Analysis Of Appreciative Inquiry

Running head: ANALYSIS OF APPRECIATIVE INQUIRY 1

APPRECIATIVE INQUIRY

NAME

INSTITUTION AFFILIATION

APPRECIATIVE INQUIRY 2

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

APPRECIATIVE INQUIRY 3

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

APPRECIATIVE INQUIRY 4

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

APPRECIATIVE INQUIRY 5

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.

APPRECIATIVE INQUIRY 6

References

https://www.youtube.com/watch?v=ZwGNZ63hj5k#action=share

https://www.youtube.com/watch?v=BqHeujLHPkw#action=share

Hayes, J. (2009). Appreciative inquiry. Aarhus School of Business

Venter, J. (2010). Appreciative inquiry. Accountancy SA, , 42-44. [ProQuest]

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Analysis of appreciative inquiry

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