7052CR Professional Development Assignment Sample
Task 1: Developing a strategy to lead health (physical and mental) and wellbeing.
Introduction
The definition of a healthy corporate culture and just a successful organization is the starting point for the concept of healthy businesses. Sustainable companies provide an environment that is beneficial to employee health and safety as well as organizational effectiveness through their attitude, environment, and procedures. As a result, a healthy organization leads to a healthy and profitable company, proving the strong relationship between individual prosperity and staff morale. The article explains how favourable workplace cognitive therapy evolved from healthcare settings to favourable workplace behavioral sciences, highlighting the importance of a main preventative approach that focuses on performance and achievements. Instead of focusing on failing and inferiority, the focus is on a positive organisational mindset that encourages changes at all levels. Person, collective, organisational, and cross – functional and cross connections all have a role. Healthy firms must achieve the right balance between their circumstances, industry, and culture, highlighting the significance of lengthy survival including well. This addition also discusses the long-term viability of work-life projects and the meaning of work in healthy businesses, emphasising the need of recognising, appreciating, then exploiting the aspects of work as just a foundation to development and prosperity. There is a discussion of new research and intervention possibilities for sustainable organisations.
A case study on Highways England:
Highways England is in charge of operating, maintaining, and improving the country’s motorways and important A roads( England, H., 2019. ). The mission statement is simple: The company want everyone who works for them and travels on their provided network to return home safe and well. Which means returning home to see our loved ones , as well as the things we like doing. In England’s highways, as well as the rest of the supply chain. This is more important than anything else. Since 2015, they’ve come a long way . First, they created a five-year health and safety strategy Published. This is owing in large part to the their people’s and our government’s widespread commitment Supply chain, as well as the advancements they’ve made Home Safe and Well takes this one step further. It’s also more than a series of behaviors; it’s a way of life. Method that should be carried out in a marbled manner. The company decided together, will: construct a positive health, safety, and wellbeing culture by further expanding our approach to health, safety, and wellbeing.Encourage greater responsibility, embrace innovation, and prioritise health and well-being.
Leadership:
The company develop and collaborate with the industry’s greatest executives, who recognise that health, safety, and well-being are fundamental to how they conduct business. The leaders will set an example for the company in this regard. In order for everyone to succeed, they must act in a certain way and behave in a certain Safe and sound back at home As a result, health, safety, and the environment are all important considerations. In making decisions, health will take precedence. They are creators of culture and the products they produce. In Highways England, they tried understand that anyone can be a driver. Can lead by example and will motivate others People to take charge of their own activities while keeping a watchful eye on the surroundings . The senior leaders will be expected to possess the following skills. Quantifiable improvement plans Risk-based results, as well as explicit objectives Everyone should have high aspirations.
The senior executives will receive training in behavioral science along with the technical parts of their jobs. They’ll lead with this information to assess the success of their teams Leaders will be taught how to motivate and inspire their subordinates. Others should be able to interfere whenever they feel compelled to do so( Fleming, A.J., 2015). That someone’s health or safety is in jeopardy. They decided to improve the communication abilities of their leaders, to guarantee that the importance of their safety is recognized to everyone, and their work reflects this. Any outstanding performance will be sought out by the company. Highways colleagues have shown this they shall commemorate England and their supply chain and pass it on to others in celebration.
- Home Embedding Safe and sound progress in the leadership development: Construct leadership skills and make sure that health, safety, and well-being are incorporated into all current and future leadership development plans.
- Home a skill set for staying safe and sound: Ascertain that leaders have a technical health, safety, and wellbeing development programme that is specialized to their role and allows them to manage people efficiently.
- Behavioural leadership: is a type of leadership that involves changing one’s behaviour .Adopt a research-based strategy to improving safety behavior and provide individualized training to the leaders and other coworkers to help them progress their safety behaviors.
