| Category | Assignment | Subject | Management |
|---|---|---|---|
| University | CIPD level 5 Associate Diploma in People Management | Module Title | 5CO03 Professional Behaviours and Valuing People |
This unit 5CO03 Professional Behaviours and valuing people Assignment concentrates on applying effective core professional practices including ethical practice, courage, and inclusion. Here in 5CO03, you can learn to establish and maintain good working relations and provide. Employee voice and well-being. It considers how developing knowledge acquisition and successful new professional behaviour and practice may impact performance.
Here in 5CO03, you will learn strategies for the most effective advocacy of inclusive and collaborative working. Claiming the advantages of human and business implementation of inclusive behaviours or the voiceless right to be treated fairly at the workplace. Moreover, solutions that will be created by you will have to solve objectives in addition to designing and evaluating them.
Finally, in 5CO03, you will show personal accountability for education, career, advancement, and organizational performance enhancement by researching what is changing about the role of a people professional. You will also have another tool for assessing one’s strengths, their weaknesses, and their development areas to develop continuing professional development activities for your academic
Below you will find 5CO03 assignment answers, through which you can get an idea of how your 5CO03 Assignment Example 2024 should be. You can even take this file as a 5CO03 assignment sample to get an idea of how our writers will be providing you help with. This 5CO03 assignment example is according to the recent guidelines of CIPD which is June 2024. If you go through the official 5CO03 assignment pdf you will find all the questions are the same in our sample as well. Also, make sure that you do not use these answers as it is, as this will make you indulge in integrity issues which is harmful to your career.
5co03 Task 1: Be able to demonstrate professional and ethical behaviours, in the context of people's practice
5CO03 AC 1.1 With reference to CIPD Profession Map, appraise what it means to be a ‘people professional’.
5CO03 AC 1.2: Recognise how personal and ethical values can be applied in the context of people practice.
5CO03 AC 1.3: Consider the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others.
5CO03 AC 1.4: Recognise when and how you would raise matters which conflict with ethical values or legislation.
5co03 Task 2: Be able to champion inclusive and collaborative strategies for building positive working relationships
5CO03 AC 2.1: Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to related theory.
5CO03 AC 2.2: Discuss strategies for designing and ensuring inclusive people practices.
5CO03 AC 2.3: Reflect on your own approach to working inclusively and building positive working relationships with others.
5co03 Task 3: Be able to demonstrate a personal commitment to learning, professional development, and performance improvement
5CO03 AC 3.1: Explore how the role of a people professional is evolving and the implications this has for continuing professional development
5CO03 AC 3.2: Assess your strengths, weaknesses and development areas based on self assessment and feedback from others.
5CO03 AC 3.3: Formulate a range of formal and/or informal continuing professional development (CPD) activities to support your learning journey.
5CO03 AC 3.4: Reflect on the impact of your continuing professional development activities on own behaviour and performance.
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Answer:
People must deal with others in their workplace, especially in the human resource department exhibit professionalism. Ethical standards and courtesy as the concept of professionalism in the human resources field. That is why, first of all, it is crucial to be frank when communicating with the employees. Lying hurts relations and destroys trust between people, different professional fields, or organizations. Another factor linked with quality work is ethical behavior and performing actions with high, middle, or low ethicality.
This means doing things that at the organizational level are right and appropriate at the appropriate time without being seen to do so. Other professionalism includes confidentiality, diversity, and respect for other people as well as sensitivity. Thus, properly behaving human resources professionals shall be trusted by employees and be respected as authorities among them.
Occupationalism for this paper is defined as the standards of behavior, activities, or objectives associated with a profession or persona. The government also uses it as it connotes the standard of the work done or services provided. Professionalism also captures an interaction between a customer and supplier where roles and responsibilities are well defined. It consists of courtesy, justice, professionalism, and honor for each other.
It means that professionalism in the people professions, including human resources for example, is defined by the existence of certain professed competencies, skills, and values that are deemed to be pertinent to a particular profession as well as demonstrating appropriate values, attitude, and behaviors that are associated with professionalism. Specifically, professionalism has a vital role in the people professions both for assuring competency regarding the services to be delivered to clients and for safeguarding the public.
Answer:
Professional values therefore refer to a list of civil logics that one has to conform to while undertaking his or her duties as an individual and in an organization context. They assist us in decision-making and enable us to establish what we need to achieve as an organization by providing a set of reference points that are easily understood by all. Professional values are also a way of reproducing in ourselves the commitment to those we are serving.
Ethical values, on the other hand, are those values that we attach to the process of right and wrong. They orient our behaviors; we use them as tools to make decisions that are in concordance with our ideologies. Each of these values is relevant in decisions that affect human practices.
This paper will argue that, while professional values entail an ability to enable an individual to have clear goals and objectives, ethical values entail an ability to enable the individual to be certain of how to act in a given situation.
Answer:
It is important to observe work etiquette and corporate conduct in any organization regardless of the task that one is assigned to; but more so in people-oriented occupations. They should be able to communicate to others with well-informed objective opinions free from doubt and interference to make an impact on them as people professionals. This may be challenging as most of the time people do have feelings within them when working with them.
