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지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술대회자료
- 저자정보
- 발행연도
- 2012.6
- 수록면
- 616 - 629 (14page)
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초록· 키워드
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The purpose of this paper was to explore the effects of appreciative inquiry technique. In order for organizational leaders to provide a structure in which optimal change processes may occur, they must understand what affects it may have on individuals as in the instance of using Appreciate Inquiry.Appreciate Inquiry has its origin as recently as the late 1980s. It is a decision to choose affirmative, valuing, and generative ways to understand the system and to build on the strengths and vitality of the members rather than on a deficient analysis of the problematic aspects of an organization.Appreciative inquiry, developed by David Cooperrider, suggests new organizational learning methodology for sustainable organizational change with collaborative, constructive, and participatory approach of positive inquiry. That is, Appreciative Inquiry is a powerful organizational change methodology through self-fulfilling learning and positive dialogue of members regarding their future value, not deficits and problems.This paper explored some kinds of change that may be useful to leaders as they work within organizations to accomplish goals and move to increased levels of effectiveness for the organization. In particular, I intended to find out the differences between traditional organizational development techniques and appreciative inquiry.
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