Appreciative Inquiry
Appreciative Inquiry
Appreciative Inquiry
Mariya Toncheva
EID: 01025008
MGMT 202
04/09/2012
Appreciative Inquiry 1
Definition
Appreciative Inquiry (AI) is a form of organizational analysis and development based on understanding what currently works well and then building on strengths to make an even better organization. AI suggests that we look for what works in an organization; moreover, this process is a series of statements that describe where the organization wants to be, based on the high moments of where they have been (Hammond, 1998). Appreciative Inquiry applies among organization development practitioners, and other areas of change and development such as department planning, coaching, and performance improvement. AI is concentrates on positive organization development and it has the power to enable organizations to improve processes, motivate employees, improve employee retention, improve communication and customer services, to gain a competitive advantage and create positive culture change. AI takes the best of the past into the future; it offers us all the process and potential to positively explore, collectively imagine, collaboratively design and jointly commit to a path forward. AI is a philosophy, a way of life, and it has few principles: Appreciate (the best of what exist, hopes for the future); Apply (knowledge of what works and what is possible); Provoke: (imaginations regarding new ways of organizing, creative improvements); Collaborate (collective capacity building, expertise and resources) (Mellish, 1999).
Appreciative Inquiry 2
Business case
The emergence of positive psychology has led to a change in the focus of researchers interested in the psychological phenomena.
Appreciative Inquiry
Mariya Toncheva
EID: 01025008
MGMT 202
04/09/2012
Appreciative Inquiry 1
Definition
Appreciative Inquiry (AI) is a form of organizational analysis and development based on understanding what currently works well and then building on strengths to make an even better organization. AI suggests that we look for what works in an organization; moreover, this process is a series of statements that describe where the organization wants to be, based on the high moments of where they have been (Hammond, 1998). Appreciative Inquiry applies among organization development practitioners, and other areas of change and development such as department planning, coaching, and performance improvement. AI is concentrates on positive organization development and it has the power to enable organizations to improve processes, motivate employees, improve employee retention, improve communication and customer services, to gain a competitive advantage and create positive culture change. AI takes the best of the past into the future; it offers us all the process and potential to positively explore, collectively imagine, collaboratively design and jointly commit to a path forward. AI is a philosophy, a way of life, and it has few principles: Appreciate (the best of what exist, hopes for the future); Apply (knowledge of what works and what is possible); Provoke: (imaginations regarding new ways of organizing, creative improvements); Collaborate (collective capacity building, expertise and resources) (Mellish, 1999).
Appreciative Inquiry 2
Business case
The emergence of positive psychology has led to a change in the focus of researchers interested in the psychological phenomena.
References: 10