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Chapter 29: From Deficit Discourse to Vocabularies of Hope: The Power of Appreciation James D. Ludema Benedictine University Abstract This chapter proposes that in today's world of high uncertainty and broad cultural and epistemological variety the purpose of social and organizational inquiry ought to be to create textured vocabularies of hope--stories, theories, evidence, and illustrations--that provide organizations and communities with new guiding images of relational possibility. After showing how the critical methods of contemporary organizational science have contributed to a growing cynicism about the future of human institutions by producing vocabularies of deficit, the dynamics of hopeful vocabularies in human systems are explored. A broad review of the literature suggests that vocabularies of hope serve as powerful catalyst for positive social and organizational transformation.
On this page you will find Gervase Bushe's thoughts on... What is Appreciative Inquiry? Appreciative Inquiry has been effectively applied in the following ways: If you want to read more about Appreciative Inquiry....
Appreciative inquiry is a strengths based approach to planning and organisational development. It is able to engage large groups to co-design and commit to their future direction. Building on action learning and action research principles, and further developed by David Cooperrider of Case Western Reserve University , appreciative inquiry recognises that the questions we ask influence the outcomes we achieve. Ap-pre’ci-ate , v., 1.
by Herb Stevenson Background David Cooperrider realized that most organizations are predisposed towards “what is wrong” within the organization. He attributed this predisposition to the inculcated problem-solving mentality of the scientific method which tends to ignore “what is working”, “has gone well”, and “does not need fixed” components of the organization.
Meaning Making in Teams: Appreciative Inquiry with Pre-Identity and Post-Identity Groups Gervase R. Bushe Ph.D. Facullty of Business Administration Simon Fraser University Burnaby, BC, Canada V5A 1S6 (604) 291-4104 firstname.lastname@example.org In any reference to this paper please use this citation: Bushe, G.R. (2001) Mearning making in teams: Appreciative inquiry with pre-identity and post-identity groups, in Fry, R., Barrett, F., Seiling, J. & Whitney, D.
Advances in Appreciative Inquiry as an Organization Development Intervention (Published in the Organization Development Journal, Fall 1995 Vol.13, No.3, pp.14-22) Gervase R. Bushe Ph.D. Organization Development Faculty of Business Administration Simon Fraser University Burnaby, BC, Canada V5A 1S6 (604)291-4104 email: email@example.com
This design draws on the principles of "Appreciative Inquiry" The workshop worked well. There was a positive, energetic and constructive atmosphere throughout. People were amazed at how much work they did in one day and how much agreement there was.