Appreciative Inquiry

APPRECIATIVE INQUIRY 1

AppreciativeInquiry

UniversityAffiliation

The (AI) Model refers to a narrative-basedapproach that focuses on the positive factors in an organization(McLean, 2006). In this regard, it is used as a foundation forstrength-based institutional management. The model is developed fromquestions and discussions about dreams, hopes, values, and successes(Schlombs et al., 2015).

Strengths

AI has severaladvantages that make it invaluable to an organization. In particular,it may be beneficial for an entity that has undergone recent traumasuch as bankruptcy, severe downsizing, or a hostile takeover (McLean,2006). Notably, AI creates a positive spirit within an organizationby cultivating trust amongst its members. Hence, it enhancesintegration, resilience, and creativity in thinking (Schlombs,Howard, DeLong, &amp Lieberman, 2015). The sole focus on thepositive aspects of an organization could motivate leaders tofacilitate a change process. Furthermore, the development of newpossibilities generates the required energy to produce considerableimprovements (Schlombs et al., 2015). Besides, AI allows for anorganization’s members to make meaningful contributions to thechange effort. It also provides a framework through which variousdisciplined and thoughtful methods can be learned and utilized(Schlombs et al., 2015). Therefore, the organization can focus onheightening internal strengths.

Limitations

Granted, AI hasvarious drawbacks that arise from its tendency to ignore importantaspects of the system. In fact, some consultants experiencedifficulty in proving its validity to clients (McLean, 2006). In manyinstances, the initial benefits of AI do not cause sustainedimprovements within the organization (Schlombs et al., 2015).Moreover, AI needs to be combined with monitoring systems and actionplanning to strengthen its implementation. Additionally, the modeluses a closed framework that can isolate the organization’sstakeholders. In this respect, practitioners may disregard theory,research, and practice that conflict with the institution’s culture(Schlombs et al., 2015). Consequently, it would be better to useother models such as the organizational development process.

References

McLean, G. (2006). Organization development: Principles,processes, performance. San Francisco, CA: Berrett-KoehlerPublishers.

Schlombs, C., Howard, A., DeLong, C., &amp Lieberman, J. (2015).Changing an Institutional Environment through :Rochester Institute of Technology’s College of Liberal Arts. TheSeneca Falls Dialogues Journal, 1(1), 8.