Meaning Behind ‘Being a Professional’
A professional refers to someone highly skilled in a particular field or area of work. The person possesses extensive knowledge in a specific area, often acquired through many years of formal education, specialized training, and extensive experience (Bos-de, Lieftink, and Lauche, 2019). Professionals must continue their education to stay current with changes in their field.
Professionals are expected to be reliable, competent, knowledgeable, and adhere to a specific code of ethics. In addition, they are expected to maintain high work standards and demonstrate a commitment to their profession (Bos-de, Lieftink, and Lauche, 2019). Professionalism is essential in any field, as it fosters trust and respect among clients, customers, colleagues, and superiors. Therefore, professionals often strive to develop a strong reputation as reliable and respected experts.
Description of People Professionals
A people professional is an individual who specializes in managing, developing, and enhancing the performance of people within their organization. They are responsible for guiding and supporting employees, helping them maximize their potential and develop as individuals (Stewart & Brown, 2019). Furthermore, they act as mentors, coaches, and educators to help employees reach their goals.
People professionals must possess excellent problem-solving skills and communicate effectively with all levels of the organization. For example, good examples of people professionals are HR managers and customer care managers. Thus, professionals are responsible for creating a positive work environment that fosters collaboration and innovation, cultivates respect and trust, and promotes a culture of mutual support.
The Role of a People Professional
The role of human resources (HR) managers is evolving as the modern workplace continues to change. As technology advances, HR managers must have a more diverse set of skills (Stewart & Brown, 2019). They must be tech-savvy to navigate the ever-changing landscape of workplace technology.
HR must utilize data analytics to make informed decisions and understand the current legal landscape, enabling them to handle potential employee issues effectively. Additionally, HR managers must play a more active role in shaping a positive corporate culture and fostering a sense of community among employees. They are increasingly called upon to design and implement programs that help to reduce employee turnover, improve employee engagement, and create a more diverse and inclusive workplace.
The HR role is evolving from a curation to a development. This shift is attributed to various factors, including the growing global economy, increased competition, and the advancement of technology (Stewart & Brown, 2019). The curation focus of the HR role was to ensure that the right people were hired and the right processes were in place.
However, with the rise of the global economy and increased competition, employers are now looking for more from their HR teams. They now want them to be proactively involved in the development and growth of their organization. This means that HR must be capable of developing and managing a talent pool, creating an environment of learning and development, and providing guidance and mentorship to employees.
Continuing professional development (CPD) is essential for HR managers to remain competitive in an ever-changing business environment. To keep pace with these evolving demands, HR managers must continue developing their professional skills (Suliman, Kruger, and Pienaar, 2020). This may include attending workshops, seminars, or conferences on the latest trends in HR management, as well as taking courses of study in HR-related topics. Additionally, they are expected to stay up-to-date with changes in legislation and best practices to ensure their strategies and policies remain compliant with current regulations. As a result, staying abreast of new technologies and workforce management methods will help HR managers remain at the forefront of their profession.
Ethical Values
Ethical values are a set of moral principles that guide an individual’s behavior and actions. They include honesty, integrity, trustworthiness, respect, fairness, responsibility, and compassion (Grigoropoulos, 2019). Ethical values are based on the belief that everyone should be treated with respect and dignity, regardless of race, gender, religion, or any other difference. They represent an individual’s commitment to living a life of morality and decency.
Ethical values are essential to a healthy society as they promote mutual respect and understanding. Additionally, they foster a sense of community, as people can come together and agree on a shared set of values. Ethical values are essential for businesses, ensuring the company operates responsibly and ethically.
The ethical values I hold are honesty, integrity, and respect; fairness is an essential component of being a successful professional. Honesty and integrity are essential when dealing with people and their data, as it is essential to ensure that all information is accurate and secure (Grigoropoulos, 2019).
Respect and fairness must be maintained at all times, as they are crucial to ensuring that all team members are treated fairly and with respect. These values must be applied to all aspects of the job, from recruitment and selection to performance management and disciplinary processes. Furthermore, these values must be instilled within the organization’s culture to ensure all employees are treated equally and fairly. If these ethical values are not applied to a people professional’s work, it can have significant implications for the organization, its employees, and its reputation.
Confidence in People Professionals
People professionals are essential to any organization because they attract, motivate, and retain talent. By contributing confidently to discussions, they can ensure their input is heard and respected (Stewart & Brown, 2019). For example, they must ensure that the needs of the people they represent are taken into account when making decisions and developing organizational policies.
In addition, confident contributions are vital because they enable people professionals to advocate for their ideas and opinions effectively. Moreover, they can provide valuable insights and strategies to support the organization’s objectives and enhance its performance. As a result, confident contributions can lead to improved decision-making and better outcomes.
