Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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1b) Research Approach: Appreciative Inquiry (AI)
The Appreciative Inquiry (AI) philosophy incorporates a process for engaging individuals from any or all levels
of a social organisation to produce systematic, effective and positive change, and has been used in small and
large-scale initiatives (Cooperrider, Whitney & Stavros, 2008). Cooperrider and Srivastva’s seminal work from 1987
developed the AI techniques, which focuses positively on what works well in organisations and other similar
situations. Therefore instead of focussing on problems AI attempts to build on what works well, thus promoting
positive relationships and builds upon the basic strengths of people or situations (Steyne, 2009). Through these
positive assumptions about people, organisations and relationships, AI diverges away from deficit-orientated
approaches and transforms the way in which organisational improvement and effectiveness are approached
(Cooperrider, Whitney & Stavros, 2008).
AI is based on the simple assumption that every organisation has elements that work well, and these
strengths can be the starting point for creating positive change. Therefore AI invites people to take part in
dialogues and share stories about their past achievements, assets and unexplored potential. From this AI links the
positive energy at the core of a situation directly to any change initiative, thus creating energy and excitement and
a desire to move toward a shared dream (Cooperrider, Whitney & Stavros, 2008).
AI has been used largely in corporate and non-profit organisations with remarkable success increasing
productivity, workplace compatibility, efficiency and customer satisfaction (Cooperrider, Whitney & Stavros, 2003).
It is a participatory approach that captures the shared values and beliefs of individuals and enables them to