The positive model is applied to planned change through an approach is called appreciative inquiry (AI). Which of the following is not the cyclical step of AI ?
Dedication
Dedication is not a step of appreciative inquiry — option 4. The fourth D is Destiny.
What appreciative inquiry is. Developed by David Cooperrider and Suresh Srivastva at Case Western Reserve University in the 1980s, AI is the leading example of the positive model of planned change. Conventional organisation development is a deficit model: find the problem, diagnose the cause, fix it. AI inverts that. It asks what the organisation looks like when it is working at its best, and then seeks to extend those conditions — on the premise that organisations move in the direction of what they persistently ask questions about.
The 4-D cycle.
| Step | Question it asks | What happens |
|---|---|---|
| 1. Discovery | “What gives life ?” | Appreciating the best of what is — interviews and stories about peak experiences and successes |
| 2. Dream | “What might be ?” | Envisioning what the organisation could become if the best were the norm |
| 3. Design | “What should be ?” | Co-constructing the structures, processes and relationships that would realise the dream |
| 4. Destiny | “What will be ?” | Sustaining — empowering people to act, learn and improvise towards it; sometimes called Deliver |
Some formulations put a fifth D, Define, at the front, for choosing the affirmative topic.
Why option 4 is the trap. All four options begin with D, and “dedication” sounds like the kind of word such a model would use. The safeguard is to recall the function of the last step — making the change durable — and the word attached to it.
Where AI fits. It sits alongside Kurt Lewin’s three-step model of unfreeze, change and refreeze, and Kotter’s eight steps, as one of the standard approaches to planned organisational change; its distinctive contribution is the shift from problem-solving to strength-building, and the high degree of participation it requires.
Hence, the answer is Dedication.
Similar Questions
Match List - I with List - II.
List - I
(Concept)List - II
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(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
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Which one of the following methods of performance appraisal involves ranking employees from best to worst in a particular trait?
Arrange the steps of diagnostic model of human resource management in the correct sequence from the first to the last. Select the code of correct sequence:
a. Evaluate
b. Prescribe
c. Diagnose
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Codes:
Which one of the following is a training technique in which trainees act out parts in a realistic management situation?
Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Under which method of performance appraisal many evaluators join together to judge employee’s performance in several situations with the use of a variety of criteria ?
Following steps are undertaken for developing a workforce score card:
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps?
Important Questions from Concept, role and functions of HRM
Male staff should take which of the following precautions?
Arrange the following management functions in a logical sequence of getting things done.
A. Planning
B. Staffing
C. Organizing
D. Coordinating
E. Controlling
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Choose the correct answer from the options given below:
Match List - I with List - II:
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Match List - I with List - II.
List - I
(Concept)List - II
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