Defining Professionalism and Its Core Elements for People-Focused Careers Assignment Sample

Professional Behaviours And Valuing People

Task1

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1. The term professional and what it means to be a ‘people professional’

In early research, the Profession was described as a particular kind of occupation. There is a no different definition of "Professional" and no way to clarify between expert occupation and profession. Now Profession and occupation both are termed as social forms. They share some common characteristics (Olofsson, 2009). According to Dyrud (2020), being a professional means, practicing expert knowledge and expertise with proper judgment, getting identified in the community based on values and practices that are made within the community but not foist from outside, and having a perception of service and responsibility. The literature describes "professionalism" as an intellectual learning component that involves ethical codes and commitment. In any business people are the most valuable assets. Their skill, knowledge, and capability, which can be termed human capital, can generate a valuable contribution to the business. A people profession is about upholding professional standards. It generates an expert strategic approach to recognize the impact and understand people's value to attain the goal of the organization.

2. Role of a people professional and priorities professional development.

In previous time, people's profession was assignable but nowadays it becomes strategic and more aligned with the objectives of a business.  People's profession is about implementing the strategy to find talent and manage them in a way that supports business results. At present time, companies start to value their people and the alignment is sifted to build relations with employees and engage them. For this requirement and training is not enough. Managing human resources involves supervising the entire lifecycle of employees.

The basic purpose of people's profession is to produce better work and maintain better employee life. The main criteria to achieve this are by creating opportunities and a good work environment. After Covid-19, the people's profession plays a discreet role in the rebounding of the organization to this volatile labour market. A comfortable level of up-skill and re-skill develops for business need to facilitate flexible work, and manage capability and company priority. People start giving priority to their mental health. There is an increment of working in collaboration for that trust; honesty and respect become three important factors. So, there is more pressure to make sure that people professional feel recognized for their work. Moreover, people professionals start giving importance to the employee experience in the workplace as their core people strategy. There is a growth in the use of data of people to obtain the strategy of people management. Technology is being widely used to implement a more coordinated perspective to Human resource management. From the assistance ship, the role of people professional changes to the development of human capital of companies. They are now involved in the creation of plans of performance and help with their implementation.

Today people's profession is changed from intervention to the engagement of employees to ensure a positive experience for the employees. Previously, the role of the people profession included a review of performance, training, and plans of development but now it has become an approach of collaboration.

 3. Concept of ‘ethical values’ and values that can impact work as people's professional

Ethics are principles that explain behavior as good, and proper. Ethical values give the morality by which people make decisions and live their lives. Ethical behavior is categorized by fairness, honesty, and equality in professional and personal relations. It respects rights, divergence and self-dignity. There are six pillars of "Character" which are ethical values that guide the choices we make. They are Trustworthiness, Respect, Responsibility, Fairness, Caring, and Citizenship (Josephson and Hanson, 2002). Trustworthiness coincides with different qualities like Integrity, loyalty, honesty, and reliability. In people's professions, trust is a must.

Ethical values that I hold personally are Trustworthiness, Respect and Responsibility. Therefore, with trust, we can gain reliability and personal satisfaction in people's minds. Honesty is associated with honourable people and we tend to rely on honest people. In any relationship, having transparency is very important. Showing honesty in communication lowers the chance of misleading. When people obey the rules, do not take advantage of other people's innocence and convey the right message that defines truthfulness and sincerity. Any hypocrite person can never gain the trust of other people so having loyalty, integrity and consistency is important. Reliability is about keeping commitments. A reliable person always accepts the responsibility to fulfil commitments. Trustworthiness is an important character for me as a person to hold as a people professional. It helps me to build collaboration and motivation with other people. In people's jobs, teamwork and cooperation are important and when there is no thrust, there is no teamwork. Productivity is always less in a stressful work environment. Building trust around people brings out confidence which can lower workplace stress. By building a trustworthy environment around me, I can improve the performance of the employees and I can make ethical decisions.

