Appreciative Inquiry Interview Questions





Appreciative Inquiry Interview Questions

According the professor (Hayes, 2009) appreciative in an important tool for managers that focuses on what is right for employees, accentuate the positive rather than trying to eliminate the negative. It is quite relevant for organization to get the views of different employees that have Constructors that add to reality and try to change the way individuals view the world. Companies develop a culture that focuses on opportunities rather always focusing on problems by looking at what’s I going well, discover the best and understand why the best stands out. For instance, an organization with high employee turnover can focus why peoples are staying in the company rather than why they are leaving to get means of mitigating such effects. When companies focus on what’s going well people get excited to talk about their problems and get engaged in solving the organization problems.

On his part (Kelm, 2011) provides a perspective that explains whats is appreciative inquiry and appreciative enagagement where he views appreciative inquiry as the company trying to look at what works either within own company or a new environment. It can be done by looking t the poor results, acceptable results and exceptional results with focus on the latter. The 4-D model has the positive core ad it begins with interview questions on what is best for the organization, then the dreams for the company, and the design phase that looks at synthesizing the dreams and finally the implementation phase.

There are number of differences between the traditional appreciative inquiries and the traditional approaches such as the traditional view assumes that it is a constellation of problems waiting to be overcome whereas appreciative inquiry assumes that organization is a source of infinite capacity and imagination. The traditional view is negative in nature unlike the Appreciative inquiry that is positive in nature (Rotwell 2010). On the downside the article observes the element of genera ability where it provides a wide picture of the organization thereby leaving some specific problems that may be responsible for the low performance of the firm. At the same time, it highly influenced by the discourse of discovery especially when it applied to organizational changes and issues of anticipatory realities.

From the above one can design appropriate interview questions to conduct for this research for Mr. Hayes one of the Experienced Employees in Genentech INC

Sample Interview Questions for Appreciative Inquiry.

Work Cited

  1. First I would like to know about your early years at Genentech Inc
    • What made you select the company as your employer of choice
    • What was the most exciting thing about the company
  2. Tell me the time that was the most high point while working in the company in terms when you felt most live successful and highly motivated.
  3. What are the most valuable things you value most about the company, your life and work
  4. Describe the tie when the company was most effective in serving their customers.
  5. What will inspire you most on the future of the company?

Hayes, J. (2009). Appreciative inquiry. Aarhus School of Business

Kelm, J. (2011). What is Appreciative Inquiry? Appreciative Engagement.

Rothwell, W. (2010). Chapter 7: Appreciative inquiry. Practicing Organization Development: A Guide for Leading Change (3rd Edition). Hoboken, NJ, USA: Pfeiffer. [Ebrary]

Venter, J. (2010). Appreciative inquiry. Accountancy SA, 42-44. [Proquest]

Zemke, R. (1999). Don’t fix that company! Training, 36(6), 26-33. [Proquest]