2.) An organization hires an Appreciative Inquiry consultant to help the company get back on track and improve
the performance of its product design team. The consultant starts by asking members of the team how they
would like the team to perform and what their ideal vision of the team would be. The consultant collects all of
this input and designs a detailed plan regarding how to achieve this ideal future that the team dreams about.
However, once this detailed plan is presented to the team they are all shocked that the consultant came up
with such an unrealistic plan. Team members say that the expenses involved in this plan are far beyond their
budget, and they would also need to hire many new team members in order to achieve this plan in a realistic
time frame. They all agree it would be great if they had the time and money to implement this plan, but they
also are in consensus that this plan presented by the consultant is highly unrealistic. What do you think went
wrong? What steps do you think the Appreciative Inquiry consultant could have taken to make the consulting
process go better? Refer to the specific “5 Ds” of Appreciative Inquiry in your answer.
3.) A group of ten friends decide to start a new social networking company and put their savings together to
start this new business. The company grows rapidly for the first five years and morale is very high in the
company during this time. Everyone gets along very well and they work together cooperatively in order to
continuously improve the company and its services. However, after five years the company stops growing and
seems to reach a plateau. Morale seems to drop and there is now noticeable tension between employees
including the top leadership team. They are not sure what to do revive the company, so they decide to hire a
consultant. Should this team use an Appreciative Inquiry approach or a more traditional organizational
development approach? Explain your reasoning with references to the required readings.
A large supermarket chain decides they would like to expand to have an online division where consumers can
order online and have their groceries delivered directly to their homes. The supermarket decides to create a
special taskforce to come up with a detailed plan on how they should develop and manage the new online
division. This taskforce includes a diverse variety of employees including those from the marketing department,
accounting department, inventory department, and most of the main departments. These employees do not
have much experience working with each other since they are from different departments. After meeting
regularly for a few months, the taskforce makes almost no progress and are constantly bickering. Management
is concerned that the online division will never get off the ground. To get back on track and find a way to
function more smoothly, should this taskforce use an Appreciative Inquiry approach or a more traditional
organizational development approach? Explain your reasoning with references to the required readings.

Sample Solution

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