In people's jobs, respect is an important criterion. People need to be treated with dignity irrespective of their differences. All people should be judged by their conduct, abilities and character. Any respectful man must be patient, an efficient listener who maintains order and discipline and always achieve social equity. When people are treated with respect, they feel worthy and feel uncourageous to contribute more. For me, developing the practice to respect can help me to create a friendly environment that attracts people and bring collaboration.

Responsibility means being liable for the choices that are made. A responsible person recognizes his actions and prepares for the consequences. For me, being responsible help me be accountable and promote self-restraint within myself.

4. Importance of discussion in the people profession

In the workplace, effective communication is important for people's profession. This communication should be engaging, full of information and clear. Discussion or communication is very important to build trust in the workplace. Proposing ideas and different points of view help to gain trust in decisions of everyone. The capability of effective communication can easily resolve problems and prevent them from coming further. No conflict can rise if there is a confident contribution to the discussion. With an effective contribution to the discussion, one can be able to covey direct expectations and intentions. This is the way to find problems and drawbacks of any proposal and the respective responsibility to overcome the problem. Good discussion improves work relations by being able to listen carefully and understand. By giving priority to effective communication, one can increase the engagement of satisfaction of the human resource, which in turn improves productivity. An improved way of discussion and communication can build a good team where team members can rely on each other which can encourage positive relationships and good feelings between and within the members. Overall, good communication can create a positive work experience among employees.

5. Controlling ethical conflicts and what matter it usually occurs 

In the professional sector, many difficulties occur in different cases when two or more employees are not met in any opinion. These types of conflicts should handle properly to maintain companies behaviour. Ethics and values-based difficulties in any organisation or workplace are problematic to control when workers have to decide between what is correct and what is false or immoral in accordance with their own regulations. Yet, there are several employment legislations regarding workplace conflicts. In the act "Texas Whistleblower Act", governmental employees are allowed injuries or damages whether any worker commits retaliatory activities subjected to workers who are in fine religion, filing a commendation in organisation values. This act gives a public worker who argues their abeyance, termination, or another unfavourable personnel activity was in revenge for their right belief reporting of offences in the law the privilege to charge for damages and another comfort. In the workplace, the company have to set a suitable atmosphere for their employees that help to grow peaceful behaviour. Providing firstly a standard training to the workers to operate few instructions, for knowing them in which process to handle and resolve moral difficulties. Include these policies in employees' companies' leadership programs to keep employees responsible for their activities and warn them of their obligations to maintain professional norms in their career implementation and interchange with equivalents and leaders (O'Sullivan, et al. 2022). When any conflict arises and continuing put them in charge of visualising the actual issue and give them threats to increase awareness. Use the workplace rules, and policies invariably when handling problems and worker apprehensions concerning workplace values. Also, apply the same company rules in every occurrence, nevertheless, of the sensed sincerity or the workers affected. 

6. Human and business usefulness for ethical people rehearse to work fairly 

Examining workers' applications of ethical matters that inspire them in behaving ethically also observe the effectiveness of their ethical agendas to seeing in where the other programme is held. Ethical supervisors always create morally inferable findings. Emotionally smart supervisors are "self-aware" and "self-regulating", nurture inspiration, and pressure kindness and social agility. Belonging the better business involves any workers feeling that they belong, and businesses reap significant lowest-line advantages. Elevated belonging is related to a "whopping 56%" gain in employment performance, a "50% drop" in turnover hazard, and also a "75% decrease" in unhealthy days. Companies are considerably collecting details from leaving workers or concentrating on company importance in their culture. In this tough and challenging labour demand, data indicates that only "two-fifths" of communities are prioritising worker knowledge within their essence of people approach. Supervision effectiveness can enhance when they exhibit goodness, faith, and regard and also help others with kindness and fairness with privately and socially skilled. The main thing is to work peacefully by improving leaders' and employees' relationships in a better position. Workers must feel they are adored and valued, fairly ministered to via exclusive business approaches and ideas and allow, and support to involve ineffective work (Lumpkin&Achen, 2022). Belongingness is to be in the work culture must percolate inclusion to remind a sense and feel that they are involved in the team and work in a group. Workers require sensing that they are cherished, appreciated, relatively treated and certified via “inclusive business practices", "corporate culture" and "leadership." The "CIPD member" confronts challenges in the public professional role to guide and give useful tips to bear ethically for safeguarding companies. Variousness and "inclusion" play a vital role in the increased implementation of the workplace, companies, economies and communities over the world. The statement says that "If inclusion" stays a claim to be participated exclusively by those who are in senior groups, companies attempt to skip out multiple advantages.

