In conclusion, after comparing and contrasting the Appreciative Inquiry approach with traditional human resource management strategies the writer found that there are no quick fixes to organizational change. Both strategies with a commitment at all levels will create change. However, the question is how much change, for how long, and at what or who's expense. Traditional human resources strategies share a common theme; HR looks for ways of improvement by identifying the problem and then fixes those problem areas. The Appreciative Inquiry methodology operates on a premise that organizations change in the direction in which they inquire. AI looks at what works when people are recognized for doing their best. It allows organizations to understand the conditions for success then repeat those in what it creates for the future. In the writer's opinion, Appreciative Inquiry makes a great deal of sense and it is true that people are irresistibly attracted to workplaces filled with the life-giving climate of recognition and appreciation. However, the only way to truly know if it works is by implementing AI into the writer's workplace. "You can tell whether a man is clever by his answers. You can tell whether a man is wise by his questions" (Mahfouz).…
