(Solution) Personal Effectiveness, Ethics And Business Acumen

Learning Outcome 1: Be able to model principles and values that promote inclusivity aimed at maximising the contribution that people make to organisations.

Assessment criterion 1To be able to critically assess different ethical standpoints on people practice and the maintenance of high standards of ethical behaviour.
Indicative contentDifferent versions of ethics; taking the lead in challenging all levels of the organisation to give balanced responses to the different ethical standpoints both internally and externally, maintaining high standards of ethical behaviour.
Starting point Initial ability (scale 0-10) = 8 Despite of lacking a solid capacity to exercise a strong ethical standpoint on people practice, maintaining standards and ethical behaviours is always easy for me.  While working on this assessment criterion, I managed to appreciate how honesty, mutual respect and lack of discrimination represent the core drivers of a successful ethical behaviours standard. This is what I equally maintain in my current workplace and progress in pursuing this today and future.
Development objectivesI need to: To understand the best practice in maintaining confidentiality of customers or the employees involvedBe able to understand on the existing potential discrimination in appraisal process and allocation of pay/non-pay rewardsTo understand the best practice in improving the level of confidentiality amongst the clients and employees in equal basisTo put in place appropriate practices for managing the pressures for compromising standards set
Importance to meEssential – Important – Useful – Irrelevant
Learning plan (with dates)1) Within a period of 5 months, ensure that I holistically improve the entire confidentiality level for the clients and also employees through appropriate job shadowing and 2) In a period of 3 months, I would be able to understand on entire potential discrimination in pursuing appraisals and allocating total rewards system in an organisation 3) Within a timeline of 6 months, I would use peer reviewed journals and CIPD materials important for understanding the concept of confidentiality and how this influence customers and employees needs 4) In a period of 2 months, I would have set my individual standards essential for managing the employees ethical practices as a best practice in the organisation Etc.
Potential ways to evaluate competenceThe potential ways for evaluating competence would include; Developing a self-assessment- this can be done through the application of a questionnaire filled to note on abilities for ethical management and best practice in managing the expectationsFeedback from teams- Since there are different expectations of the players in the process involved, there would be a need to pursue a holistic benchmark based on the feedback issued appropriately. 
Possible threatsLack of sufficient time for learning and gaining the entire essential insights required for personalised growth   The expectations are enormous particularly when it comes to management of the overall ethics in my organisation. Also, the process of evaluating the ethical standards often tend to be subjective as opposed to embrace of objectivity
Assessment criterion 2To be able to justify business improvements in relation to: • the promotion of fairness and transparency • wellbeing • employee voice • learning.
Indicative contentPromoting a unified purpose for individuals, the organisation and the profession; championing better work and working lives by creating fair and compassionate organisations; valuing people by giving them a voice, supporting wellbeing and career-long development.
Starting point Initial ability (scale 0-10) = 5 Initially, I was average in this point. I lacked a holistic capability of ensuring that I harness fairness and transparency in my undertaking. This is despite ensuring that I am promoting my organisation employee voice while offering opportunities for continuous learning and development. Over time, I have learnt on how to manage fairness and transparency in workplace. This is by ensuring there is no discrimination whatsoever or lack of inclusion of all stakeholders in active decision making in such an organisation.
Development objectivesI need to: a) To establish the relevant metrics for recognising the employees hard work, progress and achievement as a best practice of building trust of management and employees b) To ensure a detailed communication on the benefits of wellbeing in workplace to line managers mandated with implementation of people management and wellbeing policies c) Being in a position of promoting an open and trust-based relationship in my organisation amongst the employers and employees to lead to organisation success  
Importance to meEssential – Important – Useful – Irrelevant
Learning plan (with dates)1) By end of September 2022, I would have conducted benchmarking and learnt from different peer reviewed journals and other sources on the best practice of improving the workplace fairness and transparency 2) As at December 2022, I intend to have managed to establish a holistic awareness to all the organisation teams on the best practice of line managers implementation of people management and wellbeing policies 3) At the start of January 2023, I intend to have gained insights on best practice of initiating an open-based and trust anchored relations in my entire organisation starting with the HR department
Potential ways to evaluate competenceA two-way feedback communication approach existing in my organisation Appropriate KPIs which are inclusive being in place in my organisation
Possible threatsThere is a need to accommodate people with protected characteristics which is often under looked in the wellbeing evaluation of workplace. Also, it is cost intensive to integrate all the employees opinions, views and standpoints under the intention of harnessing their voice and inclusion in the organisation
Assessment criterion 3To be able to self-evaluate personal and professional integrity in relation to ethical practice, professional courage and influence, and valuing people.

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