7. Examine approaches for designing and assuring inclusive people techniques 

There are several approaches to creating an "inclusion" atmosphere in the company. Variety in the company does not definitely represent "inclusivity" in the organisations. "Inclusion" is the main principle that not only makes "diversity" in the company but also keeps and manages it properly. Creating a civilisation in which condition group partners feel admirable and respected needs better assets and effort.

The organisation leaders should form unique team members, cooperate with them and celebrate them in different manners. All employee celebrate their own cultures and have to appreciate them and respect all religions through their culture and traditions in multiple ways. The traditions each other can adapt, learn and celebrate in their personal vision and tradition or practices promotes a culture which causes workers to feel realised and respected(McNair, et al. 2022). Companies and organizations also give days off for their religious holidays or hold informal discussions, where co-workers communicate impressive points regarding their civilisations and traditions. 

Any unfairness, when received against any group or worker, affects their promotion and placements. However, apply "high-visibility" assignments in the organization that convey promotion strategies. Discrimination, when occurs through learning and understanding, is most probably the company can handle measures to assure that bigotry is bypassed when crucial decisions are formed by the company already within the company.

The mindset of a leader involves inclusivity and equivalency that helps to fulfil all protocols. Leaders who better understand their group's strengths utilise their platforms to support their workers. Also have to create a better supportive civilisation, starting by maintaining inclusive sessions and meetings. The leaders also should build trust and strong bonds with their workers for creating an exclusive atmosphere in different workplaces.   

Task 2

Q1: Summary of self-assessment test 

The professional Map of CIPD  helps to identify core behaviours for working in a  professional field that can be recognised as the strongest foundation for making an effective decision regarding the personal and professional development process (Cipd.co.uk, 2022). Five core behaviours considering the requirements of professionals help to encourage career growth and empower people to create value in particular organisations and society. I have conducted a self-assessment process in the CIPD learning hub for analysing and assessing my core behaviours that contribute to justifying my professional fitness "Ethical Practice", "Working Inclusively'',  "Professional Courage and Influence", and "Valuing People'' and "Passion for Learning''.  Exploring core behaviours regarding professional fitness considering professional maps provides an opportunity to self-reflection for identifying lacking and effectiveness in developing a PDP plan for future developments of professional and personal capability and behaviour. 

Q2: Developments activity

PDP plan

Goals	Action plan	Time-based to achieve	Challenges	Further implementation	Way to increase the possibility of success	Support	Review
Ethical Practice	Doing the right things with effective decision making	4 weeks	Bad decision impact reputation	Using useful principles is required	Being transparent and thinking critically helps to behave ethically	Follow a role model	Feedback from coworkers and hierarchy group
Professional Courage and Influence	Making challenging decisions and solve effectively	2 weeks	Resistance of oppositions	Need to build relationships with followers and subordinates	Communicating with workers and allowing them to share  their perspectives	Manager and coworkers	Feedback from followers and manger
Valuing People	Consider people's perspectives for making business decisions	6 weeks	Impacts working life due to diverse perspectives	Encourage a trustworthy, collaborative and supportive working culture	Influence to work with their best practice	Stakeholder groups	Team effectiveness
Working Inclusively	Listening and allowing diverse perspectives	10 weeks	Conflicts due to different perspectives	Support and encourage the cross-boundary working practice	Building trustworthy relationships to mitigate conflicts	Whole workforce and different leadership theories	Employee involvement and third performance
Passion for Learning	ongoing development through learning from mistake	3 weeks	Non-negotiable issues due to a fast-changing situation	Be curious and analytic	Drive innovation and leverage opportunities	Different personality tests and conflict management activities	Self-assessments

