A corporation notices that suddenly turnover in the human resource department

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1. A corporation notices that suddenly turnover in the human resource department has been extremely high. This corporations prides itself on having a dedicated and committed workforce, so this high turnover in one department is highly troubling for this company. Normally the human resource department investigates when there is a high turnover rate in a department. But since the human resource department is now the department with the high turnover rate, the CEO decides that an outside consultant should be hired to investigate the high turnover rate and propose solutions. Should this team use an Appreciative Inquiry consultant, or hire a more traditional Organizational Development consultant? Explain your reasoning with references to the required readings.
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.
4. 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

 

Sample Solution

Addressing HR Turnover and Utilizing Appreciative Inquiry

  1. Appreciative Inquiry for HR Issues:

The corporation experiencing high turnover in its HR department should consider hiring an Appreciative Inquiry (AI) consultant over a traditional Organizational Development (OD) consultant. Here’s why:

  • Strengths-Based:AI focuses on past successes and positive experiences within the HR department. This can be particularly valuable as existing HR employees might hold valuable insights into what attracted them to the department and what previously fostered a positive work environment. Traditional OD approaches might delve deeper into problems, potentially discouraging open communication in a department already facing issues.
  • Building on the Positive:AI’s core principle is building on the positive. By exploring past strengths and what made the HR department a desirable workplace, the consultant can help identify areas where those strengths can be reinvigorated to improve morale and reduce turnover.

AI References:

  • Cooperrider, D. L., Whitney, D., & Suresh, S. (2008). Appreciative inquiry: A positive approach to leadership and change. Pfeiffer and Company. ([This source is required reading])
  1. Improving Appreciative Inquiry Practices:

The Appreciative Inquiry consultant made a misstep by not including the team in the planning process. Here’s how they could improve:

  • The 5 Ds of AI:
    • Define:The consultant should have co-created the definition of “ideal” with the team during the “Dream” phase. This would have ensured the team owned the vision and its feasibility.
    • Discover:While the consultant gathered positive experiences, further “Discovery” explorations could have uncovered resource limitations or identified workload concerns.
    • Dream:The dream phase should have involved the team in brainstorming realistic solutions based on their discovered strengths and limitations.
    • Design:The consultant should have co-designed an action plan with the team during the “Design” phase. This ensures the team feels invested and understands the practicality of the plan.
    • Deliver:The “Deliver” phase should involve the team in implementation and ongoing monitoring of the plan.

AI References:

  • Whitney, D., & Cooperrider, D. L. (1999). The appreciative inquiry: A positive approach to building cooperative partnerships. ([This source is required reading])
  1. Appreciative Inquiry for a Plateauing Company:

The social networking company experiencing stagnant growth is a good candidate for Appreciative Inquiry. Here’s why:

  • Rekindle Positive Energy:AI can help rekindle the positive energy and collaborative spirit that fueled the company’s initial success. By revisiting past achievements and shared values, the consultant can facilitate discussions on how to reinvigorate that spirit for continued growth.
  • Focus on Strengths:By focusing on the company’s past strengths and how they achieved success, the AI approach can help identify areas where those strengths can be reapplied to address current challenges.

Traditional OD might be less suitable as it could focus heavily on analyzing weaknesses, potentially creating a negative outlook.

  1. Utilizing a Task Force:

The supermarket chain’s task force approach is a good starting point for developing the online grocery division. However, additional steps can be taken:

  • Expand Appreciative Inquiry:While the task force is diverse, incorporating AI principles like “Discovery” can help uncover unforeseen challenges or opportunities related to online grocery delivery.
  • Involve Other Stakeholders:Consider including customer representatives in the discussion to understand their needs and preferences regarding online grocery shopping.

Conclusion:

Appreciative Inquiry offers a valuable approach for fostering positive change and building on existing strengths. By carefully applying the “5 Ds” and considering the specific needs of the organization, AI consultants can help companies improve their work environment, address challenges, and achieve sustainable growth.

 

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