Appreciative Inquiry

2314 Words Dec 29th, 2013 10 Pages
Appreciative Inquiry

Appreciative Inquiry
Mariya Toncheva
EID: 01025008
MGMT 202

Appreciative Inquiry 1

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
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For instance, an organization wants to provide better service to customers, furthermore, it will results looking at a customer problem area that needs to be fixed. However, AI is especially useful for organizations striving to be inclusive and collaborative (Johnson & Leavitt, 2001). For instance, the AI methodology has been used by nonprofit and business organizations in wide range of applications, including strategic planning, group culture change, team building, organizational design/redesign, and leadership development (Philips, 2004).
Appreciative inquiry is based on eight assumptions that help individuals to discover a path that contrast with the traditional problem-solving model (Van Tiem & Rosenzweig, 2006). These assumptions are critical to understanding the underlying principles of AI. In every society, organization, or group something works. The first assumption is finding what works, because even troubled groups have capabilities and strengths and every individual or organization has some unique talent. Then, it is very important for people to choose the right focus; moreover, images of the future are created by social interactions among group members, and once these images are articulated and understood they can guide individual and group action (Kelley & Skinner, 2006). The act of asking questions of
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