Table 1: PDP plan

Personality development activity regarding results of CIPD learning hubs is concerned with improving ethical practice, a passion for learning, working inclusively, valuing people and encouraging employees as an influence that has been followed a PDP plan. The PDP plan included setting goals, identifying an action plan, and deciding a timeline (Ismartrecruit.com, 2021). Further implementation process regarding the PDP plan is concerned with identifying challenges and finding a useful way to encourage success in overcoming challenges with support and reviewing process. Personal development activities contribute to encouraging the possibility of success through delivering a strategic way for further implementation process that is important to enhancing professional fitness in the workplace and representing a personal value. 

Q3: Reflection on their personality development activities

The personality development plan emphasizes developing my professional capability regarding five core behaviors such as ethical practice, professional courage, and value for people. working inclusively and passionate about learning. In the ethical practice development activities, I have realised requirements for effective decision-making capability considering a significant work ethic and principles that contribute to increasing capability to represent personal opinion in the organisational decision-making process. Ethical practice might too face different situation-related challenges due to the lack of making effective and useful decisions that leads to making a bad reputation in the professional field (Peopleprofession.cipd.org, 2022). However,  there are challenges in making ethical and useful decisions bn otherwise it can make a negative reputation in a workplace that can be managed through communicating and sharing perspectives with team members and critically thinking to reach factors with every dimension. considering those factors I can state that the development of ethical practice in my professional practice can be improved by improving my cognitive power and creativity considering my critical thinking and problem-solving nature. Analytic behaviour is important for representing ethical practice in the professional field through making ethical decisions for the organisational development process. 

Development activities regarding improvements of professional courage and influence are recognised as an important professional need that includes improving the ability to encourage and influence others to work effectively through making challenging decisions and action plans to utilise personal intelligence (Peopleprofession.cipd.org, 2022). This development practice helps me to make continuous changes by contributing innovative and creative ideas regarding challenges and issues occurring in different situations. I have the ability to gain the trust and confidence of stakeholders through working and motivating line managers and other team members by allowing their decisions. I want to influence other employees through my recognisable and continuous involvement and making challenging decisions that are worse than tandem with courage for them. Professional courage and influence behaviors are recognised as an ability to make a potential team through challenge, opposition, and resistance and speak up about the right things confidently. 

In the professional field increasing and representing value for people is a significant professional behavior that contributes to bringing me a professional and supportive leader in an organisation. Developing activity considering valuing people helps to enhance the capability to allow diverse perspectives of employees that can be recognised as an integral part of encouraging and bringing employees to make ethical and efficient business decisions regarding the perspectives of employees (Peopleprofession.cipd.org, 2022). As per my understanding, this practice contributes to improving my collaborative and supportive nature with effective professional development activities to represent myself as a leader through encouraging my capability to compassion and fairness, balancing consideration, and support. There is a chance to understand and identify meaningful voices and issues of employee conflicts due to specialising one perspective out of the number of participants that can be mitigated through encouraging and motivating them to give them their best practice considering a trustworthy and respectful relationship among team members and leaders. 

Developments activities with work inclusively are recognised as a way to work with a team and another employee that contributes to encouraging listening and understanding of diverse perspectives to planning that contribute to delivering an effective and remarkable outcome with an effective business decision-making process. As per my understanding working inclusively is an important behaviour in a profession that contributes to delivering effective outcomes in collaborative and supportive working environments. Diverse working culture includes work across boundaries considering geographies and cultural differences that contribute to making differentiation in people's perspectives and understanding as well as working practice (Peopleprofession.cipd.org, 2022). This behaviour development practice helps me to listen and allow others to work together which is important for enhancing my professional behaviours. I can play a key role in my workplace by working collaboratively and inclusively that contribute to facilitating, encouraging, and setting up cross-boundary working enabling me to manage conflict building "high-trust relationships' ' constructively. 

