1.2)
- Drawing on work or personal examples, analyze how you would/have:
- made an engaging and well-informed contribution to discussions to support the application of good people practice (1.3)
- taken responsibility for your work/actions, including recognizing and rectifying mistakes (1.4).
- known when and how to raise concerns when issues such as organizational policies or leadership approach conflict with ethical values or legislation. (1.5)
- Provide a robust argument for ethical people practice that is supported by academic theory and details both the business and human benefits of people at work feeling included, valued, and fairly treated. (2.1)
- Using your own example of providing a people practice solution to meet a particular need, or a hypothetical example such as introducing a new policy or reward initiative, comment on how you would/have:
- ensured the ‘design’ of the solution was informed by engagement with others, particularly those most affected by the solution. (2.2)
- evaluated the impact of the solution in terms of how well it met the needs of and engaged all those it was aimed at. (2.3)
Task One Answer
A professional is a person who is knowledgeable about a specific field. It is a person who is educated, skilled, and experienced person in a certain specialty. For instance, one can be an L& D professional or HR professional based on the level of education and skills that he or she has. It is not merely based on education, knowledge, and skills, but also on the behavior that one demonstrates. For instance, one has to demonstrate that he or she can act continuously in a specific manner. It also encompasses one’s behavior. In this case, one has to demonstrate that he or she can uphold ethical values and hold to key attributes such as integrity, transparency, accountability, honesty, and other appropriate behaviors. In regard to skills, a professional has to be accredited and show high level of communication skills, analytical, and leadership (Lundgren et al., 2019).
According to CIPD, the Professional map, propel practice professionals should demonstrate the appropriate code of conduct. For instance, according to the CIPD professional map, a people practice professional should adhere to the basic standards such as continued development. According to the CIPD professional map, a people practice professional should adhere to the professional’s shared identity in a manner that they adhere to a set of norms and principles. The CIPD professional map outlines the expectations of the people professional:
Core values: this encompasses the common values that people practice professionals should demonstrate. In this case, they need to show that they share the commonality of being evidence-led, principle-led, and outcome-driven. As such, the people in the HR industry, need to demonstrate these three core values as the bare minimum.
Core knowledge: In the people practice profession, one should demonstrate having knowledge in core knowledge. They need to be specialists in the knowledge of people, work, and change as people professionals. Foundational knowledge of a variety of people practices, as well as a grasp of how diverse practices interact and work together in an integrated manner, is essential.
Core behavior: In today’s unpredictable workplace, core behavior entails what it takes to be a successful HR practitioner. CIPD professional map outlines that a people professional should be ethical, courageous, and influential, value other people, value inclusion and diversity, have the passion to learn, be insight focused, and a sound decision-maker.
Specialist knowledge- this covers the different areas where a people professional could specialize on. For instance, the professional could specialize in learning and development, resourcing, talent management or rewarding.
Ethical Values are characteristics that act as the compass to determine what is right or wrong. A person who demonstrates personal values is deemed to act right for the right reasons as opposed to merely acting on personal behalf. Personal values also distinguish between what is good acts and what are the bad ones, and what are moral and immoral acts are based on the generally agreed societal norms (CIPD 2021).
My personal Ethical values
In my practice, I am guided by the basic ethical values:
- Integrity: I always ensure that I do not mislead facts, I always present data as it is to the company management.
- Honesty: I always ensure that I provide information to the company and act in honesty.
- Accountability- I am accountable to my actions and never blame others for failure.
- Respect- I always ensure that I respect all people and listen to them regardless of the position in the company.
Benefits to the Employee
In order to achieve company goals, my ethical convictions help me to act as guided by principles and have an appropriate focus on business and organizational goals. It also helps employees adhere to corporate regulations and procedures, such as the code of conduct, avoiding disagreements with management. It also helps employees adhere to corporate regulations and procedures, such as the code of conduct, avoiding disagreements with management. It’s also an opportunity for me as a worker to demonstrate my professionalism, which will help me advance in my job, and seek promotions. I can also embrace diversity and inclusivity, which encourages collaboration with my workmates. Indeed, I can work with other people from different cultures, nationalities, or races when I stay principled and guided by ethical beliefs (CIPD 2021).
The benefit to the Business
It aids in the improvement of the reputation of the organization. The reputation of a corporation is determined not only by the quality of its products and services but also by how different stakeholders display ethical ideals. It also helps in improving the relationship with workers. Ethical principles aid in the development of relationships with coworkers and stakeholders, as well as instilling a feeling of responsibility and accountability in employees and stakeholders. It is an approach to enhance the competitive advantage of the company: It is not just a risk-reduction strategy, but it also gives companies that display ethical behavior a competitive advantage (CIPD 2021). Enhances success in the organization: Trustworthy relationships with employees, customers, suppliers, and the general public are critical to an organization’s success CIPD 2021).
As a key part of the people practice, ensuring fair compensation for the workers is essential in any organization. I consider better and fair remuneration as a key people practice that influences the retention of staffs as well as motivate employees to work hard (CIPD 2015). In this case, I have made significant efforts towards my contribution towards fair compensation for the employees. As such, after hiring right people, they should be compensated above average so that they can be engaged, show greater retention, be motivated, and work towards the interest of the company. In light of this, I have been involved in conducting performance evaluation, which forms basis for review of wages and bonuses. As such, I have actually been involved in the development of the scorecard to evaluate employees. in this case, I made a contribution to the numerous aspect that should be covered in the appraisal, to ensure that they are fair and based on performance of the employee. I also ensured that the conduct and behavior of the employee is also put into the scale to ensure that workers perform well, but also remain within the expected code of behavior. Indeed, the team endorsed my opinion and elements to include in the balanced score card, which ultimately allowed employees to be remunerated fairly based on performance and behavior.
