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Action learning and appreciate inquiry are two organization development methodologies that involve working with individuals and groups to identify challenges, evaluate opportunities, and define potential pathways for positive change and growth. The methodologies share some common characteristics, but they are two distinctly different approaches to organizational diagnosis and intervention.
In a paper of at least 3 pages (APA format), compare and contrast action learning and appreciative inquiry as organization development tools, including similarities and differences in the role of the organization development practitioner in implementing each methodology.
Identify the types of situations and the phases of organizational life cycle in which one approach may be more effective than the other.
Evaluate the pros and cons of selecting one approach over another, given circumstances in which either approach might be appropriate.
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A number of drivers of change have transformed the roles, functions and responsibilities of an operations manager over recent years. These drivers have not only been based on technological innovations but also on the need for organisations to develop..
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