Revista de Cercetare si Interventie Sociala

  • Increase font size
  • Default font size
  • Decrease font size

Appreciative inquiry for enhancing individual and organization capacity (1)

Appreciative inquiry for enhancing individual and organization capacity


Chandi Prasad CAPAGAIN
Gana Pati OJHA


Lumen, 2008

Cod 1584-5397-20-1
Dimensiuni pp. 7-18

How to cite this article:

Chapagain, C.P., Ojha, G.P. (2008). Appreciative inquiry for enhancing individual and organization capacity. Revista de Cercetare si Interventie Sociala, 20, 7-18.


Organizations having more individuals with positive attitude and behaviour are more capable of achieving developmental goals than organizations having more individuals with negative traits. The underlying major factors that makes an individual as a positive contributor for organizational development are identified as appreciative attitude and behaviour, self-motivation, learning attitude, enabling self and others to learn, openness, inquisitiveness for searching strengths and successes, optimism, creativity, and exploring beyond the immediate need. To attain the afore-mentioned positive traits appreciative inquiry (AI) has been found better than the problem solving approach. These are the major findings of a comparative study conducted with 111 experienced officials of 57 organizations of different types at different levels in Nepal. The implications of this study are (1) AI can be used as a research methodology, (2) AI has wider scope for using in different areas of capacity enhancement, (3) organizations should create environment for positive interactions. 


Appreciative inquiry, human resource development, capacity building


Chandi Prasad Chapagain, PhD 
Human Resource Development Coordinator,
Plan Nepal Country Office, Kathmandu, Nepal.
GPO Box 8980, Kathmandu, Nepal. 
Tel +977-1-5535560, Fax +977-1-5536431, 
Email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it

Gana Pati Ojha, PhD
Board member, Imagine Nepal,
P.O.Box 8031, Kathmandu, Nepal. 
Tel.: +977-1-5551458, +977-1-4289827; Fax: +977-1-5551458; 
Email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it  


Chapagain, Chandi P.(2004) Human Resource Capacity Building Through Appreciative Inquiry Approach in Achieving Developmental Goals, Ph.D. Thesis, Human Resource Management, Madison University, USA. 
Chapagain, Chandi P. (2006) Appreciative Inquiry for Building Human Capacities and Achieving Development Missions, The Organizations, A Practicing Managers Quarterly, Vol.9, Issue 2, Appril-June 2006.
Chapagain, Chandi P. (2007) Appreciative Approaches to Community Empowerment and Peace Building, Sustainable Development in Conflict Environments: Challenges and Opportunities, Proceedings of the International Conference, Center for International Studies and Cooperation, Chapter 13, 16-18 January, Kathmandu, Nepal. 
Cooperrider, D. L. (1999), Organizational Dimensions of Global Change, No Limits to Cooperation, SAGE Publications, International Educational and Professional Publishers, Thousand Oaks, London New Delhi.
Cooperrider, D. L and Diana Whitney (2001), A Positive Revolution in Change: Appreciative Inquiry, Case Western Reserve University and Taos Institute.
Cooperrider, David L. (1986) Appreciative Inquiry: Towards a Methodology for Understanding and Enhancing Organizational Innovation, submitted in fulfillment for the requirements of Degree of Doctor of Philosophy, Department of Organizational Behavior, Case Western Reserve University, Cleveland, Ohio, USA.
Odell, Mac (1998) Appreciative Planning and Action, Experience from The field, in Lessons From the Field, Applying AI, Editors Sew Annis Hammond, and Cathy Royal. 
Whitney, Diana and David L. Cooperrider et.al. (2002) Encyclopedia of Positive Questions, volume-1, Using Appreciative Inquiry to bring out the best in your organization, Lakeshore Communication, Inc, Euclid, Ohio, USA.

Download: Appreciative inquiry for enhancing individual and organization capacity