Feb 15, 2021 in Coursework

Appreciative Inquiry Coursework

Appreciative Inquiry vs. Problem-Solving

Appreciative inquiry involves a search for the best in individuals, organizations, as well as the world around these individuals. Its focus involves systematic discovery of what makes an individual or a system work optimally when it is most effective and efficient. It revolves around asking questions that strengthen the capacity of a system to anticipate and reinforce positive potential. Appreciative inquiry focuses on trust, conviction, and belief.

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The problem-solving approach monitors what is wrong or what went wrong in a situation. In this approach, people keep their focus on what is not working properly. It reduces the possibility of the creation of new theories and images of social reality that would assist in changing current social practices. Appreciative inquiry focuses on several principles that include; constructionist, anticipatory, positive, poetic, and the principle of simultaneity. The constructionist principle argues that people's belief in the truth or what they view as true determines the actions that they take. In this principle, the purpose of the inquiry is to stimulate new images, ideas, and stories to generate new action possibilities.

The positive principle argues that sustainable change requires social bonding and positive effect. The anticipatory principle proposes that people's actions get guidance from their image of the future. The poetic principle argues that the stories that people tell each other daily express the organizational life. The principle of simultaneity proposes that as people inquire about human systems they create change in them.

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Appreciative inquiry uses the 5D approach. This includes: defining the problem, discovering the best out of what has happened, dreaming on how to take the positive ideas and promote change, designing the strategies, processes, and systems that will assist in realizing the dream, and, finally, there is the delivery phase where the implementation of the strategies takes place (Van, 2006). Problem-solving seeks to check for the problem and formulate a solution under the current system. It does not promote a change in the system. Therefore, the problem may recur in the future.

Table 1

Differences between Problem-Solving and Appreciative Inquiry

Appreciative Inquiry


Setting up a context of appreciating the current state of the problem

Problem identification

Inquiring into the problem

Cause analysis

Envisioning of a solution

Proposal of solutions

Designing the solution

Fixing the problem

Creating and sustaining the designed strategy

Planning for action

Assume that the organization is a mystery to be embraced

Assume that the organization is a problem to be solved

The appreciative inquiry could be beneficial when working with diversity because it checks for potential in the diversity, rather than the problems brought about by the diversity. It assists with focusing on positive activities in an organization rather than the negatives. Diversity in an organization can be a source of problems when the people cannot work together. The appreciative inquiry seeks for the strength in the diversity, utilizing the differences among the employees to promote different strategies.

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Vital Information Learned from the GLOBE

The world is very diverse with different people and languages. For an organization to grow to an international level, they need to recognize the language differences around the world. Organizations should embrace several global languages in their activities to ensure that there is coordination. This will also ensure that they can take opportunities in countries that do not use common languages like English. The world being a multicultural and diverse place, reducing the language gap will assist in ensuring that the organization takes opportunities presented by diversity. Reducing the language gap in an organization will assist in communication and making new opportunities.

Best and Worst Leaders

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A leader can learn how to succeed and find a positive influence on his or her behavior. However, a great leader possesses extra qualities that make them stand out from a crowd. When I worked as an operations manager in a bank in Saudi Arabia, the bank's chief executive officer portrayed the best example of a good leader. He believed that all employees should treat the customers and their work with great care and respect. He treated all employees as important and valuable. He always listened to the employees. He addressed the concerns, complaints, and personal issues at work or other suggestions. Whenever necessary, he would provide coaching to raise the working standards of employees.

He believed in and supported teamwork. Also, he trusted the employees to do the assigned duties. Instead of giving orders or setting objectives of the organization alone, he always called for the participation of all employees in goal setting. He also showed a lot of empathy in his actions. Whenever an employee had an issue, he always tried to understand the situation from the employee's perspective. These traits gave the subordinates a chance to try new ideas, therefore, resulting in the success of the organization.

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When I studied for my undergraduate, I had to get an industrial attachment. I got attached to a private organization where the owner of the company was also the overall manager. His leadership style was very poor. He led as a dictator. He believed that every action should be done by the rules that he had set. He did not allow the employees to innovate and be creative. He dished out orders, rules, targets, visions, policies, and goals. He made changes that would force employees to work in a manner that he believed things should be done. He hardly ever took the time to listen to suggestions and complaints from employees. He did not lead by example.

He exhibited a mentality of Do as I say, not as I do. He did not provide adequate support and also withheld information from employees. He treated the employees as though they were very lucky to work for his company. As a result of these traits, the company kept deteriorating and competitors came up with strategies that were taking the company's market share away.

Leadership Attributes that I Need to Develop

I need to improve my leadership skills in some areas. I need to developed self-awareness, social awareness, and intercultural literacy. Moreover, I have to learn how to work with others as a part of a group. Teamwork is especially essential in the success of any organization. Also, I need to develop empathy and emotional intelligence to work with diverse people.

This includes the display of respect and concern for others, allowing us to connect with others and practice interpersonal and communication skills. Also, I need to change my attitude to avoid being judgmental, improve self-assurance, zeal, and support for others. This is essential for me as a leader because it enhances my leadership skills.

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Change the World

Changing the world is a big task that no single person can do alone. However, the actions that people take can produce a change in the world. I believe that there should be equality in opportunities for all people. In my quest to contribute to improving the world, I would fight for equality at the workplace, as well as at the family level. Diversity in the world creates inequality in opportunities. Some people do not get opportunities as a result of their gender, race, sex, age, and disability, among other differences. Given an opportunity,

I would ensure equality for all people in the workplace and upgrade to the world. Also, some retrospective cultural and religious beliefs should be eradicated. In my culture, one cannot marry someone from a different tribe. This limits intercultural relations. I believe that when such beliefs get eradicated, the world will be a better place for all.

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