Moreover, professionals should be informed about the topic so that they can contribute confidently to discussions. They should be prepared to clearly explain their ideas and positions, using thoughtful and engaging language (Stewart & Brown, 2019). People professionals should be aware of their audience and adjust their approach accordingly. For example, a more formal communication style may be suitable if the audience consists of senior leaders.
Additionally, they should engage in active listening and remain open to other perspectives. By doing this, they can learn from others’ ideas and use them to inform their contributions. Therefore, professionals should be confident in their abilities and willing to take risks.
People professionals should be willing to take risks and be confident in their abilities. They should be prepared to challenge ideas and think outside the norm when necessary (Stewart & Brown, 2019). This will help foster an environment of creativity and innovation, ensuring that the best ideas are discussed and implemented.
Additionally, professionals should familiarize themselves with the topics to be discussed and consider any questions they may have. They should come prepared with ideas and solutions to share and discuss with the group. As a result, professionals’ confident contributions can help foster productive conversations and encourage creative problem-solving.
Raising Concerns
When a policy or leadership style conflicts with ethical standards or legal requirements, it is essential to raise concerns as soon as possible. This is because such conflicts can create a situation where employees are asked to act in potentially illegal or unethical ways. This can lead to serious consequences for the organization and its employees.
However, employees must be aware of their rights and obligations under the law. Employees who believe that a policy or leadership approach conflicts with ethical values or legislation should raise their concerns with their supervisor or manager. When the issue remains unresolved, it is essential to contact the relevant authorities, such as the local government or a labor union.
Raising concerns is a crucial responsibility for all employees within an organization. They should be raised when they notice any action about organizational policies or leadership approaches contradicts the ethical values or legislation (Johnson, 2020). It is supposed to be brought to the attention of managers or leaders immediately when any policy or action violates an organization’s code of ethics or applicable law. The concerns should be raised when the issue has not been addressed promptly. The managers should be notified immediately and shown that the problem has been addressed.
Additionally, individuals should raise concerns when they recognize that a policy or action is unfair or discriminatory (De Stefano & Aloisi, 2019). This includes any policy or action discriminating against specific individuals or groups based on race, gender, religion, age, or sexual orientation. Therefore, one should raise concerns when they realize an action contradicts their ethical values.
When faced with a situation in which organizational policies or leadership practices clash with an individual’s ethical principles or legal obligations, it is essential to raise such concerns constructively and professionally. This involves identifying the issue, the ethical values or legislation with which it conflicts, and articulating the potential implications of not addressing it. Once these steps have been taken, the individual should consider how best to bring the concern to attention. Various options may be available depending on the individual’s position within the organization. Therefore, if the individual is comfortable, it is best to first raise the concern directly with the relevant leader or manager.
There are various ways to raise concerns when organizational policies and approaches conflict with ethical values. One way is to verbally express the viewpoints or perceptions to the supervisor or manager. This can be done in person or over the phone, depending on the nature of the relationship with management. Being professional and transparent about the concern is integral, as giving perspective and any evidence to support the views.
I organized a meeting with the senior management team the previous year, after discovering that the organization had introduced a data-gathering policy requiring us to collect and store our customers’ personal data. I realized that this directly violated the GDPR, and the organization would face litigation when the matter became public. The meeting was successful because the team understood my concerns and promised to solve the situation. As a result, concerns can be raised by having a one-on-one talk with the management or leadership of the organization.
As an employee in the workplace, I have the mandate of ensuring the organization’s policies and procedures comply with relevant state and federal legislation. A conflict arose when our policy on maternity leave did not comply with the country’s national employment standards, which provide an entitlement to twelve months of parental leave. By writing a letter to the executive team of the organization, I raised my concerns, referencing the relevant legislation, and proposed an updated policy that would be compliant with the National Employment Standards. The management agreed and approved the updated policy on the same day. The management commended me for how I raised the issues, as I could have discussed them with my friend, which could have adversely impacted the organization’s image.
Another way to raise a concern is by writing a formal letter to the appropriate person within the organization. It is an effective way to raise issues within an organization because it is clear and concise, allowing the message to be conveyed to the right people (Johnson, 2020). A formal letter allows the sender to clearly illustrate the problem and support it with evidence. Additionally, it tracks how the sender and the organization discussed the issue.
The strategy provides the sender with a professional way to express their concerns and allows the organization to respond promptly and in an organized manner. Be sure to include as much detail as possible so that the person can understand the situation and take appropriate action. Therefore, individuals should raise concerns with their managers by writing a letter.
Furthermore, it is essential to remain open to dialogue and be prepared to explain the basis of one’s viewpoint. Depending on the gravity of the situation, it may be necessary to involve external entities such as government agencies or legal representatives. Ultimately, ensuring that all parties’ best interests are considered to reach the most favorable solution is integral. As a result, it is essential to remain open to discussion and be prepared to explain the reasoning behind one’s position.
