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Appreciative inquiry
Appreciative inquiry (AI) is a model that seeks to engage stakeholders in self-determined change. According to organization development scholar Gervase Bushe, "AI revolutionized the field of organization development and was a precursor to the rise of positive organization studies and the strengths based movement in American management." It was developed at Case Western Reserve University's department of organizational behavior, starting with a 1987 article by David Cooperrider and Suresh Srivastva. They felt that the overuse of problem solving hampered any kind of social improvement, and what was needed were new methods of inquiry that would help generate new ideas and models for how to organize.
Cooperrider and Srivastva took a social constructionist approach, arguing that organizations are created, maintained and changed by conversations, and claiming that methods of organizing were only limited by people's imaginations and the agreements among them.
In 2001, Cooperrider and Diana Whitney published an article outlining the five principles of AI.
In 1996, Cooperrider, Whitney and several of their colleagues became centrally involved using AI to mid-wife the creation of the United Religions Initiative, a global organization dedicated to promoting grassroots interfaith cooperation for peace, justice and healing. This early partnership between URI and AI is chronicled in Birth of a Global Community: Appreciative Inquiry in Action by Charles Gibbs and Sally Mahé. AI was also used in the first (1999) and subsequent meetings of business leaders that created the UN Global Compact. In another of the early applications, Cooperrider and Whitney taught AI to employees of GTE (now part of Verizon) resulting in improvements in employees' support for GTE's business direction and as a part of continuous process improvement generated both improvements in revenue collection and cost savings earning GTE an Association for Talent Development award for the best organizational change program in the US in 1997.
On May 8, 2010, Suresh Srivastva died.
Bushe published a 2011 review of the model, including its processes, critiques, and evidence. He also published a history of the model in 2012.
According to Bushe, AI "advocates collective inquiry into the best of what is, in order to imagine what could be, followed by collective design of a desired future state that is compelling and thus, does not require the use of incentives, coercion or persuasion for planned change to occur."
According to academic and professor at Lawrence Technological University Jacqueline Stavros, Appreciative Inquiry functions as a strengths-based approach to organizational change that emphasizes generative questions, collaborative dialogue, and the systematic exploration of what works well within organizations.
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Appreciative inquiry
Appreciative inquiry (AI) is a model that seeks to engage stakeholders in self-determined change. According to organization development scholar Gervase Bushe, "AI revolutionized the field of organization development and was a precursor to the rise of positive organization studies and the strengths based movement in American management." It was developed at Case Western Reserve University's department of organizational behavior, starting with a 1987 article by David Cooperrider and Suresh Srivastva. They felt that the overuse of problem solving hampered any kind of social improvement, and what was needed were new methods of inquiry that would help generate new ideas and models for how to organize.
Cooperrider and Srivastva took a social constructionist approach, arguing that organizations are created, maintained and changed by conversations, and claiming that methods of organizing were only limited by people's imaginations and the agreements among them.
In 2001, Cooperrider and Diana Whitney published an article outlining the five principles of AI.
In 1996, Cooperrider, Whitney and several of their colleagues became centrally involved using AI to mid-wife the creation of the United Religions Initiative, a global organization dedicated to promoting grassroots interfaith cooperation for peace, justice and healing. This early partnership between URI and AI is chronicled in Birth of a Global Community: Appreciative Inquiry in Action by Charles Gibbs and Sally Mahé. AI was also used in the first (1999) and subsequent meetings of business leaders that created the UN Global Compact. In another of the early applications, Cooperrider and Whitney taught AI to employees of GTE (now part of Verizon) resulting in improvements in employees' support for GTE's business direction and as a part of continuous process improvement generated both improvements in revenue collection and cost savings earning GTE an Association for Talent Development award for the best organizational change program in the US in 1997.
On May 8, 2010, Suresh Srivastva died.
Bushe published a 2011 review of the model, including its processes, critiques, and evidence. He also published a history of the model in 2012.
According to Bushe, AI "advocates collective inquiry into the best of what is, in order to imagine what could be, followed by collective design of a desired future state that is compelling and thus, does not require the use of incentives, coercion or persuasion for planned change to occur."
According to academic and professor at Lawrence Technological University Jacqueline Stavros, Appreciative Inquiry functions as a strengths-based approach to organizational change that emphasizes generative questions, collaborative dialogue, and the systematic exploration of what works well within organizations.