PROFESSIONAL ETHICS
ANDREA MAE VILORIA
DEITHER CAMPANO
JOHN BENEDICK LAT
FRANCIS MALACAMAN
NOEL MACAWILI
JOHN DARYLL OPEÑA
_R_F_S_I_NA_IS_
PROFESSIONALISM
PROFESSIONALISM
AT
WORKPLACE
INTRODUCTION
OBJECTIVES:
Define professionalism in the workplace and why
it is important ;
Discuss how to establish professionalism in the
workplace;
Enumerate ways to develop and practice
professionalism;
Enumerate consequences of unprofessional
behavior ;
Discuss areas of struggle for employees – and
what you can do to help .
INTRODUCTION
Professionalism is the conduct, behavior and attitude of
someone in a work or business environment. A person doesn’t
have to work in a specific profession to demonstrate the
important qualities and characteristics of a professional.
Professionalism leads to workplace success, a strong
professional reputation and a high level of work ethic and
excellence.
In a recent study on Career Readiness conducted by
NACE (National Association of Colleges and Employers),
employers who hire college graduates were asked which
professional competencies were essential to workplace success.
Professionalism/work ethic topped the list with 97.5% of
respondents identifying it as either “absolutely essential” or
“essential” for a new college hire’s success.
DEFINING PROFESSIONALISM IN THE WORKPLACE
Displaying the types of behavior and traits that
command the respect of colleagues and customers,
and make people want to be around you (for
example, being courteous, helpful, persuasive,
responsive and polished).
Taking work seriously, and being reliable, ethical,
competent and mindful of others in the process.
Maintaining composure despite challenges.
Being able to build business relationships that can
further skills development and support career
advancement.
WHY IS PROFESSIONALISM IMPORTANT?
In the working world, your professionalism encompasses the
way you carry yourself, your attitude and the ways you
communicate with others. Being professional can ensure a positive
first impression, successful interpersonal relationships and a
lasting reputation within your organisation and industry.
“Whether you’re preparing for an interview, starting your first
day on the job or advancing in your career, professionalism and
workplace etiquette are always important,” explains Katy
Curameng, director of career planning and development at
Brandman University. “Regardless of overall performance, careers
have been known to stall (or even fail to start) because an
individual did not display these qualities.”
WHY IS PROFESSIONALISM IMPORTANT?
Generally speaking, etiquette centers on respect. In an office
environment, it’s important to be thoughtful when it comes to
your interactions, acknowledging other people’s time and how you
treat your workspace. Workplace etiquette is important because
it ensures that your presence won’t be a burden on anyone else’s
work experience.
ESTABLISHING PROFESSIONALISM IN THE
WORKPLACE
When working to clarify your expectations regarding staff professionalism,
carefully set and maintain the tone and atmosphere you want your office to embody
upfront.
To craft clear standards and benchmarks, ask yourself:
• What culture and image do I want to have?
• What behavior is required of employees to achieve this?
• How am I communicating these aspirations to both new employees and employees
who have been with the company for a while?
• Are leaders modeling my desired behaviours every day?
Once you have those answers, work to not only communicate but also assess
and – most importantly – model those standards continuously. Remember: To
succeed at nurturing workplace professionalism, you must expect of yourself the
same high, consistent standards you expect of your team.
WAYS YOU CAN
DEVELOP AND
PRACTICE
PROFESSIONALISM
BE PRODUCTIVE
Use your time productively at work. Focus
on your job responsibilities and avoid
getting pulled into social media, web
browsing and phone activity while on the
clock.
DEVELOP A
PROFESSIONAL IMAGE
Project a professional presence and
dress appropriately for your industry and
organization. A good rule of thumb is to
dress in the position you aspire to have.
TAKE THE INITIATIVE
Ask for more projects to be given to
you or think of assignments that will meet
your organization's goals. You don’t want to
be under-utilized.
MAINTAIN EFFECTIVE WORK HABITS
Prioritize, plan and manage your
assignments and projects. Follow up and
follow through with your supervisor and
team members.
