(Solution) 5CO03 how your values (‘fairness of opportunity and helping people to thrive’) align with your role at Plyton (AC 1.2)
Solution
Fairness of opportunity- This is a personal value which I majorly possess noted by my success in which I identify essential for Plyton success in manufacturing sector. In line with Lombard (2025), this means owning different activities, fulfilment of my roles and responsibility for both success and noting what to be improved. The focus would be in areas of workplace equality, diversity, and inclusion (EDI).
By enhancing fairness of opportunity in my organisation (Plyton) currently noted to potentially have inconsistencies of operations (Northern and Southern areas) assists to establish a reliable culture and responsible professionally. For instance, I would make sure people professional practices including resourcing, capacity development and policies are formulated with objectivity, transparency and eliminating nonconscious biasness and high-performing workplace.
I would similarly enhance fairness of opportunity, reviewing performances periodically and motivating management and staff in equal basis. In particular, as the new benefits programs is being provided, I would similarly guide leadership in noting value of being consistent in teir provision to employees and teams and guarantee their equity.
This means openness to given responses and assuming collaborative practice after making mistakes contrary to blaming the rest in offering these rewards. According to Young (2024), this is while the management and employees possessing a feel of owing their assigned roles hence all offered with equal opportunities.
Helping people thrive– This is relevant for guiding the scope of interaction with entire parties in Plyton irrespective of their levels respectively. Also, it entails appreciating all individuals and their insights, experience and input and create inclusivity where all individuals are feeling highly appreciated and of value hence successfully thriving.
With Plyton currently having operations in Northern Site (Head Office) and Southern team operational responsibilities, Deer (2020) recommend managing their varying managerial strategies, respectfully manage communication differences and collaborative actively. I would ensure I am actively interacting with management, technicians and directors empathetically and professionally assisting Jak success in recruitment, Lea in L&D and Tom as an employee experience.
For instance, in regard to the current initiative for designing and developing a new people practice initiative which is employees benefit program, I would pursue an active listening of entire individuals without disrespecting any voices in time of making decisions and prioritise them in my final decision hence helping them in thriving.
The helping others thrive value would also impact people professionals L&D opportunities since policies would be set addressing varying expectations and encouraging work-life balances hence thriving well. A model of respectful behaviours enhance management operations and improving collaboration and reducing conflicts in Plyton. The aligned embrace of respect eventually enhance workplace relations identified in McCartney (2020) as appropriate organisation culture informed by mutually appreciating and integrity professionally.
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