Health and Well-being:
Everything they do will take health, safety, and well-being into account from the start, and hazards will be avoided whenever possible. The improvement initiatives thus focuses on incorporating the aim of sending everyone home safe and sound into everything you do, whether it be designing, constructing , or running. The roadways, facilities, properties, and processes will all benefit from a home safe and well approach. Risks to health, safety, and well-being will be factored into the design process from the beginning. Health, safety, and well-being will all benefit from the investment decisions. This is true of the companies routes, processes, facilities, and people. They aimed to advocate for technology and working techniques that eliminate or lessen the risk of harm by removing, replacing, or automating operations. They determined to think about any considerable mental health and wellbeing consequences for their coworkers and other stakeholders, so they can be successfully controlled, mitigated, and be treated. The company’s executive team will be in charge of their corporate plan, which will be overseen by the Health and Safety team( Loudon, N. and Horsfield, D., 2021,). The Executive Safety Committee will receive monthly updates, and the Board Safety Committee will receive bi-monthly updates. The business plan will be reviewed at least once a year, taking into account industry and regulatory impacts.
- Taking the risk out of the equation from the start: Establish new and innovative road design and construction approaches that reduce danger to people who are building, managing, or driving on them.
- Design integration into business processes and risk assessment: Conduct reviews by business area to determine the nature and scope of our health, safety, and well-being hazards, and ensure that they are used to support action planning and assurance actions in order to reduce risk for individuals who use and work on the road network( Daniel, E. and Pasquire, C., 2017).
- Innovation: Investigate, demonstrate, and promote technology and working techniques that will decrease or eliminate the risk of injury to our employees, supply chain, and road users across our operations by removing, replacing, or automating activities.
- Well-being and health: Prioritize health and well-being so that they receive the same attention as safety. Develop a new strategy that focuses on workplace risk and employee well-being and allows England to achieve the Workplace Wellbeing Charter.
Diversity:
One of Highways England’s strategic goals is to integrate the principles of equality, diversity, and inclusion into all aspects of the company, resulting in actual change in how they operate with their customers, communities, supplier chain, and staff. Working to improve our results in terms of as a network operator, specialist, and supervisor briefed the participants our main obligation under the Equality Act 2010 to promote inclusive workplace, reduce biases, misbehavior, and abuse, and enhance collaboration even for those who have shielded lessons among others supplying and tracking performance against our goals across devoted work teams disclosing consistently to our Fairness, Diversified, and Inclusiveness Working group
By the years leading up to 2025, the company want to achieve the following goals:
- a 20% reduction in the number of people killed or badly injured on our roads
- Reducing lost-time incidents, reducing suicides on the roads
- Reducing service strikes, reducing vehicle invasion into road works
- Reducing bridge strikes achieving the Workplace Wellbeing Charter for the United Kingdom
- Obtaining ISO 45001 accreditation; tripling our hazard and near-miss reporting; and reaching level 4 cultural maturity
These ambitions will be bolstered by a number of factors. A set of leading indicators that will determine the efficacy of our improvement programmes . These the Executive will be informed of the results of the measures safety Committees on Boards.
Culture
It is a fascinating occurrence to observe that the dots have a tendency to cluster in the lighter regions of the nomogram when there is less overall traffic (i.e., areas representing relatively higher safety). The dots, on the other hand, have a tendency to cluster in the darker sections of the nomogram when there are substantial levels of traffic (i.e., areas representing relatively lower safety). In addition, nomograms typically imply that safety is more sensitive to changes in traffic volume in the case of urban interstates than it is in the case of rural interstates. For example, if the traffic volume is high, the projected number of collisions is considerably more sensitive to changes in vertical alignment slope and length. Even if it is feasible to make broad generalisations, a more precise analysis of the impacts on overall safety requires a deeper look at the particulars of each section of roadway. Because the nomogram isodehns for rural highways are linear, we can deduce that there is little interaction between vertical grade and length for this category of roads, at least within the ranges of lengths and grades that are covered by the data. This is the conclusion we can reach because the nomogram isodehns for rural highways are linear. On the other hand, the non-linearity of the isodehns for urban roadways implies that there is a considerable interaction between the vertical alignment of motorways and building heights in urban areas. This is because urban sites often have a higher density of buildings.
