Unlock Potential With Appreciative Inquiry: Focus on What's Working - Essay Sample

Introduction

An appreciative inquiry is a means of changing the management approach that cultivates its focus on identifying what is working/ functioning well in a Company. The fundamental belief of this approach is that a firm can grow and move in whichever direction that the employees focus on. It means that if a company ia basing its focus on the limitations, then identifying the constraints and dealing with them is what a firm will do, (Cooperrider, D. L., Whitney, D. K., & Stavros, J. M. 2003). The grateful inquiry method/ process require a specific way of asking directed queries to inspire optimistic thoughtful and also the worker's interactions within them. The problems focus on the five Ds, which are Define, Deliver, Dream, Discover, and Design.

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Discovering questions enables to identify the processes in the organization that works well or that worked very poorly. A design question facilitates the creation of an action plan. Allows the program to be drawn and the strategy to be used. We have the deliver questions; this ones enable the construction

Of ways to success by determining whether or not the plan will succeed. Sometimes one has to dream about why a specific process when used, will work the best and facilitates the morale of using it somewhere else.

This company realizes that the rate of turnover in the human resource department is exceptionally high, (Lewis, S., Cantore, S., & Passmore, J. 2016). They pride themselves on having a dedicated task force that is committed to what they are doing. The turnover rate is in cooperated in one department. This case requires a lot of investigation, and questions should be asked. It is believed that the human resource department in an organization is known for studies concerning the turnover. Now, in this case, the human resource department is the one this facing the turnover. I would propose to form an appreciative inquiry method; this is because the company is dedicated in finding the solution to a single problem. They are all focusing on just one issue of the turnover rate, which is worrying. They require an appreciative inquiry so that he define their problems and see wh.t they can do. They should deliver their dream. For all the five Ds to be fulfilled, they need an appreciative inquiry.

The company hires an appreciative inquiry to get the company on the truck. The inquire person focuses on what they want the members to perform and their vision about the job. The appreciative inquirer drafts plan where it is regarded to e containing an unrealistic budget. The person drafting the plan did not use the five Ds; he only focused on what the company wants the workers to perform and their visions only. He did not take the time to discover what might be the problem. He did not consider the availability of the resources that the company have.

He did not consider the Destiny point of view. Since when the company does not have enough resources, it cannot reach its goals, not enable it to arrive. The mistake here is that the person drafting the plan did not consider the full five Ds. In this case, they could find traditional organizational management so that they may set their own goals. The conventional way requires just the identification of the problem, seeing what can be done, and wait for the results. It is sometimes based on the culture of the company. For the company to go well, the consultant could start by defining the problem. Then he can discover what needs to be done so that the company can achieve its dreams. He should use the right design by considering the company resources so that the company can reach its destined point.

The company which was started by the five people rose rapidly, for five years and stopped at some point and become a plateau system. The company hired a consultant who, in my opinion, should use the appreciative inquiry method. I prefer the appreciative inquiry because the company needs to know what the issue is. By using a more traditional approach cannot help because, since the beginning of the company, it had never experienced such a situation. A consultant will have to discover the issue by doing his research; he will have to define the possible way to overcome the problem. By knowing the dreams of the owners, he can sense destiny. By considering all the factors, now he can draft the design and submit the report to the owners.

In the case of a supermarket which aims to expand its business to an online section where customers can do online transactions by ordering the items by which groceries of the clients are delivered to their doorsteps. However, the supermarket is faced with a crisis despite their plan of expanding their programs to online business as the taskforce team and the management towards the supermarket's project have made no progress despite their regular meetings as they have different opinions about the project, (Cooperrider, D. L., Whitney, D. K., & Stavros, J. M. (2003). Hence regarding the management concern, the task force ought to practice a favorable review to solve their glitches.

An appreciative survey method is the best to use since it invites different means of transformation on the implementation of a plan on an existing project that is giving life to the company, for instance, the case of the supermarket which wants to expand its business of grocery to the online platform. Therefore through the appreciative inquiry approach, the task force would define the key areas that need to be taken into consideration first. For instance, the supermarkets need to strategize on the objectives of the business and what they want to achieve at the end.

The taskforce needs to discover the main problems that may hinder the project (online business); for instance, all employees need to be trained about the online store for them to be conversant with it, (McLean, G. 2005). There is also a great need for identifying the dreams of the supermarket, what are the plans. The design will describe how the business will be run to achieve its goals and, lastly, destiny, which will mainly form a management team in the running of the plan and actions identified during discovery, dream, and design stages.

Conclusion

In conclusion, traditional means have no long process, and it is mostly preferred to the firms which have a particular history in doing things. It only consists of three factors, which include the identification of the problem, drafting what to do, and waiting for the response. An appreciative method is so complicated, and there is no assurity that it will deliver.

References

Cooperrider, D. L., Whitney, D. K., & Stavros, J. M. (2003). Appreciative inquiry handbook (Vol. 1). Berrett-Koehler Publishers.

Whitney, D. D., & Trosten-Bloom, A. (2010). The power of appreciative inquiry: A practical guide to positive change. Berrett-Koehler Publishers.

Lewis, S., Cantore, S., & Passmore, J. (2016). Appreciative inquiry for change management: Using AI to facilitate organizational development. Kogan Page Publishers.

McLean, G. (2005). Organization development: Principles, processes, performance. Berrett-Koehler Publishers.