In Organizational development (OD), appreciative inquiry (AI) is a process for engaging people across the system in renewal, change and focused performance. The basic idea is to build organizations around what works, rather than trying to fix what doesn't. A proven benefit of the approach is its reliance on the acknowledgement of contribution at the individual level, which leads to trust and organizational alignment. Since the method creates meaning by drawing from stories of concrete successes and lends itself to cross-industrial social activities, it is enjoyable and natural to many managers, who are thought to be naturally social people focused on the bottom line. The field of organization development (OD) has had several definitions. ...
Appreciative Inquiry was developed by David Cooperrider of Case Western Reserve University. It is now a commonly accepted practice in the evaluation of organizational development strategy and implementation organizational effectiveness tactics. In Organizational development (OD), David Cooperrider developed the methodology for organizational renewal known as Appreciative Inquiry. ... Case Western Reserve University is a private research university located in Cleveland, Ohio, USA. It was formed in 1967 by the federation of Case Institute of Technology (founded in 1880 by philanthropist Leonard Case Jr. ... Evaluation is the systematic determination of merit, worth, and significance. ...
The Appreciative Inquiry utilizes a 4-stage process focusing on:
DISCOVER: The identification of organizational processes that work well.
DREAM: The envisioning of processes that would work well in the future.
DESIGN: Planning and prioritizing processes that would work well.
DELIVER (or CREATE): The implementation (execution) of the proposed design.
(Sources: (1) Theodore Kinni, "The Art of Appreciative Inquiry", The Harvard Business School Working Knowledge for Business Leaders Newsletter, September 22, 2003. (2) "Appreciative Inquiry" http://www.new-paradigm.co.uk/Appreciative.htm. internal link Appreciative Inquiry Research Although Appreciative Inquiry has a history in organisational development (Cooperrider, Whitney and Stavros 2003)Appreciative Inquiry it also offers a way of thinking about research methodology, for those who are interested in exploring how people understand their lives (Reed 2006)research methods http://appreciativeinquiry. ...
Appreciativeinquiry is a strategy for purposeful change that identifies the best of "what is" to pursue dreams and possibilities of "what could be." It is a co-operative search for the strengths, passions and life-giving forces that are found within every system-those factors that hold the potential for inspired, positive change.
Appreciativeinquiry is a way of seeing that is selectively attentive to-and affirming of-the best and highest qualities in a system, a situation or another human being.
Appreciativeinquiry is different from other planning methods because its images of the future emerge from grounded examples of the positive past.
AppreciativeInquiry is a practical philosophy that assumes the organization is a "mystery" and a "marvel" to be embraced, not a problem to be solved (Cooperrider and Srivastava, 1987, p.
AppreciativeInquiry is an approach to planned change that begins with careful attention to and the identification of what has worked in the past and what works in the present.
AppreciativeInquiry is an approach to the development of human systems that views those systems as life-giving and enhancing; ones that contain positive forces to be understood and embraced.
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