For this assignment, think about a team you currently work with or have worked with in the past and how well this team has functioned. Think about both the positives and the negatives, and how the material from the background readings applies to what you’ve experienced. Then write a 2- to 3-page paper answering the following three questions below. Make sure to cite at least one of the required readings for each of your answers, and to cite at least two of the required readings in your paper:

• What are some of the key positive aspects of this team? Discuss some specific positives and include some stories of times when the team functioned especially well. Do you think these stories could work in an Appreciative Inquiry approach to come up with a plan to improve the performance of the team?
• How is the effectiveness or performance of this team usually measured? Could a traditional organizational development approach help identify problems in this team as well as find ways in which team performance could be improved?
• Overall, do you think an Appreciative Inquiry or a traditional organizational development would be better for this team? If your team was to hire a consultant, what type of approach would you want the consultant to take?

Refrences

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

Now take a look at this slightly more detailed video. Pay close attention to the discussion of the “4D Model” towards the end of the video:

Kelm, J. (2011). What is Appreciative Inquiry? Appreciative Engagement. 

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

Zemke, R. (1999). Don’t fix that company! Training, 36(6), 26-33.

Whitney, D. K., & Trosten-Bloom, A. (2010). Chapter 1: What is Appreciative Inquiry? The Power of Appreciative Inquiry: A Practical Guide to Positive Change. San Francisco: Berrett-Koehler Publishers.

Lewis, S., Cantore, S., & Passmore, J. (2011). Chapter 4: Appreciative Inquiry: How do you do it? Appreciative Inquiry for Change Management: Using AI to Facilitate Organizational Development. London: Kogan Page