MANAGE YOUR TIME EFFICIENTLY
Establish priorities, set goals and
create action plans to meet
deadlines.
DEMONSTRATE INTEGRITY
Be accountable for your work and
actions while behaving ethically at all
times.
PROVIDE EXCELLENCE
Produce work and results that
reflect a sense of pride and
professionalism, often exceeding
expectations.
BE A PROBLEM-SOLVER
When you run into problems and obstacles
take the time to brainstorm a few solutions
and alternatives before you meet with your
supervisor.
BE RESILIENT
DEVELOP
MANAGE
COPING
SETBACKS
SKILLS
TO
AND
CHALLENGES WITH A POSITIVE AND
CONSTRUCTIVE ATTITUDE.
COMMUNICATE EFFECTIVELY
PRACTICE PROFESSIONAL ONLINE,
IN
PERSON
AND
INTERPERSONAL
COMMUNICATION
SKILLS.
DEVELOP SELF-AWARENESS
LEARN
TO
MANAGE
YOUR
EMOTIONS AND GAIN AWARENESS OF
YOUR EMOTIONAL TRIGGERS SO YOU
CAN
MANAGE
YOUR
REACTIONS
POSITIVELY
AND
PRODUCTIVELY.
ACCEPT AND REFLECT ON FEEDBACK
TO
ASSIST
AS
YOU
LEARN
AND
GROW.
BUILD RELATIONSHIPS
Network with colleagues, customers and clients
to build professional cordial relationships, work on
teams and collaborate effectively.
CONSEQUENCES OF
UNPROFESSIONAL BEHAVIOR
Lack of professionalism in the workplace can lead to:
• Disgruntled or frustrated employees
• Low engagement and morale
• Toxic atmosphere
• High turnover
• Avoidable obstacles for recruiting, retention and succession
planning
• Negative brand reputation among customers, vendors and
industry partners – which may result in lost business
opportunities and reduced revenue
AREAS OF STRUGGLE
FOR EMPLOYEES
–
AND WHAT YOU CAN
DO TO HELP
1.Interpersonal skills
Common unprofessional behaviors
• Demonstrating resistance to working
alongside others
• Inability to discern the feelings of
others and adapt behavior according to
these cues (lacking
empathy)
• Being inflexible: Change is a constant
in the workplace, regardless of industry
or the type of work,
and agility is a must.
•
Adopting
an
inappropriate
communication style for a particular
audience: For example, an employee may
treat one of their colleagues like they
would a personal friend, throwing casual
slang into conversation and broaching
topics that may not be suitable for the
workplace. It’s key that employees
understand all types of professional
audiences
and
modify
their
communication accordingly.
What you can do
Develop a robust “feedback culture” focused on
delivering timely and accurate constructive criticism –
from both managers and peers – when employees
exhibit unprofessional behaviors.
Keep in mind, however, that people tend to
respond more to positive reinforcement. That’s why
you should also compliment employees when they do
something well or when you notice an improvement in
a certain behavior.
Offer training centered on developing
communication and interpersonal skills, as well as
one-on-one coaching. You can also pair employees who
could benefit from additional training with a more
experienced mentor who can teach and model the
desired interpersonal skills.
2.
Image, conduct and attitude
Common unprofessional behaviors
• Failing to show up in appropriate, businessworthy attire: Whether your office requires a
suit and tie or allows jeans, your employees
should still appear presentable and neat. For
most businesses, this means avoiding attire
that causes unwelcome distractions, friction
among team members or doesn’t align with
your company’s culture.
• Flouting office rules and policies, such as
constantly being late to work, and engaging in
negative talk
• Demonstrating unwillingness to be
part of a larger team or participate in
company events (whether mandatory
or voluntary)
•
Expressing
frustration
with
customers or other external parties
• Indulging in emotional outbursts,
such as yelling or losing one’s temper
2.
Image, conduct and attitude
Common unprofessional behaviors
• Having a messy and disorganized office or
email inbox: If an employee’s workspace
appears chaotic, people will wonder which
tasks or details are escaping their attention
and slipping through the cracks. It just
doesn’t reflect well.
