Abstract
The workplace performance problem identified in this case is a group of administrative assistants who have a bad attitude towards their jobs. They do not do the tasks given, mainly because they lack training in their job descriptions. The attitude displayed by them results in poor performance for the organization as a whole because their duties directly affect those of other departments. They are supposed to assist in the administration of the organization, which requires them to oversee a number of functions and report of the head administrator. Lack of training makes them incompetent in handling of tasks that influence the performance of the organization. The ACHIEVE model plan is applied in a crisis in performance that is exhibited by the assistant administrators, which could lead to possible solutions to improve their performance (Hersey, Blanchard & Johnson, 2013, p.65). The concepts of Ability, Clarity, Incentives, Validity and evaluation have been applied to the problem identified, and have enabled a wider understanding of the problem thus fostering solutions.
In view of the ACHIEVE model plan, the employees lack the ability to perform because of their limited knowledge in a particularly given task. Because the assistant administrators are not trained, they lack skills to enable them work. Lack of training greatly undermines the organization’s performance since skill is mandatory in carrying out duties. Training could be from an educational angle, or incorporation of specific skills needed for the task.
Furthermore, because of their negative attitudes, the assistant administrators lack clarity about their jobs. Clarity in this case is shadowed by such attitudes. They do not understand the organization’s objectives. When an employee understands the need for an organization to achieve its goals, they are more motivated to work towards them. The negativity displayed by the employees clouds their sight on the importance of the priorities set by the organization (Hersey, Blanchard, & Johnson, 2013). Such an attitude could emerge from the organization’s lack of support that employees often need. Support refers to the help that the organization extends to make tasks in the workplace easier. It could include enough personnel to ensure that the tasks are evenly divided or good financial rewards. In addition, employees often require appropriate tools and equipment to enable them do their jobs, which might be lacking.
In addition, employees might develop bad attitudes and fail to do their jobs, as is the case above because there are no incentives (Hersey, Blanchard & Johnson, 2013, p.67). Incentives are those things that make or entice employees to performance their duties. When an organization does not reward them for tasks that are done well, they do not see the need to deliver, which results in poor performance. Similarly, the environment in which the leadership is too relaxed makes employees relax too. They have no reason to work because there are, usually, no consequences. Such a scenario could explain why the assistant administrators do not do their jobs.
Also, an organization can only have employees who are not performing when it does not do routinely checks and reviews to substantiate performance. Evaluation steers people towards better performance since it helps them know their mistakes and how they can improve. The assistant administrators are not frequently evaluated and thus may not see where the problem is. To them, the issue of performance does not register in their minds very often as shown by their behavior. They are not reminded; through reviews of the harm they are causing the organization. Feedback on the jobs done keeps people accountable and forces them to work. Besides, employees having a negative attitude sometimes emanates from the problem of the validity in the decisions made by managers. When the decisions appear unfair, discriminatory or inappropriate, most employees will develop a bad attitude towards their managers, which translates to the organization
Therefore, the leadership could involve employees in the process of determining what the goals and ambitions that pertain to that organization are. When employees actively participate in the setting of goals, they will be well positioned to give suggestions as to what they find achievable in their capacity, to enable them find clarity. In addition, managers should ensure that employees who are hired have formal training, which should be followed by a rigorous training program that equips them with the right skills. Formal training is not always adequate in practice, because applying skill to knowledge can be difficult. After training, the assistant administrators will be aware of the job expectations and do their jobs. A solution for laziness, which might be the reason for not doing their job, might be through the evaluation process, which can make them work in order to show good reviews. The organization should develop a policy that outlines the consequences of good or bad performance on an individual approach (Tarafder, 2006). Rewards such as a raise in pay, vacations and promotions should be conditions for a good performance. It might encourage administration assistants to know that they could be executive administrators if they perform well. The organization should provide the assistant administrators with all the facilities that they require for them to do their jobs. The facilities could include up to date technological systems to make their ability to carry out their duties easier.
I recommend that the assistant administrators are discontinued from work after all the effort to improve their performance has failed. There are cases in the organization where employees are lazy in doing their jobs despite all the efforts established to support them. Leaders should be able to single out such people and reassign them. A forum where employees air their views should be established. It would help the organization if management is can understand the cause of the bad attitude. Finding a solution will help in improving their motivation and performance. The forums can be done together with the evaluations in order to provide management with a clear understanding of the problem. For instance, our organization has currently formed employees survey forum in which employees answer questions and give suggestions on what type of forum they would like to receive. In addition, leadership should be keen on supervisory roles to ensure that the problem is handled before it becomes bigger and greatly affects the overall performance of the organization. They should be actively involved in the tasks that the employees are given on a daily basis. The employees will perform better when they are aware that the management is keenly watching them.
References
Hersey, P., Blanchard, K. H., & Johnson, D. E. (2013). Management of organizational behavior: Leading human resources. New Delhi: PHI Learning, Private Limited.
Tarafder, S. K. (2006). Guide for employees to rise in service. New Delhi: Atlantic Publishers & Distributors.
