gender
Genderlect Styles
(A Group Communication Theory)
Venlizah B. Yap Dr. Ismael N. Talili
Presenter, BS TCM 3k2 Professor of Communication
Introduction
Theory Definition
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.
Theorist
Dr. David L. Cooperrider
Background Information Aboutthe Theorist
David L. Cooperrider is the Fairmount Minerals Professor of Social Entrepreneurship at the Weatherhead School of Management, Case Western Reserve University.
David has published 15 books and authored over 50 articles.
“Appreciative Inquiry: A positive revolution in change.”
It is a time for re-thinking human organization and change. Deficit based modalities are increasingly falling short. And cynicism, about the very idea of planned change, is rampant. -David Cooperrider
Problem Solving
Appreciative inquiry
Felt need, identification of problem(s)
Appreciating, valuing the Best of What Is
Analysis of Causes
Envisioning what might be
Analysis of possible solutions
Engaging in dialogue about what should be
Action Planning (treatment)
Innovating, what will be
Appreciative Inquiry attempts to use ways of asking questions and envisioning the future in-order to foster positive relationships and build on the present potential of a given person, organisation or situation. Appreciative Inquiry utilises a cycle of 4 processes, which focuses on what it calls:
1 DISCOVER:The identification of organizational processes that work well.
2 DREAM:The envisioning of processes that would work well in the future.
3 DESIGN:Planning and prioritizing processes that would work well. 4. DESTINY(or DELIVER): The implementation (execution) of the proposed design
The aim is to build - or rebuild -
(A Group Communication Theory)
Venlizah B. Yap Dr. Ismael N. Talili
Presenter, BS TCM 3k2 Professor of Communication
Introduction
Theory Definition
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.
Theorist
Dr. David L. Cooperrider
Background Information Aboutthe Theorist
David L. Cooperrider is the Fairmount Minerals Professor of Social Entrepreneurship at the Weatherhead School of Management, Case Western Reserve University.
David has published 15 books and authored over 50 articles.
“Appreciative Inquiry: A positive revolution in change.”
It is a time for re-thinking human organization and change. Deficit based modalities are increasingly falling short. And cynicism, about the very idea of planned change, is rampant. -David Cooperrider
Problem Solving
Appreciative inquiry
Felt need, identification of problem(s)
Appreciating, valuing the Best of What Is
Analysis of Causes
Envisioning what might be
Analysis of possible solutions
Engaging in dialogue about what should be
Action Planning (treatment)
Innovating, what will be
Appreciative Inquiry attempts to use ways of asking questions and envisioning the future in-order to foster positive relationships and build on the present potential of a given person, organisation or situation. Appreciative Inquiry utilises a cycle of 4 processes, which focuses on what it calls:
1 DISCOVER:The identification of organizational processes that work well.
2 DREAM:The envisioning of processes that would work well in the future.
3 DESIGN:Planning and prioritizing processes that would work well. 4. DESTINY(or DELIVER): The implementation (execution) of the proposed design
The aim is to build - or rebuild -
References: Online http://unisonconsulting.com/2005/06/13/five-principles-of-appreciative-inquiry/ http://www.Change-management-blog.Com/2009/07/change-model-1-4d-model-appreciative.Html http://weatherhead.Case.Edu/faculty/profile?Id=5411 http://appreciativeinquiry.Case.Edu/intro/definition.Cfm