When Is Appreciative Inquiry Transformational?

By G. R. Bushe, A. Kassam. 2005

302 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e0f625ced7456313ed74034bced8cfe0d76c4feb

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Education

1. L. Froman
2. R. Marshak
3. D. Grant
4. B. Kuvaas

In Organizational Behavior and Human Resource Management

1. Laxmikant Manroop
2. L. Froman
3. R. Marshak
4. Marie-Hélène Budworth
5. D. Grant
6. Gary P. Latham
7. Adam M. Grant
8. Edwin A. Locke

Citations in the corpus

• Looking Forward to Performance Improvement: A Field Test of the Feedforward Interview for Performance Management (2015, background): “Recalling a specific successful event through the examination of details surrounding that event may generate unique knowledge and new insights (Bushe & Kassam, 2005).”
• Toward a Discourse-Centered Understanding of Organizational Change (2011, methodology): “For example, Gergen et al. (2004) provide two examples of specific approaches used to this effect—the Public Conversations Project (Chasin et al., 1996) and Appreciative Inquiry (e.g., Bushe & Kassam, 2005).”
• Positive Psychology in the Workplace (2010, background): “AI also places great emphasis on change processes that emphasize dialog, collaborative learning, and participative decisionmaking (Boyd and Bright 2007; Bushe and Kassam 2005; Skinner and Kelley 2005).”