Preview

Appreciative Inquiry: New Model of Change Management

Good Essays
Open Document
Open Document
954 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Appreciative Inquiry: New Model of Change Management
MGMT 655 Change Management
Spring 2011
Dr. Joe Briscoe

Appreciative Inquiry
Team Members
Anand Girap
Avinash Shah
Emilios Parperides
Justin Woo
Prasanna Ramakrishnan

Appreciative Inquiry is a particular way * Asking questions * Envisioning the future * Fosters positive relationships * Builds on the basic goodness in * A person * A situation * An organization.
What is Appreciative Inquiry?
Connecting an organization’s best past to its dream future
Appreciative Inquiry (AI) is a new model of change management, uniquely suited to the values, beliefs, and business challenges facing managers and leaders today. It is a process for large-scale change management that can enable you to engage and inspire your highly diverse and dispersed workforce; to involve customer and other stakeholders in the future of your business; to discover and extend your business strengths and strategic advantages; and to balance outstanding financial returns with heighted societal contributions
AI is, as Professor Robert Quinn at University of Michigan has recently written, "creating a positive revolution in the field of organization development and change management." Why? One clue lies in how Ai turns the practice of change management inside out. It proposes, quite bluntly that organizations are not, at their core, problems to be solved. Just the opposite. Every organization was created as solution designed in its own time to meet a challenge or satisfy a need of society.
Even more fundamentally, organizations are centers of vital connections and life-giving potentials: relationships, partnerships, alliances, and ever-expanding webs of knowledge and action that are capable of harnessing the power of combinations of strengths. Founded upon this life centric view of organizations, AI offers a positive, strengths-based approach to organization development and change management.
Imagine Possibilities
“I have a dream.”
In AI,
Continue Reading
View Writing Issues

You May Also Find These Documents Helpful

  • Powerful Essays

    MGMT3002 Unit Outline
    • 3957 Words
    • 16 Pages

    MGMT3002 Unit Outline

    Note: For any specific variations to this tuition pattern and for precise information refer to…

    • 3957 Words
    • 16 Pages
    Powerful Essays
    Read More
  • Satisfactory Essays

    Appication for Changes
    • 761 Words
    • 4 Pages

    Appication for Changes

    1. * Provide a summary of the changes in the research protocol. Include population, methodology, procedures applied to subjects, and potential for subject risk. The only changes being requested are to conduct individual interviews in person or via telephone with a total of approximately 10 participants. Dr. Rosa will take notes on the answer to four open- ended questions. The sheets where Dr. Rosa…

    • 761 Words
    • 4 Pages
    Satisfactory Essays
    Read More
  • Good Essays

    Change Model
    • 555 Words
    • 3 Pages

    Change Model

    Implementing planned organizational change is partly a science, partly an art. It has also become part of a desired skill set—and mindset—needed by most companies, regardless of industry, size, and geographic location. While experience is important in this endeavor, knowing and using classic and contemporary wisdom from models, roadmaps, and frameworks is necessary. CEOs and practicing managers hire coaches and consultants who specialize in change management to help diagnose, plan, and implement individual, group, and organizational changes in their organizations. This chapter introduces the art and knowledge of implementing change.…

    • 555 Words
    • 3 Pages
    Good Essays
    Read More
  • Good Essays

    week 4
    • 720 Words
    • 3 Pages

    week 4

    Managers and lower level employees have different objectives and responsibilities within an organization. Ultimately managers and employees work towards a similar general goal of completing tasks to generate more revenue for a business. Having a successful business relies on more than managers and employees oiling the wheel of change. A fruitful business also depends on two change agents; human and non- human change agents. When combating change it can be difficult for managers to overcome confrontation and find supportive avenues to unexpected problems. However, by understanding, factoring, implementing and utilizing the change management process will help ensure the success of any business when change is in demand (Akin, Dunford, & Palmer, 2006).…

    • 720 Words
    • 3 Pages
    Good Essays
    Read More
  • Better Essays

    Maxie L Hardy/Dennis Hightower
    • 833 Words
    • 4 Pages

    Maxie L Hardy/Dennis Hightower

    We are looking at a 26 market business that is very diverse. These markets are entrenched with country managers. Hightower has three months for his action. I think the initial direction he must follow is to develop a strategy that introduces a new way of thinking more appropriate for emerging a diverse market and he must immediately take charge, this will be very critical.…

    • 833 Words
    • 4 Pages
    Better Essays
    Read More
  • Satisfactory Essays

    Facilitating Change
    • 316 Words
    • 2 Pages

    Facilitating Change

    7. Identify risks and benefits of the project while meeting thedeadlines set by members of the team…

    • 316 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Better Essays

    Learning Organizations in Any Industry
    • 986 Words
    • 4 Pages

    Learning Organizations in Any Industry

    As clearly stated in the article Managing Change Successfully by Eileen Brownell (Sep/Oct, 2000), “Change is inevitable.” Within every company in every industry, change exhibits growth. Without change, companies will become obsolete. With technology continually changing, organizations have restructured the inner-workings of the business. Organizations need to structure the way employees communicate and work together to achieve the underlining goals of the company.…

    • 986 Words
    • 4 Pages
    Better Essays
    Read More
  • Best Essays

    Change Management Plan Paper
    • 3029 Words
    • 13 Pages

    Change Management Plan Paper

    Change has a considerable psychological impact on the human mind. To the fearful it is threatening because it means that things may get worse. To the hopeful it is encouraging because things may get better. To the confident it is inspiring because the challenge exists to make things better. - King Whitney Jr.…

