Scenario 1: Turnover Issue in the Human Resource Department
The company aims to analyze the high turnover issue that the human resource department faces and arrive at a solution that will solve the problem. As a problem-based approach confined to a specific area of the company, the safest option is to employ a traditional organizational development specialist. The strategy is a more appropriate direction to take since the company’s task focuses mainly on how to solve the current problem, which is the strength demonstrated in the concept of traditional organizational development. The purpose of implementation is to identify the business’s concern and evaluate its consequences (Venter, 2010). Subsequently, alternatives can be suggested, considered at a later date, and adequately enforced to manage the magnitude of the problem.
The decision of outsourcing a consultant to investigate the matter further confirms that a more conventional strategy is convenient. In this strategy, only the senior management of a company is actively engaged in making decisions (Venter, 2010). It is a completely diverse perspective from the Appreciative Inquiry (AI) method, which includes people at all levels in identifying strategies for enhancing the firm’s efficiency.
The CEO’s efforts to protect the integrity of the company’s ability to retain loyal employees suggest that the solutions need to be adequately organized. Nonetheless, this strength is applied to the framework of the problem-solving method offered by the traditional approach. Even so, this makes it the main drawback of the Appreciative Inquiry strategy, which demonstrates overall outcomes across the whole company (Venter, 2010). Thus, this decision to hire an expert was the right one.
Scenario 2: Hiring an Appreciative Inquiry Consultant
When the appreciative inquiry consultant created the concept to make for a healthier working atmosphere, the existing resources available to the team were not considered. The timetable that the group wanted to execute the change was also a critical factor that was ignored. Thus, the uninterrupted and successful execution of the AI strategy within the group needs scrutiny in regard to 5Ds. In the scenario, the expert must apply adjustments to ‘Discover’ as well as ‘Dream’ since they are crucial aspects of the strategy.
These styles’ function typically includes queries posed by the expert to the group through questionnaires (Davis, 2019). Nonetheless, the queries raised by the specialist became restricted to the ideal team functionality and its perception of success. While these problems operate in relation to the appreciative inquiry strategy, they act as a limiting factor to the knowledge the professional has received to help the group develop.
Other questions that may have helped gather more detailed information include the tools and technologies that have been made accessible to the agency, leading to previous and potential success. Furthermore, this would give the consultant a way of incorporating the ‘Design’ element, which is one part of 5Ds to the project group. In regards to a personal view, the ‘Design’ component in the professional’s strategy was faulty since it failed to permit the implementation of the ‘Design’ as per the team’s requirement (Nandi & Chopra, 2017). Changes were supposed to be applied to the AI model layout, enabling the squad to be shaped the way it is. The action preparation style engaged by the expert inclined more in the direction of a conventional method when dealing with the groups’ issues.
Scenario 3: Starting A New Social Networking Company
The Appreciative Inquiry (AI) method is the strategy that this team has to take. It focuses on using a constructive approach to fostering an excellent working atmosphere for workers and enhancing their outlook on life. It is concentrated on looking over what has succeeded in the corporation and the positive capability of its employees (Whitney & Trosten, 2010). Therefore, this is appropriate for this organization because it has achieved tremendous success during the first five years of its operation and a high level of motivation among the staff. Hence, this performance enables the hired professional to apply the Appreciative Inquiry approach to obtain useful data about what functions for the organization and which have to be taken as crucial for the implementation phase. In this way, personnel will focus on a productive working atmosphere. The consultant could also use an open-ended questionnaire best suited to the business with prospects for its history and potential future.
By representing a positive experience in the business, the specialist will build a leeway in their queries which will enable employees to utilize the company’s history to focus on a progressive future. Moreover, this is among the AI strategy pillars, in which it helps the organization and workers overlook the current undesirable situation by focusing on forthcoming achievements (Whitney & Trosten, 2010). Thus, the overall employee and management foundation of the organization is the objective of the enhancement measures. The aim is about boosting self-esteem and a progressive atmosphere. These elements are explicitly incorporated into the AI procedure (Whitney & Trosten, 2010). Hence, if properly implemented, the AI strategy will definitely succeed.
Scenario 4: Supermarket Expansion into Online Marketing
In order to attain a smooth functioning, the task force has to realize its expansion goals via the development of the proposed online department, an AI method must be adopted. In regards to the ‘definition’ section of the strategy, it seems to be best suitable for transformation, which entails an unknown prospect (Lewis et al., 2016). More so, it appropriately relates to the retail store (supermarket) since the planned online department that should be created is new, and so the potential of its functionality remains unpredictable.
The AI solution will work in this circumstance since the task force representatives are faced with an opportunity where their collective and personal creativity would be needed to produce a viable product. Consequently, their creative ability is uncovered through a checklist to the advisory committee on the ‘Dream’ issues. ‘Dream’ in AI presents the views of the participants of the team on the optimistic thoughts they have about their attempts to establish an online division. Additionally, the correlations between the team’s viewpoints will be exposed in this process, establishing a positive and cohesive environment.
The AI approach also uncovers the group players’ unknown capabilities through the interaction created by the questionnaire (Lewis et al., 2016). Extra expertise would also be included in the team members’ attempt to make their initiative a success. Hence, this will alleviate some of the strain generated by the need to excel in ensuring the business operations prosper. The ‘plan’ created by the AI implementation will also provide members of the task force with a direction in their efforts to succeed. The ‘destiny’ element would also help them to define how their work can be delivered in a supportive working atmosphere with positive expectations for what they will accomplish in their project (Lewis et al., 2016). Therefore, the collective efforts of the participating individuals are paramount in ensuring success.
References
Davis, K. (2019). Exploring best practices among Appreciative Inquiry practitioners for determining impact. AI Practitioner, 21(3), 79-103. Web.
Lewis, S., Passmore, J., & Cantore, S. (2016). Appreciative Inquiry: How do you do it?. In Appreciative inquiry for change management: Using AI to facilitate organizational development (pp. 44-62). Kogan Page.
Nandi, R., & Chopra, J. (2017). Practicing Appreciative Inquiry creatively at Digitalya. AI Practitioner, 19(1), 25-29. Web.
Venter, J. (2010). Appreciative Inquiry. Accountancy SA, 42-44.
Whitney, D. K., & Trosten-Bloom, A. (2010). The power of Appreciative Inquiry: A practical guide to positive change. Berrett-Koehler Publishers.