Ethical People Practice
An ethical practice is treating people with respect, dignity, and fairness. It is the idea that everyone should be treated equally regardless of race, gender, age, or other factors (Grigoropoulos, 2019). This type of practice has been supported by equity theory in education for many years (Atkins & Duckworth, 2019). Ethical practices are associated with higher employee morale, job satisfaction, and overall job performance (Boniwell & Tunariu, 2019).
The equal opportunity model states that everyone should be respected and allowed to develop and use their strengths. The framework emphasizes that people have intrinsic value and can make decisions in their best interests. It shows that employees should be given autonomy to make decisions that affect their work, as long as they remain ethical. Thus, ethical practices can help to foster an environment of collaboration, where employees feel comfortable sharing ideas and working together.
Although ethical practices involve interactions with other people, they can have negative consequences. Since employees may be reluctant to take risks due to fear of adverse repercussions, ethical practices can, in some circumstances, hinder creativity and innovation within an organization. As one of the academic theories, equity theory suggests that ethical practices can lead to an overly competitive environment, creating tension and animosity between employees (Boniwell & Tunariu, 2019). The good relationship measurement model indicates that attitudes, personal security, interaction with others, and influence all impact people’s relationships. As a result, ethical practices can lead to a lack of diversity within an organization because businesses may become overly focused on developing a one-size-fits-all culture.
The business benefits of employees feeling included, valued, and fairly treated are increased productivity and loyalty. When employees feel respected and appreciated in the workplace, they are more likely to be productive and engaged. They are likely to be creative and innovative in their work. This can lead to increased productivity and better use of resources.
Employees who feel valued and appreciated are more likely to be loyal to the organization. This can lead to improved customer service, as employees are more likely to stay with the company and be dedicated to their jobs. Additionally, employees who are loyal to the company are more likely to be committed to the company’s goals, as they feel included and part of the team. Therefore, environments where employees feel valued can lead to a higher quality of work and enhanced customer satisfaction.
When people at work feel included, valued, and treated fairly, it has numerous positive benefits for both employees and the organization. Feeling involved can lead to a greater sense of belonging, which in turn can result in higher motivation, morale, and job satisfaction (Grigoropoulos, 2019). This can lead to a more productive and creative work environment.
Additionally, feeling treated fairly can reduce conflict, as employees are more confident that their opinions and contributions are respected. Greater inclusion, value, and fairness can lead to increased trust between employees and management, further strengthening the workplace culture. Thus, when people at work feel included, valued, and treated fairly, it benefits them.
Solution to a People Practice Case
The hypothetical issue that needs people to practice solutions is when there is a claim that employees need bi-weekly training for their development. To ensure that the proposed solution is inclusive for all, it is essential to incorporate diverse perspectives into the design process. This can be accomplished by engaging in stakeholder consultation to ensure that all relevant stakeholders are invited to participate. Additionally, it is essential to identify and address any potential barriers that could prevent particular groups from participating. Thus, it is crucial to ensure that all individuals involved in the solution are treated with respect and dignity and that an open and transparent dialogue exists throughout the design process.
I would recommend a multi-step approach to ensure that the solution engages and meets the needs of all those it aims to serve. Firstly, thoroughly understand the target population, their needs, and any potential barriers they may face. Secondly, a user feedback loop should be established to facilitate ongoing dialogue with those for whom the solution is intended to benefit. This can include focus groups, surveys, or interviews.
Finally, the data and feedback should be reviewed regularly to ensure the solution meets the target population’s needs. Furthermore, it is essential to be open to adjusting and adapting the solution as needed to ensure its effectiveness. By taking a multi-faceted approach to understanding the target population, staying connected with them, and remaining open to feedback, it is possible to develop a solution tailored to their needs.
Reference List
Atkins, L. and Duckworth, V. (2019) Research methods for social justice and equity in education. Bloomsbury Publishing.
Boniwell, I. and Tunariu, A.D. (2019) Positive psychology: Theory, research, and applications. 2nd ed. McGraw-Hill Education (UK).
Bos-de Vos, M., Lieftink, B.M. and Lauche, K. (2019) ‘How to claim what is mine: Negotiating professional roles in inter-organizational projects’, Journal of Professions and Organization, 6(2), pp.128-155. Web.
De Stefano, V., and Aloisi, A. (2019) Research handbook on labor, business, and human rights law. Edward Elgar Publishing.
Grigoropoulos, J.E. (2019) ‘The Role of Ethics in 21st Century Organizations’, International Journal of Progressive Education, 15(2), pp.167-175. Web.
Stewart, G.L. and Brown, K.G. (2019) Human resource management. 4th in. John Wiley & Sons.
Johnson, C.E. (2020) Organizational ethics: A practical approach. SAGE Publications, Incorporated.
Suliman, Z., Kruger, W. and Pienaar, JA (2020) ‘Continuing professional development (CPD): A necessary component in the workplace or not?’ The Journal of Medical Laboratory Science and Technology of South Africa, 2(1), pp.41-45. Web.