Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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as whether they could elaborate upon the results, and finally if the suggestions could be transferred to areas of
their own working which are not working as well. This first section of questioning relates to the first two steps of
the Appreciative Inquiry cycle:
1. Discovery: questioning allowed the appreciation of what is working well in the organisation, as well as what
could be improved upon.
2. Dream: allowed the individual respondent to design changes to the organisation which could improve upon
organisational functioning, thus ‘dreaming’ of the future organisation.
The second section of the interview schedule began by describing the positive results of the survey which
was conducted previously, and asking participants to comment further on these areas. The reason behind this
decision was to give participants an idea as to the results of the survey as well as providing some validation of
these results. The final section of questioning related to areas which need improvement within the workplace, but
specifically the development of feasible workplace interventions which could improve upon employees’ working
lives. Individuals were also allowed the opportunity to further elaborate upon these comments, as well as give
their opinion on any other point which they would like to raise. This final level of questioning relates to the second
and third steps of the Appreciative Inquiry cycle.
2. Dream: participants allowed to address the issues which they feel require change, as well as how these
areas can be changed.
3. Design: within this third step feasible positive interventions for change are put forward. These feasible
changes allow the derivation of a workable action plan to be put into implementation within the next step,
‘Destiny’.