In my document I have set our elaborate notes and case studies for the 5CO03 module of the CIPD level 5 People Management course. These notes can be used to help you study your CIPD and fast track to completing your assignments.
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, What compels us to follow a certain path What motivates us as individuals to think,
They are measured by which we can judge feel or behave in a certain way
right or wrong
Ethics guide the morality of our decisions Value helps us to define the level of
and will often be influenced by policy & importance we may assign to prioritise our
legislation. Ethics should be upheld by all activities or actions. We all have different
values
Categorising Values:
The term ‘values’ is used a lot in business.
There are 3 different types of values:
1. Professional Values: Attached to certain professions; regardless of specific
organisations, everyone in a particular profession should uphold these values
2. Organisational Values: Created by an organisation to guide behaviours & actions in
the organisation to help shape culture. Each organisation has their own values.
3. Personal Values: Our motivators behind all our actions, behaviours & feelings, they
drive & motivate us to behave the way we do
How Do Values & Beliefs Shape Ways of Working?
A lot of energy and effort is put into creating organisational values, it needs to be more than
words on a page.
One action that adds the most value within a field of people practice is the support given to
the business to understand, contextualise & adopt policies
Working within a set of rules is no different. To fully adopt a set of values, you must
understand them and identify examples of behaviours that demonstrate these values.
Once that is done, policies, processes & general working practices can all be built around
these values.
Once the policies and practices are developed in line with the values the organisation will
begin to change.
Recruitment policies is one area to begin, attracting suitable candidates who reflect these
values is a good place to start. This will only work if you retain the candidates you have. If
the individual realises that the values they thought the organisation adhered to, but doesn't
resonate past recruitment stages, they may quickly disengage and leave.
If they stay, you may not get the productivity expected at the recruitment stage due to the
disconnect.
We want to develop the desired culture internally
Step 1: Ensure values are communicated clearly & are understood, describing values in
terms of behaviour they manifest is helpful. Incorporating objectives around values into
performance reviews & appraisal processes can raise the awareness of ‘living the values’
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