    • 3029 Words
    • 13 Pages
    Best Essays
    Read More
  • Better Essays

    Hca 250 Assignment: Change and Innovation Paper
    • 1084 Words
    • 5 Pages

    Hca 250 Assignment: Change and Innovation Paper

    In companies there are factors that create a need for change. Some changes are motivated from external forces, such as competition or updating technology. Other changes are motivated by internal forces, such as employee attitudes, new equipment, and redesigning of jobs. When implementing changes the person who implements those changes are called a change agent. A change agent can be a manager or a non-manager. Mangers make smaller, less drastic changes and are more cautious about the outcome. Non-managers tend to make larger, more drastic changes because they do not have to deal with the repercussion of the change (Robbins, DeCenzo, & Coulter, 2011).…

    • 1084 Words
    • 5 Pages
    Better Essays
    Read More
  • Good Essays

    Appreciative Inquiry
    • 545 Words
    • 3 Pages

    Appreciative Inquiry

    As a major in the United States Army, with fifteen years of experience, I can report that appreciative inquiry, as described in the COntemporary Project Management TExt, will not work in an engineer battalion. There are two primary reasons why appreciative inquiry would not work. First, the Army's culture makes dreaming and discovery problematic. Second, projects are typically too short notice to devote the time required for the different phases. Because of these reasons, appreciative inquiry is not a useful concept in an engineer battalion.…

    • 545 Words
    • 3 Pages
    Good Essays
    Read More
  • Better Essays

    Effective Communication and Technology for Teams
    • 1788 Words
    • 8 Pages

    Effective Communication and Technology for Teams

    In this age of global competition and advancing technologies, no organization can afford to remain stagnant. Change is something that everyone experiences daily through smooth or rocky transformations. The changes and innovations are requests from management, supervisors, investors, associates, staff, suppliers, customers, and the government. Although changes, which lead to improvements, can be initiated by anyone, they can often be met with resistance. Because of the resistance factor, businesses should not focus on how to eliminate change. Instead they should focus on how to facilitate change and how to make it a positive experience for the entire organization. Of course, as the world becomes more complex, companies need to improve technologically.…

    • 1788 Words
    • 8 Pages
    Better Essays
    Read More
  • Good Essays

    Case Study: Change at Dupont
    • 1026 Words
    • 5 Pages

    Case Study: Change at Dupont

    Appreciative inquiry – This approach points to the assumptions underlying the appreciative inquiry approach to change, which seeks to identify what is currently working best and to build on this knowledge to help develop and design what might be achieved in the future. Apparently, the southern stock-car racing metaphor was predominately used to explain teamwork, but was also the pattern for accomplishing it as well (p. 211). Once a particular system is introduced to employees, it’s usually hard to introduce a new system.…

    • 1026 Words
    • 5 Pages
    Good Essays
    Read More
  • Good Essays

    Leadership and Vision
    • 559 Words
    • 3 Pages

    Leadership and Vision

    In constantly changing world, it is essential that organizations are also able to change. Today’s organizations need true leaders, leaders who constantly strive to bring innovative or strategic changes to life.…

    • 559 Words
    • 3 Pages
    Good Essays
    Read More
  • Powerful Essays

    Appreciative Inquiry
    • 2298 Words
    • 10 Pages

    Appreciative Inquiry

    Appreciative Inquiry (AI) is a form of organizational analysis and development based on understanding what currently works well and then building on strengths to make an even better organization. AI suggests that we look for what works in an organization; moreover, this process is a series of statements that describe where the organization wants to be, based on the high moments of where they have been (Hammond, 1998). Appreciative Inquiry applies among organization development practitioners, and other areas of change and development such as department planning, coaching, and performance improvement. AI is concentrates on positive organization development and it has the power to enable organizations to improve processes, motivate employees, improve employee retention, improve communication and customer services, to gain a competitive advantage and create positive culture change. AI takes the best of the past into the future; it offers us all the process and potential to positively explore, collectively imagine, collaboratively design and jointly commit to a path forward. AI is a philosophy, a way of life, and it has few principles: Appreciate (the best of what exist, hopes for the future); Apply (knowledge of what works and what is possible); Provoke: (imaginations regarding new ways of organizing, creative improvements); Collaborate (collective capacity building, expertise and resources) (Mellish, 1999).…

    • 2298 Words
    • 10 Pages
    Powerful Essays
    Read More
  • Good Essays

    Change Agents
    • 1489 Words
    • 6 Pages

    Change Agents

    Change is vital in every organization to survive and to keep up with the ever-changing technology and environment. They include globalisation, clashing cultures and diversity, changing technology, challenging economies, the need to be more efficient, innovative and responsive to customer demands, corporate social responsibilities, and aging and growing population (Thompson, 2009). In order to survive, organizations are required to constantly change so that it remains competitive with the changing environment Organization development is different from organizational change. It is primarily concerned with change that is goaled towards transferring the knowledge, skills and expertise needed to achieve goals and solve problems. The intention is to improve the organization in terms of problem solving, quality of work life, etc and moving the organization to a better direction or position in order to have better performance, lower turnover and higher job satisfaction in employees. Organizational change whereas, is more broad in perspective and can refer to any changes in the organization from change in organizational structure to technical or managerial innovations Organizational targets for planned change include changes in strategy, objectives, technology, culture, structure, processes, management etc. These change activities in the organization are managed, facilitate and implement by change agents. There will be a discussion on why organizations enlist the help of change agents and the skills and competencies that they need to possess. There are various advantages and disadvantages for an organization in using internal and external change agents in the change processes. Lastly, few recommendations are people who bring or introduce planned change. The change agent can be manager or non-manager, employees of an organization or a consultant hired from outside (Pathak, 2010).…

    • 1489 Words
    • 6 Pages
    Good Essays
    Read More

Related Topics