Nonetheless, it is necessary to emphasize that professionalism should not be associated with the appearance of an indifferent or indifferent person. Instead, it means being polite and kind but not weak and passive at the same time all the time. When people professionals are able to speak out and present their viewpoint specifically and confidently they will likely succeed in what they do as well as improve the lives of those they interface with.
Answer:
Here are a few examples of how you can get into an ethical dilemma: Perhaps, you are working for an organization that does not have any good values to offer to society or perhaps you are in a situation where doing the right thing would legally be wrong. Regardless, it is useful to understand how to work through these scenarios in ways that are personally and professionally proper for yourself as well as for the institution for which you work.
Something to look at is the fact that there is a difference between an ethical value and a legal right. Technically legal does not always mean ethical and technically ethical does not always mean legal. For instance, while abortion is allowed in many countries to date, it is still a big issue in terms of ethical implications. So when raising a conflict with ethical values one needs to be clear on which ethical framework is being referred.
First and foremost, employees should take measures to solve conflicts that arise from ethical violations of norms. This doings could entail writing to your manager or heading to the HR office. If a client cannot be settled within the organization then it can be forwarded to another independent entity like a professional board or the police.
However, there is also a fact that it is improbable to act against the person violating your ethical standards every time. In some cases, all that can be done is to start not to work with them in the future.
Answer:
Maslow hierarchy was developed by the great author Abraham Maslow, this theory was made to motivate any individual using the five-tier human needs which are represented in the form of a pyramid. This pyramid includes physical needs at the very bottom, then safety needs, the next is love and belongingness needs, then on level 4 are esteem needs and the most important ones are self- actualization needs.
Understanding all these needs, Maslow’s hierarchy is been used to provide an effective understanding framework for getting a knowledge of how employees are motivated in the workplace and how they can simply help them in supporting and achieving this motivation.
For example, for an employee who can be motivated by his/her physiological needs completed, people professionals must provide such employees with competitive salaries and other benefits. In addition, if any employee gets motivated in safety needs provide them with a safe working environment, job safety, and provide them protection from discrimination.
Answer:
Before delving deeper into some of the most effective organizational structures to employ for the enhancement of inclusive people practices, a brief comparison of the numerous approaches that organizations can implement as ways of ensuring inclusive people practices is useful as follows.
Answer:
In any workplace, it is good to be conscious of how you relate with everyone. It includes and goes to the extent of being alert to what you utter and do, and even how you do it. Consumers should also consider personal space while interacting with other people and specific attention should be paid to some confusing words or themes.
Second of all, it helps to listen and ensure every member of the group has the opportunity to express themselves. When you conform to the mentioned guidelines, there are high chances of developing positive working communications. You will also develop a climate that ensures that all the people feel appreciated and accepted in the workplace. In conclusion, when working inclusively you ensure you have improved your chances of success in both your personal and professional life.
Answer:
This is the case because the workforce has become more diverse and people professionals are being pulled in very different directions. To ensure that they do not lag, people professionals should try as much as possible to keep updating their skills and knowledge in the profession.
Some of the main skills that every people professional has to keep in their mind are:
● Lifelong learning is the key to competitiveness in the workforce for people professionals who work in different industries.
● Eventually, people professionals have to be able to learn new methods to fit the growing employees.
● People professionals need to be up to date in the field of current trends to address issues affecting an organization well.
Answer:
Self-assessment is useful as one prepares to plan his/her career path as an accountant. Your SWOT analysis will be useful in assessing the organization and specific area for which you are applying and thus pave the way for success in both current and other positions of interest in the future. It is possible to identify multiple methods for self-evaluation at the professional level.
The first one is to consider the success and failure of an individual or an organization. Another is to ask others for feedback: colleagues, mentors, supervisors, or a combination of all. Having established the strengths and weaknesses it becomes easier to identify areas that require enhancement.
They may be competencies that you may need to build or develop, or they may be behavior patterns that require transformation. For instance, if you intend to progress higher in your job you may have to make some improvement in areas such as lack of interpersonal skills, poor presentation skills, etc. It is possible to apply professional self-assessment as a rather effective approach to professional choice and further professional growth.
When taking time to look at the areas that the person has to work on, as well as strengths, as part of the planning the person is prepared for the current job and future jobs. Updating for professional development focuses on reviewing your strengths, weaknesses, and future goals in the professional practice hence assistance in highlighting areas that need further special attention.
Answer:
Formal CPD Activities:
Answer:
Professional development activities are conducted lifelong to update the person from the current practice standards and thus keep professionals competent. Such activities may help or harm a person in many ways including affecting his/her behavior and productivity at work and in other aspects of life.
One of the most easily measurable returns on the investment made in professional development is new skills and knowledge gained. This can go a long way in helping to boost one’s competency at the place of work since the challenges that meet one will be easily handled.
Secondly, Professional development can also contribute to personality development including communication and confidence. This is why, receiving Professional development, people feel themselves more organized at work and at home as well.
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