Justification and recommendation
In order to delve into deeper depth on the topic of vertical alignment design policy and its implications for safety, we chose the intriguing but severe situation that is now taking place in China. This scenario is taking place right now. In China’s Jiangsu Province, you could find this stretch of road in a more rural part of the province. The stated maximum speed restriction for the expressway is 120 kilometres per hour (75 miles per hour). In the vertical plane, this segment consists of two slants and a curve (the crest). The initial ascent has a total of 1,775 metres in length and has a grade that is 2.90 percent steeper. The second class has a slope that is 2.90 percent steeper than the first class, and it is 1.98 kilometres shorter. There is a distance of 20,000 meters that separates the two extremities of the arc.
Skills and behaviors
This industry has a disproportionately high number of accidents each year. When a roadway is designed to go at a speed of 120 kilometres per hour, the maximum allowable gradient in China is 3 percent. In addition, the length of these boats cannot exceed 900 metres at any point in their design. If the grade is less than 3 percent, the maximum distance that may be travelled is not predetermined. It’s possible that some designers are trying to circumvent laws by creating very lengthy works that, other than that, comply to the standards that have been set. It is not advisable to drive through this area at all. In China’s design code, a maximum length of 900 metres is specified for slopes of three percent; the lengths that are in dispute here, 1,775 metres and 1,980 metres, are fairly near to this barrier. It is vital to tighten the restrictions on vertical alignment in design in order to reduce the likelihood that comparable concepts will be approved in the future (i.e. made less liberal). Before we can go forward with this, we need to do research on the ways in which length and quality impact safety. The approaches discussed in this article may be used to create nomograms that symbolise the isodehns that the agency wants for its roadways. As a result, the novel design process that involves identifying acceptable regions on the nomogram could be able to assist in the prevention of unsafe designs that have borderline slopes of excessive length or borderline lengths that have borderline slopes of excessive length.
Several departments and agencies within the government have had design policies in place for many years. It is often helpful to update design rules by reviewing them based on the performance metrics with which they are closely associated. This is because operational characteristics may change as a result of developments in vehicle designs and capabilities as well as shifts in drivers’ skills and perceptions. The objective of this research was to investigate the problem from the point of view of the vertical alignment of highways. The vertical alignment of a roadway, including its slopes and lengths, is a critical component of road safety that is sometimes disregarded.
Task 2: Presentation and Justification of Recommendations
Presentation of Recommendations
Recommendations stating where and how the management in Highway England should follow for good health and diversified environment in the workplace are:
Good health and well-being
A main goal of improving the health and well-being in Highways England is to eliminate mortality, catastrophic injuries, and minor injuries. This can be done by decreasing the number of accidental occurrences, reducing the number of death instances from the same reason.
The second recommendation is to hold a consistent and consistent management presence upon that significance of health and well-being. This communication about a wellness environment has to be communicated to workers by the organization’s leaders. The finest well-being programs originate from the Executives department. Intercultural transformation is a result of leadership’s aspirations and communications. Beneficial settings, for instance, enable it simple for workers in doing whatever is optimal for them such as accessibility to healthy foods, work outs, social works and groups, monetary management etc (qw,et.al., 20). Take note that perhaps the five aspects of happiness are work, societal, economic, physiological, and society, which are all interconnected. Whenever programmers and practices address and over one of its five aspects that is most effective.
The third recommendation is to establish a clear and uniform understanding of “wellbeing.” Studies has demonstrated how the stakeholders understand exactly what the organisation intends by “wellbeing,” wellness programmers are much more successful and bigger improvements in wellbeing are realized. The five pillars of wellbeing, according to Gallup, may be used as a knowledge organizational framework for almost all of company rewards and wellness programmed offers. If Highways England launches a wellness project, make sure it incorporates at minimum the basics aspects. Explain how everything promotes net flourishing while minimising struggle or pain. Use the five component labeling to convey wellbeing possibilities so that workers can understand how these are structured to better their everyday and lifestyles (qw, et.al., 20).
