Workplace Ethics and Support

WORKPLACE ETHICS AND SUPPORT
Workplace Ethics and Support
Name of Student
Name of University
Author Note

1WORKPLACE ETHICS AND SUPPORT
Use the resources provided to help you answer the following questions:
Question 1
As a community worker, you will be responsible for monitoring the welfare and well-being of
your clients, but also yourself and your colleagues, this question concentrates on how you are
able to assist your colleagues with work place issues as they arise.
Answering the questions below, how can you monitor and assist your colleagues with stress or
emotional issues?
How would you use practices that acknowledge and accept differences and accurately identify
diverse needs of colleagues?
Working with people from different environment and diverse background can be
challenging as the norms and rules of acceptable behaviour differs from one community to
the other1. While working with colleagues from diverse backgrounds understanding and
patience is a necessity. The other workers might want to things in a different way, those
methods or practices should not be considered wrong, it has to be understood that
everybody does not work in the same way and differences have to accepted sooner than
later. If language is a barrier, and they have problems in interacting with clients then one of
the other workers can be asked to help them. There differences should not be ridiculed but
accepted and proper help should be given to them. Diversity has to be effectively handled,
the entire worker should be made to feel included, supported, their opinions and ideas
1 Chrobot-Mason, D. and Aramovich, N.P.,. The psychological benefits of creating an affirming
climate for workplace diversity. Group & Organization Management, 38(6), pp.659-689.v2013

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should be taken into consideration.
How would you identify required professional and personal performance standards and use to
monitor stress and emotional wellbeing?
Stress and tension is common in any workplace. Sometimes, the stress at workplace
becomes unmanageable and it starts to affect the performance of the workers. It is very
important to manage stress before it has a negative impact on the mental health of the
worker. While working with a colleague who has problems dealing with stress, there are
certain indicators that should be kept in mind2. If the person is experiencing fatigue during
work hours and is not being able deliver what is expected of him/her then a possible reason
behind the constant fatigue could be underlying stress. The worker who is dealing with
stress can complain about headaches and dizziness; stress can also affect the eating habits
of the individual. The person might want to stay isolated and not talk to anyone or miss
work frequently; these could also imply that the person is dealing with stress. These are the
possible indicators, they have to be timely managed otherwise it might lead to physical
problems like cardiovascular disorders3. There are ways to deal with stress; it should not be
left untreated. If it is detected at an early stage then the co-workers can design methods to
help the person such as reducing the workload, talking about their problems, assigning
2 Moore, P. and Piwek, L.,. Regulating wellbeing in the brave new quantified
workplace. Employee Relations, 39(3), pp.308-316. 2017
3 Oken, B.S., Chamine, I. and Wakeland, W.,. A systems approach to stress, stressors and
resilience in humans. Behavioural brain research, 282, pp.144-154. 2015

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other workers to help them and give them smaller and easier goals that can be achieved
without putting in a lot of effort.
Your ability to use self-assessment and reflective behaviour strategies to monitor performance:
Self-assessment helps to understand the areas in the worker are lacking and the areas
which he/she is performing well. It gives the workers a continuous evaluation and is a
necessary tool in improving performance. There are our steps in self-assessment, first is
assessing the areas of work, secondly planning the work according to importance, acting on
the plan that has being designed and finally checking for improvements4.Five questions
have to be answered while doing self-assessment, firstly what is the goal that the work is
trying to accomplish, the reason behind doing the work, the process that is being used to do
the work, forth by implementing the process, is the work getting done and finally is there
any scope for improvement 5
How would you seek formal and informal performance feedback and act upon it as appropriate?
The purpose of collecting formal and informal feedback is to regulate the errors and
shortcomings of the organizations6. There are few ways in which formal feedbacks can be
4 https://www.audit-scotland.gov.uk/docs/local/pre1999/nr_980501_assess_yourself.pdf, 'Assess
Yourself- Using Self Assessment For Performance Improvement' (Audit-scotland.gov.uk, 2019)
<https://https://www.audit-scotland.gov.uk/docs/local/pre1999/nr_980501_assess_yourself.pdf/
docs/local/pre1999/nr_980501_assess_yourself.pdf> accessed 30 May 2019.
5 https://www.audit-scotland.gov.uk/docs/local/pre1999/nr_980501_assess_yourself.pdf, 'Assess
Yourself- Using Self Assessment For Performance Improvement' (Audit-scotland.gov.uk, 2019)
<https://https://www.audit-scotland.gov.uk/docs/local/pre1999/nr_980501_assess_yourself.pdf/
docs/local/pre1999/nr_980501_assess_yourself.pdf> accessed 30 May 2019.