In Organizational development (OD), appreciative inquiry (AI) is a human resource management approach to organizational renewal. The basic idea is to build organizations around what works, rather than trying to fix what doesn't. A purported 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 discusses concrete successes and lends itself to cross-industrial social activities, it is supposed to be enjoyable and natural to many managers, who are thought to be naturally social people focused on the bottom line.
Appreciative Inquiry was developed by David ...view middle of the document...
It is a collaborative process of creating shared awareness and understanding out of different individuals' perspectives and varied interests.
1. Identity and identification is central – who people think they are in their context shapes what they enact and how they interpret events.
2. Retrospection provides the opportunity for sense making: the point of retrospection in time affects what people notice, thus attention and interruptions to that attention are highly relevant to the process.
3. People enact the environments they face in dialogues and narratives. As people speak, and build narrative accounts, it helps them understand what they think, organize their experiences and control and predict events.
4. Sense making is a social activity in that plausible stories are preserved, retained or shared. However, the audience for sense making includes the speakers themselves and the narratives are ‘both individual and shared…an evolving product of conversations with ourselves and with others.
5. Sense making is ongoing, so Individuals simultaneously shape and react to the environments they face. As they...