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ACHIEVE model is an abbreviation that stands for ability, clarity, help, incentive, evaluation, validity, and environment. This method is used by managers of different companies to analyze how various factors influence their auxiliaries’ performance and productivity when completing different tasks. The following paper is intended to demonstrate the implementation of the ACHIEVE model to describe how it works in practice and what benefits does it provide.
As it is mentioned above, this paper will overview the problem that has to be solved with the help of the model called ACHIEVE. Therefore, the hypothetical scenario implies the disability of an IT company’s employee to write an appropriate code for one of the ordered programs. The first level (ability) includes such components as knowledge or specific skills necessary to complete specific tasks (Bolman & Deal, 2017). If the computer engineer does not have suitable experience or information to apply to the given problem, his or her manager must provide the appropriate education (coding course) to one’s colleague to address the emerged issue.
The next level is clarity, which means that the software developer mentioned above should understand and analyze every step required to develop a high-quality program. For instance, the models and templates that should be used in a certain case ought to be defined and operated well (Northouse, 2016). According to the next stage, the manager is obliged to help the employee in case of some questions or uncertainties. Organizational support is one of the most essential things in the ACHIEVE model as superiors must share their experience to help their colleagues gain expected results that satisfy clients or corporative customers.
Evaluation is the name of the next problem-solving level. This phase of the ACHIEVE model is used to identify particular limitations caused by difficult educational material or the complexity of actions that should be remembered and structured by the computer engineer properly (Northouse, 2016). This stage is based on the worker’s feedback, which determines the points that need improvement in the future.
The step of validity must define whether the practices used by the manager contradict the local law or not. Superiors are prohibited from using illegal methods to teach their colleagues. Even if their actions do not seem to be criminal or abusive, there are many cases when managers violate particular standards of their professional regulations. On the other hand, all the actions of the programmer must be controlled as well as this worker might not be aware of different laws and rules (Rock, 2014). In conclusion, it would be proper to say that the environmental fit should imply the factors that give the software developer a desire to reach new goals and show better results. This can be achieved by competition among the working team members, potential bonuses or career promotion.
The starting point in resolving the issue described above and improving the computer engineer’s performance lies in identifying one’s skills and setting goals intended to improve the worker’s knowledge as good as possible (Rock, 2014). It is highly recommended to attend professional lectures and search interesting and useful information online in a spare time. In general, the employee should be interested in what he or she does for living (incentive stage of the ACHIEVE model).
The ACHIEVE model has seven stages aimed at improving people’s knowledge, skills, and experience in different professions. Such an approach is helpful for analyzing and structuring the educational process effectively. Each employee should be supported by one’s colleagues and superiors to develop.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations artistry, choice, and leadership. Hoboken, NJ: Jossey-Bass.
Northouse, P. G. (2016). Leadership: Theory and practice. Thousand Oaks, CA: SAGE.
Rock, D. (2014). Quiet leadership: Six steps to transforming performance at work; Help people think better – Dont tell them what to do! New York, NY: HarperCollins.