Passion for learning core behaviour of the professional field that is committed to ongoing development process focusing on innovation, and creativity in working practice. A learning mindset is important for encouraging continuous professional development that includes the curious activities of a person. As per my understanding, My learning behaviour contributes to di improving my knowledge-based and understanding capability due to being curious that also contributes to enhancing my analytic power as well. A learning mindset contributes to improving organisational working processes and different activities by encouraging innovation and creativity and comes from a curious and problem-solving nature (Peopleprofession.cipd.org, 2022). However, several non-negotiable issues regarding distinct situations are responsible for creating challenges that can be mitigated by choosing stagnation. These development activities contribute to influencing opportunities to leverage innovation and effective knowledge practice for achieving success in the professional field. 

Reference list

Journals

Evetts, J., 2013. Professionalism: Value and ideology. Current Sociology, 61(5-6), pp.778-796.

Ismartrecruit.com (2021), How A Personal Development Plan Can Help Your Business Employees?, Available from: https://www.ismartrecruit.com/blog-personal-development-plan-help-your-employees. Accessed on: 12.11.2022

Josephson, M.S. and Hanson, W., 2002. Making ethical decisions. Los Angeles, CA: Josephson Institute of ethics.

Lumpkin, A. and Achen, R.M., 2018. Explicating the synergies of self?determination theory, ethical leadership, servant leadership, and emotional intelligence. Journal of Leadership Studies, 12(1), pp.6-20. https://onlinelibrary.wiley.com/doi/abs/10.1002/jls.21554

Martimianakis, M.A., Mandate, J.M. and Hodges, B.D., 2009. Sociological interpretations of professionalism. Medical education, 43(9), pp.829-837.

McNair, T.B., Bensimon, E.M. and Malcom-Piqueux, L., 2020. From equity talk to equity walk: Expanding practitioner knowledge for racial justice in higher education. John Wiley & Sons. https://apps.who.int/iris/bitstream/handle/10665/272941/9789241514149-eng.pdf

Michael D. Bayles, Professional ethics. Belmont, CA: Wadsworth, 1989

O'Sullivan, S., Nevejans, N., Allen, C., Blyth, A., Leonard, S., Pagallo, U., Holzinger, K., Holzinger, A., Sajid, M.I. and Ashrafian, H., 2019. Legal, regulatory, and ethical frameworks for the development of standards in artificial intelligence (AI) and autonomous robotic surgery. The international journal of medical robotics and computer-assisted surgery, 15(1), p.e1968.

Peopleprofession.cipd.org (2022), Ethical practice, Available from:  https://peopleprofession.cipd.org/profession-map/core-behaviours/ethical-practice#gref. Accessed on: 12.11.2022

Peopleprofession.cipd.org (2022), Passion for learning, Available from: https://peopleprofession.cipd.org/profession-map/core-behaviours/passion-for-learning#gref. Accessed on: 12.11.2022

Peopleprofession.cipd.org (2022), Professional courage and influence, Available from: https://peopleprofession.cipd.org/profession-map/core-behaviours/professional-courage-influence#gref. Accessed on: 12.11.2022

Peopleprofession.cipd.org (2022), Valuing people, Available from:  https://peopleprofession.cipd.org/profession-map/core-behaviours/valuing-people#gref. Accessed on: 12.11.2022

Peopleprofession.cipd.org (2022), Working inclusively, Available from:  https://peopleprofession.cipd.org/profession-map/core-behaviours/working-inclusively#gref Accessed on: 12.11.2022

Website

Cipd.co.uk (2022), CIPD, Available from: https://www.cipd.co.uk/about#gref. Accessed on: 12.11.2022