The fourth recommendation is to serve as a role model. Staying around with individuals who make healthy decisions is among the greatest efficient strategies to promote wellness. That begins at the top of an organisation. Individuals frequently embrace wellness behaviours as a result of social transmission, in which colleagues learns from each other and behave by the anticipated standards. However, interpersonal behaviour modeling by corporate leaders isn’t the only way to develop. Highways England has to establish explicit office culture norms for how workers eat, exercise their physique during the day, and respect each other. Whenever it relates to wellness initiatives, corporations often have an edge over bigger populations since their workers are indeed a huge attraction.
The fifth recommendation under health and well – being is to maintain a steady channel of contact. Management must keep engaged with workers as well as how their lifestyles are moving in order to improve and maintain wellness. Supervisors should conduct an engaging discussion among every group participant every week as a minimal aim. Do not even overlook the fundamentals of management. Inquire about whether potential future comment adjustments might influence the different aspects of wellbeing plus productivity.
The last recommendation is to involve members of the families. Showing concern for workers’ family members is an excellent as well as established technique to communicate how overall well-being is valued. Even as economy improves, larger groups would become better, whether they are doing runs, healthful music lessons, pension strategy meetings, communal volunteerism, or family resilience seminars. Family members should be invited and motivated to engage. Employees plus their families would be happier as a result of all this (Swanson, et.al., 2022).
Diversity
The first recommendation under diversity is to keep diversity and inclusiveness as driving force under Highways England. The commercial argument for inclusiveness and diversity is becoming more widely recognised. Though progressive politics is often the driving force driving such initiatives, businesses are rapidly seeing inclusiveness and diversity like a basis of commercial benefit, notably particularly as a crucial facilitator of development. Diversified measures, on the other hand, have made little headway (qw, et.al., 20). Highways England must be sure on how to best leverage diversity and inclusiveness to achieve its development and valuation objectives.
The second recommendation is to indulge in gender diversity. Prosperity and wealth generation are linked to gender diversity. The executive group has the highest gender connection. Gender diversification on executive workgroups, in particular, was efficiently completes linked with increased cash flow throughout regions and countries in our collected information, underscoring the importance of executive squads the majority of tactical choices are made in a firm’s finances.
The third recommendation is to adopt ethnic and cultural diversity in the organization. High quality group Prosperity is linked to ethnicity and culture diversity. We investigated at culturally and ethnically variety in many nations wherein ethnic-cultural diversity was defined consistently and our information was trustworthy. Organizations with more ethnic diverse executive boards, both in terms of numerical participation and diversity or mixture of nationalities are proved to have much better performance efficiency and better health and well-being as well (qw, et.al., 20).
The last recommendation is to adopt diversity in the workplace even at the world class level. The link among gender and ethnic diversity as well as economic condition is typically valid throughout regions, while there are occasional exceptions in specific areas. Disparities in senior management diversity there at global level are can be solved via diversification. Highways England best prepare to recruit best personnel, increase client awareness, deliver a positive, and choice, and obtain legal operating license among which they would feel will still important. As assessed by its income composition, the much more varied businesses— n respect on immigration, sector, career trajectory, gender, schooling, and age especially still the most inventive. Every one of the six aspects of diversity was linked to development; however the impacts of sector, country of birth, and gender on income appeared significantly greater.
Justification of Recommendations
The recommendations on the healh and well-being in Highways England and its diversity are justified because of various reasons. Transforming one’s wellbeing necessitates a change in one’s behaviors. Dialogues on wellness also could take place whenever there is a baseline of confidence, and discussions regarding wellbeing absent this human relationship could be dangerous. Beginning a wellness talk including a worker’s abilities is the greatest way to concentrate on every individual’s valuable impacts, avoiding embarrassing judgment, identify whatever keeps every individual special, and give an universal vocabulary. Instead of striving to increase personal wellbeing by radically altering who they really are, every individual may pick wellness pursuits based on its intrinsic preferences. With certain basic structure, management and wellbeing consultants may be prepared to optimal experience, strong points wellness dialogues.
Furthermore, because abilities are a recognised amplifier of worker wellbeing and involvement, a strong points strategy to improving wellbeing is expected to provide additional productivity gains. On every point of something like the worker career cycles — recruitment, recruiting, boarding, engagement, performance, growing, and departing — these must all be examined via the perspective of the employee engagement. Every one of the factors outlined shown are needed to create a successful wellness environment, plus they are all inside grasp of any company.
