Analysis Of Appreciative Inquiry |

Analysis of appreciative inquiry

Question one
The scenario above needs to be examined from the perspective of the appreciative inquiry.
The reason for this is because there are a lot of positives that can be gained by analyzing the
situation and having a background on how to apply such positives would be useful in
resolving the problem. Appreciative inquiry is concerned with amplifying the positives and
not focusing on the negatives. It is a way in which an organization focuses on what is
working and losing focus on what is not working.
The organization has to focus on why most borrowers are choosing to take loans from the
banks. The implication is that the company has to focus on what is making the borrowers
come to the bank in the first place. If, for instance, the bank discovers that it is because it
gives loans at a low interest rate or because it has a flexible repayment period. Having the
reasons on why the borrowers choose the bank would help examine why they borrow the
money in the first place. It would also contribute to gauge why the customers fail to honor
their loan obligations.
The appreciative inquiry would also contribute to shifting focus on the bank employees such
as the loan officers who the bank is presuming to be the source of the problem (Hayes, 2009).
The bank can focus on the fact that the employees can bring borrowers in the first place and
the repayment process has to be examined on the basis that the employees are capable. The
appreciative inquiry would help the bank to look inwardly while also looking externally
unlike the traditional methods which would only allow an inward look at the bank. It would
also help all employees feel appreciated rather than being seen a problem (Venter, 2010).
Question two
The appreciative inquiry would be the most appropriate based on the 4-D principle on how it
operates. For starters, there should be a clear examination of the facts that have been working
in the company. The television screenwriters have to examine why they have been working
for the previous eight years. The company should try to create a discovery on what has been
working. The screenwriters have to conduct an interview with the employees and work to
have a way in which they can honestly express themselves and appreciate the better days. The
employees have to find a way in which they can envision the future. The team has to
conclude that they are always better when they stick together and do their work, they would
produce a masterpiece which would ultimately lead to higher ratings of their jobs as they
envision. The team has to imagine its peak performance and all the better days, how
wonderful those memories were.
The team then should create a design in which the team trusted with the implementation of
the dream that has been envisioned. It is always bound by the strategic process in which the
people have dreamt about in the dreaming period. The design is all concerned with creating a
new culture which should help the team attain what it has thought as its mode of operation.
The screenwriting team should create new ways in which it pushes its program to ensure its
survival and reinvigoration. It is an introduction to the destiny or the final process in which
the company hopes to attain. The destiny phase would be looking at how each is committed
to ensuring that the dream is achieved and that all the necessary innovations become
accomplished. Such is the process that the screenwriting team should adopt.
Question three
Some salient features of the scenario need to be put into perspective. The startup lacks any
foundation on which it can rely and explain what needs to be done. The team has come from
different organizations that had operating patterns that were not similar to each other. The
implication is that the startup has no coherence or tradition on which it has to rely on in trying
to ensure that its goals and objectives are met. The company has to form such an integration,
and the traditional method would be the most appropriate for such a company.
The team needs to undergo training so as to have a way in which they can have a standard
definition on what they are achieving. The training would also help the team know that
despite their qualifications from other companies, it would be best to lay that aside for the
common goal on making their goals work especially with the fact that investors would be
expecting to see results for the money that they have given to the startup.
The team also needs to lay down structures in which they share duties and responsibilities
based on their qualifications. The company is a startup, and it would be hard to say who fits
where and how all that can be shared among all the people involved in the startup. There
would be the creation of departments, public relations, innovations, human resources,
procurement among other departments that would form an organization. As such, the startup
would have to follow the traditional methods of setting up a company, have the structures in
place so that they can determine what works and what does not. The traditional method
would be the best way to get the startup to start in its operations.
Question four
One of the primary reasons on why the process went wrong is because of the outsider
perspective that has been incorporated in bringing up the ideal vision of the company. The
consultant seems to be out of touch with the reality and therefore does not understand the true
dynamics of the company. It is as if the consultant expresses the theoretical desire on what
needs to be done in creating the dream of the company but overlooks the design aspect. The
design is supposed to incorporate the personal commitments of the company employees in
realizing the dream. The consultant followed the due process of discovery by asking the
employees on the dynamics of the company, but it seems the process was not carried out in
the right manner as the destiny process should have revealed that the destiny was achievable.
The design process would be vital in creating the required processes in which the company
has to use in meeting the processes. It is a way in which the roadmap of the company
becomes clear, and the staff feels that they have what it takes in meeting the destiny. The
other reason on why the module could not have worked is its limitations on the people who
were involved in the inception of the method. The consultant used the employees and
overlooked the management, yet they play an integral role in the operation of the company.
The management is a cog in a system, and if it fails, the whole system fails. It is also unclear
from the scenario whether the consultant focused on what has been working in coming up
with the destiny of the company. As such, it would have led to a realistic destiny, and the
impulse in attaining the destiny should not have arisen in the first place.
Hayes, J. (2009). Appreciative inquiry. Aarhus School of Business
Venter, J. (2010). Appreciative inquiry. Accountancy SA, , 42-44. [ProQuest]

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