Appreciative inquiry works on the assumption that the analysis of the human strengths can bring about a positive transformation into the organisational set up. The identification and appreciation of the individual strengths can be utilised in drafting the long term strategy of the business. The appreciative inquiry has been discovered to be a successful tool in the hands of the experts. It works on the assumption that the human beings are gifted with one skill or the other and these skills can contribute to the individual success. Organisation is considered to be a social system which is dependent on its human elements for its survival and growth. This theory is based on the fact that the human beings use the knowledge they gained from other fellow beings or their experience to decide the direction to be taken to reach their destiny. The various stories and shared practices narrated by others have a great impact in shaping the route taken up by the individual. The organization, through mass interviews tries to discover the best way of doing the job. The strengths, capabilities and the potential of the employees discovered and shared through the story telling sessions and interviews open the door to wider learning. Once the “discovery” stage has passed, the “dream” phase is born where he identifies the areas that he wishes to explore using his strengths to create innovative tools to be utilised for the exploitation of the opportunities. Once the dream has been arrived at the next step is to probe into the various procedures and tools that have to be made use of in reaching the winning strategy. These tools provide the drive to move into action so as to reach the destiny. The tools might include the various training and developmental activities that enhance the existing skills of the individual. A collective meeting helps the organization to understand the factors that added to the development that has been achieved so far. The management appreciates the contribution made by the individuals and accepts the role their collective wisdom have in the enrichment of the company’s wealth. The employees’ response to the changes helps the management to chalk out the plan of future action. They believe in Cooperrider’s theory that “that human system exhibit an observable and automatic tendency to evolve in the direction of positive images, and draws an analysis between positive imagery and positive action”. This is the driving factor for designing the framework of the training and the developmental activities undertaken by the organization. A people-defined training program based on their defined objectives can go a long way in improving the retention of the employees. The recognition of the successful areas in the business motivates the employer to take measures to use them for further enhancement. Unlike problem solving, the appreciative inquiry uses more of the “working” factors to make the organization work, survive and f
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