• Portraying an undesirable image on
social media: This is especially
important on employment related
sites such as LinkedIn and Glassdoor,
but it’s also becoming a more
prominent issue on all social networks
including Facebook, Instagram and
Twitter.
A special note about social media
Traditionally, employees have treated their social media accounts
as private spaces outside the purview of the workplace.
However, in recent years, employers increasingly view employees
as extensions of the company and monitor their online presence for
behavior that doesn’t represent the company well.
The lines between personal social media use and work persona
have blurred, and what employees publish online can impact
perception of them in the workplace.
What you can do
Striving to instill a desirable image, conduct and
attitude in your employees starts with having
established policies. This is how you set expectations
and remove any mystery about your company’s
requirements.
Policies, when applied consistently, also demonstrate
your fairness to the entire organization.
Have written and consistently applied policies
governing:
• Appearance
• Time and attendance
• Social media
• Office etiquette
• Media contact
• Remote work
3.
Technology use
Common unprofessional behaviors
Not knowing how to write a proper email, evidenced by:
o Engaging in too many back-and-forth exchanges
o Being overly verbose
o Making basic spelling and grammar mistakes
• Not discerning which modes of communication are best:
Just as not every issue requires an in- person meeting,
using impersonal media such as email, text or instant
messenger (IM) can flub the delivery of a complex, more
nuanced message.
3.
Technology use
Common unprofessional behaviors
• Excessive Internet or smartphone usage: This issue has
gotten more complicated because of the world we live in
and our reliance on doing many personal tasks online. But
there is a fine line between an employee taking a short
break to attend pressing personal matters (for example,
scheduling a doctor appointment) versus idling away hours
shopping, playing games or perusing social media.
What you can do
Provide training on proper email etiquette, and coach
employees on the savvy application of technology to
communicate with others in an optimal way. Encourage
your employees to rely on easily accessible spelling and
grammar resources online.
Establish policies on personal Internet and smartphone
use. Document it and be consistent in its application. If
you decide to take a more relaxed, “as long as work is
getting done, it’s fine” approach, make sure people
understand that work comes first.
If all else fails, enlist your IT department to enforce
professional use of technology. Ask your IT team to block
access on office computers to certain categories of
websites. Perform periodic, random audits of employee
Internet use to ensure fairness.
4.
Leadership skills
Common unprofessional behaviors
• Lack of consistent treatment toward different team
members
• Not being in tune with what’s going on with direct
reports professionally and personally
• Setting a poor example by not following the
company’s
policies:
Resentment
occurs
when
employees perceive laxer standards for business
leaders.
• Demonstrating a lack of trust
• Becoming too chummy with direct reports: Be careful
about blurring the lines between personal friendship
and the professional manager-employee relationship.
What you can do
Your leaders – particularly less experienced leaders –
should undergo regular training. You can also set up a
mentorship program through which newer managers are
paired with seasoned, more senior managers. This can
help develop more appropriate and effective leadership
practices.
You can also ask employees how managers could
improve,
since
employees
experience
manager
performance firsthand. Send out employee engagement
surveys to see what’s working well, what you can
continue to build on, and what needs work.
With these assessments in hand, you can improve
your work developing managers.
PM 106-CPET 3101
PM 106-CPET 3101
WHEN EMPLOYEES FAIL
TO IMPROVE WORKPLACE
PROFESSIONALISM
GROUP 4
PM 106-CPET 3101
LAST SLIDE
WHEN EMPLOYEES FAIL TO IMPROVE WORKPLACE PROFESSIONALISM
If an individual employee just isn’t “getting it,”
you have to determine whether you’ve given them all
the support and assistance you can. After all,
termination is often the costliest option.
If you’ve invested all the time and resources you
can in an employee, however, you may need to
initiate discussions about continued problems with
professional behavior. Ask them: Is this job the right
fit?
After this point, if things don’t improve or
they’re engaging in behaviors that are seriously or
increasingly problematic, you may have to begin the
disciplinary process leading toward termination.
YEHEY
THAT'S IT!
THANK YOU FOR LISTENING :)