Actualising Social and Personal Identity Resources (ASIPRe model)
As we document on our website, there is a great deal of research that points to the performance benefits that are likely to accrue to organisations that are able to build a strong sense of organizational identification among their employees. It is only relatively recently, however, that there has been any practical guidance for organisational leaders who wish to build levels of identification among their employees. The ASPIRe model (Actualising Social and Personal Identity Resources) was developed by Alex Haslam and colleagues in 2003 to fill this gap in the organisational psychology literature.
The ASPIRe model is a four-stage communication process that is designed to inform an understanding of the existing identities within an organization and then harness these identities in the construction of an overarching organizational identity that aligns with the organisation’s goals. The ASPIRe model is accumulating an impressive body of evidence that supports its effectiveness. This work has suggested that its implementation increases employees ‘awareness of subgroups within the organisation, boosts levels of identification with the organisation as a whole and increases buy-in to the organisation’s strategic objectives. We continue to collaborate with a range of industry partners to understand the effectiveness of ASPIRe in diverse contexts.