When I make a mistake, I attempt as much as possible to be responsible by revealing the error as soon as feasible. I then speak with the impacted parties before fixing the situation. My procedure of action may take the following steps:
Realization of the Mistake
The mistake could be as a result of acting against the expectations. It could also be failure to reach the expectations of the superiors. For instance, at one point I was requested to prepare a report on the appraisal outcome for the workers in the organization within a specified time. unfortunately, I was not able to attain this objective, due to the huge workload.
Accept the mistake
When things go wrong, it’s all too simple to point fingers or just remain silent, hoping no one sees. However, rather than giving excuses and remaining silent, I prefer to communicate the problem as promptly as possible without concealing anything. Despite my failure to complete due to the huge workload, I never made excuses and quickly informed my superiors when I failed to complete submitting on time. When I made this mistake, I owned up to it and then worked toward ensuring that the situation is rectified. Not owning up to it exacerbates the issue, maybe causing a problem you won’t be able to address later.
Communicating to Affected Stakeholders
In communicating, I also alerted management of the error, confessing my mistakes and promising to complete and submit it within the shortest time possible. I then contacted apologized and promised to rectify the matter.
Resolving the problem
Resolving the problem I am always looking for a way to fix a mistake. Since I failed to meet my deadline to submit the report, I had to be creative in order to finish and deliver as soon as possible.
When issues arise whether they contradict ethical values (generally acceptable morals in society) or law, they ought to be raised appropriately (Tehrani & Yamini, 2020). When dealing with issues conflicting with ethics, it is appropriate to explore the issue under perspective from diverse angles (Tehrani & Yamini, 2020). Then, it is crucial to review the ethical principle that is sought before seeking opinions from others regarding the issue. Subsequently, it is appropriate to challenge the issue using the formal approach by notifying the immediate supervisors and subsequently making a follow-up.
When reporting issues that contradict the law, it is also important to explore the decision (Tehrani & Yamini, 2020). Seek what others are complaining about if it is emanating from workers before seeking a legal opinion from the company’s legal officers. With a clear understanding that the matter is in violation of the law, it can be reported in writing to the supervisors for action and follow-up.
In my practice, we were directed to engage in a process of filling candidates for all the positions that were left vacant to ensure that there is an adequate staffing level. However, the management was categorical that they need only men candidates. This directive contravened the Equal opportunity Act of 2010. I confirmed this with my legal experts and then raised the matter to my supervisors who escalated such to the senior members of the management.
Inclusion is a cultural and social effort and practice in which numerous groups or persons of varied backgrounds are accepted and welcomed regardless of their differentiated cultural orientation, age, race, disability, or other demographic attributes (Shore et al., 2018). This means that all people in the organization are treated equally regardless of their personal attributes. It is also deemed as showing people respect and treating them respectfully regardless of their background.
My practice of Inclusion
Listening to all people actively- is an indication that one is valuing the people by being keen on their issues.
Engaging in open communication- is by opening doors to all.
Being a team player to all people- I do not choose whom to work with within the team based on ethnicity, race or gender, but rather I’m open to all.
Recruitment of all qualified people regardless of their demographic traits- when involved in recruitment processes such as interviewing, I always ensure that I recommend all people, if qualified, regardless of their demographic attributes.
Inclusion has various advantages for both the business and the individual employees. From the organizational perspective, it is associated with the increased ability of the workers to attain organizational objectives due to better productivity. Secondly, it is associated with increased employee trust and engagement; innovative thinking, and the emergence of new ideas from a diverse team. In addition, due to the use of different people, it becomes possible to make a better decision that culminates to improved performance. The organization is also advantaged in that it can be able to attract top talent in the organization.
Individual employees also benefit from inclusion and diversity in many ways. For instance, while working with a huge talent of diversified people, one can learn new techniques and ideas that help to make better decisions. In addition, individuals who value inclusion gain from more engagement in decision-making, better motivation, and improved productivity (Santuzz et al., 2021). Employee becomes motivated as they have good reputations.
McLelland’s theory, advocates for the fair treatment of people in line with the principles of ethical practice. McLelland’s theory is in alignment with ethical behavior, which promotes treating others fairly and appreciating them. This idea addresses three of a person’s emotional needs:
- The need for affiliation
- The need for achievement.
- The need for power.
When people are treated properly and appreciated, they are more likely to want to connect with others. In this scenario, the idea promotes attachment, which can only be achieved in an organization if the management is capable of treating its personnel ethically. Second, in terms of accomplishment, treating individuals ethically may lead to higher employee achievement as well as group gain in the organization. According to the McLelland idea, when management appreciates its people, it is able to exercise power and authority (Erlangga et al., 2021).
There are different approaches to devising solutions to the problem of absenteeism at work. First, the organization should evaluate the level of engagement using a net promoter score. In this case, the level of engagement could define the level of absenteeism in the organization. As such, the organization should first evaluate the level of engagement to determine the level of engagement. In addition, the organization should develop policies that ensure that the workers are deterred from making non-sickness absenteeism. The policy may also include disciplinary measures. The organization should also provide incentives to the employees. Finally, there should be a flexible working environment, which allows the workers to manage their job well and meet their personal matters (Kocakulah et al., 2016).
In the different approaches that I choose for the problem of absenteeism, each has its varied effect on the problem. First, the assessment of the level of employee engagement merely helps in determining the extent of the problem hence not effective. However, with an understanding of the extent of the problem, it becomes important to develop policies, which are effective on a long-term and short-term basis. In addition, conducting a survey also helps to determine the issues and access the problem. The provision of incentives has a short-term effect on the problem. Seeking feedback from employees helps in the short and long term, while flexible working is effective but affects the productivity of work.
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