The initial point to note is that the best successful organisations do not maintain a distinct programme. Companies achieve this by incorporating diversity into every one of its company’s procedures. Diversity would become a prism through which to examine, discover, nurture, and advance potential. So companies wouldn’t just have minority recruiters whenever it comes to hiring. They teach the whole of its interviewer’s ways and where to connect towards the diverse demographic among whom they hire. Management must recognize that companies must include transparency within its procedures to vary for the managers to blame for developing a diverse plus inclusive work environment.
It has been regularly found that management at the highest organisations beginning together every true things regarding diversification, however the average administration which functions the workers engagement, does not understand well or even seem at fault for equality and diversification. Anyone can slice diversification into different varieties; why something seems really crucial for all companies to acknowledge the key characteristics, quantity aspects, and contain individuals toward the justification of administration (Amaya, et.al., 2019). It’s hardly a lot regarding the starting of better conditions while seeking from the lenses of diversification. Several of the variables used to perceive consumers and society representatives ought to be diversification.
Lastly, diverse groups could also probably found goods and solutions which relates to the requirements of fresh customers. Moreover, numerous agents from different establishments had endured harshness all their lives. Such hurdles forced a big amount of employees to develop their abilities and gain good issue skills. Diversity and inclusiveness were clearly advantageous to worker’ mental wellbeing, but they often have positive commercial implications. Furthermore, firms in the highest quintile regarding racially, ethnicity, and gender diversification were better likely going to remain prosperous than just the world average in its particular sector.
Checking to determine whether preexisting design requirements are in line with observed data may be done with the use of nomograms. This is done by observing whether or not the dots representing a certain nation are nearly in the same place (i.e. not on different sides of an isodehn). According to the data, the AASHTO design for urban interstates in the United States could possibly profit from a more cautious approach to gradient (i.e., a lower maximum vertical alignment grade) and a less conservative approach to length. This would be in contrast to the design for rural interstates, which uses a more conservative approach to gradient (maximum length could be increased). Therefore, a steeper vertical alignment gradient is more likely to push the current AASHTO design policy over the isodehn into darker (region of inferior safety) terrain than is a longer route. This does because a longer route has a greater chance of pushing the design policy into a more dangerous area.
Task 3: Critical Reflective personal and professional account
It is a competitive age, and we must all try our best to stay alive. To establish our legitimacy, Folks must always show because we have skills and that we are here to leave our mark. We must stand out in an organisation even if we want to fade in. Certain skills and abilities help us flourish in the profession, since many set us apart ( Driessen, E. and van Tartwijk, J., 2018.). Both of us must have a role in the organization’s growth.
PDPs are a set of behaviours based on our values and observations of our talents that assist people develop and improve as people together while equipping someone for the future. These are our best guesses regarding how and when the tasks will be finished. Both personal and professional lives gain from the strategic approach.
The study is a thorough examination and evaluation of my practice’s CPPD requirements. These study will emphasise basic requirements that I already have to answer through evidence-based research, as well as evaluate the impact among these standards on my individual growth as a future qualified Degree candidate. I had a learning need for boldness in talking while working with a group of classmates during admission. To meet a need and demonstrate my ability to contribute to the growth of my field of studies
First, I talk about how I’m improving my personal and professional talents. To accomplish so, I reflected on my personal abilities, inquiry skills, and Program courses using academic frameworks of reflection( Hildebrand, J., 2018.).All of that can help me build my personal and professional talents in a stage process manner, as well as create a basis for future career development.
The two key issues substantially hampered my report progress; this arose from my dissatisfaction with my study; despite choosing this project topic myself, I considered quitting several times( Von Suchodoletz, A., Jamil, F.M., Larsen, R.A. and Hamre, B.K., 2018. ). This project’s time management is inadequate; all of the work was too intensive, and I was unable to distribute work equally, resulting in an increase in my burden. Time management is the process of organising what further hours I expend upon every assignment segment. Read throughout my comprehensive collection of stress management publications to discover what to do to help improve my individual calendar and save period in the real world.
Reference
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