Among the many principles to which the labour movement subscribes and identifies when it comes to the display of professionalism by an employee or employee are conducting oneself responsibly, reflecting a high level of integrity, accountability, discipline, and excellence in the delivery of service as part of one’s duties. Being respectful, courteous, conscientious, cooperative, and demonstrating a good working knowledge are also on the extensive list of qualities and characteristics linked to professionalism.
There is a tendency to view professionals as persons who possess the skills and knowledge required for the job they perform and for which they are paid. What ought not to be omitted is the fact that professionals are guided by ethical standards: standards which they are required to uphold. As a rule of thumb, there is a code of ethics governing the activities of each profession. These codes require and dictate behaviours and practices beyond the personal moral obligations of an individual. They define and demand high standards of behaviour in the delivery of services provided to internal customers, being work colleagues, and external customers, who are members of the public. What stands out in defining a professional is the individual’s upholding of the principles, rules, regulations, laws, ethics, and conventions that form a code of practice.
Professionals are not confined to business activities or specialised forms of work. It should be recognised that individuals engaged as professional or career sportspersons are held to the same standards of behaviour. To reinforce this point, reference is made to the observation: “Professionals are governed by codes of ethics and profess commitment to competence, integrity and morality, altruism and the promotion of the public good within their expert domain. Professionals are accountable to those they serve and to society” (Evetts, J., ‘Sociological Analysis of Professionalism: Past, Present and Future’, Comparative Sociology 10, 2011; Freidson, E., ‘Professionalism: The Third Logic’, Polity Press, London, 2001).
In the world of work and professional sports, penalties are imposed for breaches of the code of conduct. The penalty imposed should suit the nature of the infraction. In instances where a sporting professional’s behaviour is found to be extremely disgraceful, disgusting, and offensive—so much so that it brings the game into disrepute—such behaviour warrants the strongest possible penalty being imposed on the perpetrator. Where the culprit is a team leader, the penalty should be more than a slap on the wrist. Should the authorities proceed otherwise, it would be tantamount to sending mixed signals that some individuals are more privileged than others. While leniency may be given where circumstances warrant, particularly when there is no evidence of a trend of improper behaviour, any appearance of condoning reprehensible, deliberate, or grossly indifferent actions can undermine the system of accountability.
Professionalism is about conduct and attitude. Professionals are therefore expected to show a positive attitude, remain calm under stress, resolve conflicts effectively, adopt a solution-oriented approach, and communicate appropriately. Apart from displaying good behaviour and strong work ethics, professionals must be accountable for their mistakes. Those in authority need to send a strong message that no employee is indispensable.
Dennis De Peiza is a veteran trade unionist who runs labour and employee relations consultancy Regional Management Services Inc.
