for the welfare of organization new form of inquiry based on positiveness

1. Prepared by:
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Appreciative Inquiry:
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3. Definition:
The term AI can be looked at as two separate words,
each with its own meaning:
 Appreciate:
Valuing; recognizing the best in people and
organizations
 Inquiry:
The act of discovery, exploration, examination,
looking at, investigation, and study.
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4. Contd…
 It is the cooperative search for the best in people,
their organizations, which involves systematic
discover of what gives a system ‘life’ when it is most
effective and capable in economic, ecological, and
human terms. it involves the art and practice of
asking questions that strengthen a system’s capacity
to heighten positive potential & mobilizes inquiry
through crafting an “unconditional positive question
often involving hundreds or sometimes thousands of
people.”
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5. 8 Assumptions of AI
 In every human situation something works
 What we focus on becomes our reality
 Reality is created in the moment and there are multiple
realities
 The language we use shapes our reality
 The act of asking questions influences the outcome in
some way
 People have more confidence going into the future
(unknown) when they carry forward parts of the present
(known)
 If we carry parts of the past into the future, they should
be what are best about the past
 It is important to value differences
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6. Uses:
 It is used as a tool in an attempt to bring about
strategic change.
 It helps to gather information from stakeholders.
 It focuses on doing more of what is already
working, rather than focusing on fixing problems.
 Increased curiosity and sense of vitality
 It elicit information about an organization's
present state and desired future state in business
process modeling.
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7. How it works:
 Organizations move in the direction of what they
study.
 It focuses the attention on an organizations most
positive potential - its positive core.
 The positive core is the essential nature of the
organization at its best – peoples collective
wisdom about the organizations tangible and
intangible strengths, capabilities, resources,
potentials and assets.
 The Appreciative Inquiry 4-D cycle unleashes the
energy of the positive core for transformation and7 Ekata karki

8. Positive core
 Discover:
Interviews are conduct to discover what gives life to an
organization—that is, what is happening when the
organization is performing at its best. In this we
inquire into stories that give the organization its life
force which are about exceptional accomplishments,
for example, inspired leadership, technologies that
make work go more smoothly, structures that support
innovation and creativity, planning that brings new
ideas and diverse people, and opportunities to learn.
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9.  Dream:
In this phase, we dream about what might be. We look
for themes that appear in the stories. For example, if
we are talking about outstanding educational service
stories, we may find themes such as: took
responsibility, had the authority, had the expertise,
and so on. Participants are asked to challenge the
status quo by envisioning a preferred future for the
organization. People are asked to think great thoughts
and to create great possibilities for their organizations.
it creates a clear statements that define the shared
visions for the organization’s future.
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10.  Design:
In this phase, we create shared images of a preferred
future. the previous statement are examined and then
written at a micro level, that is, very detailed. Both the
socio system components ( set of roles, jobs,
relationships, the organizational structure,
management systems & policies) and the technical
system components (business processes that
transform inputs into outputs and the technology
used) of organization are examined. The kinds of
questions asked during this phase include: What kind
of leadership structure is needed ? what is the
preferred behavior of the Leaders as they do their
work? What is the organization’s strategy and how
does it get formulated and carried out?10 Ekata karki

11.  Destiny:
Also known as Deliver phase. In this
phase we look at innovative ways to create the
future . It is ongoing phase . Both the overall
visions of the Dream phase and the Design
phase are put into action. The key here is to build
an appreciative eye into the organizations’
systems, procedures, and ways of working. An
example would be to drop the “e” from the word
“evaluation” and its negative connection to
“valuation.”
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12. Principles:
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17. Process:
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19. References:
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 https://www.centerforappreciativeinquiry.net
 https://appreciativeinquiry.case.edu/uploads
 https://www.slideshare.net/johnrg/appreciative-
inquiry-4472991
 https://www.slideshare.net/rsrinath99/appreciative
-inquiry-41637147
 https://s3.amazonaws.com/ppt-
download/appreciativeinquiry-1411170049

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