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Improving worker morale through the use of appreciative inquiry

机译：通过欣赏性探究提高员工士气

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Purpose - The purpose of this paper is to examine appreciative inquiry (Al) as an organizational development approach that aligns with Arab cultural factors to address the issue of employee morale in an Arab-led organization. Design/methodology/approach - A brief literature review establishes Al's foundational theories and links with Arab cultural factors. An overview of the Al 4D model is then followed by critiques of the Al approach. The paper presents an application of Al to address the issue of low employee morale in a large oil refinery. Findings - A literature review of Al and Arab cultural factors and initial findings of an Al application in a Middle Eastern Arab-led organization indicates an increase in employee satisfaction and initially confirms a complementary link of the Al approach to Arab cultural factors. Research limitations/implications - Critiques of Al center on appropriateness, repression of negative images, and unexpressed resentment. Despite critiques, a lack of dialogic discourse, and support from scientific research for this relatively new approach, Al presents a promising alternative to traditional problem solving and its inherent, often negative effects. Practical implications - The sharing of stories as part of the Al approach served to bond employees to each other and served to instill a shared sense of ownership for the past and future success of the organization. The use of Al builds on the cultural attributes of Arab culture including high collectivism, strong family and relationship orientation, high context and narrative communication, low risk tolerance, prevalence of positive intentions, and homogeneity of the Islamic society. Originality/value - This paper provides insight and support for using Al as an organizational development approach that complements existing Arab cultural factors for practicality and benefit.
机译：目的-本文的目的是研究鉴赏性探究（Al）作为一种与阿拉伯文化因素相一致的组织发展方法，以解决阿拉伯人领导的组织中员工士气问题。设计/方法/方法-简短的文献综述建立了Al的基础理论，并将其与阿拉伯文化因素联系在一起。然后，对Al 4D模型进行概述，然后再评论Al方法。本文介绍了铝在解决大型炼油厂员工士气低落的问题中的应用。调查结果-一份有关铝和阿拉伯文化因素的文献综述以及在中东阿拉伯领导的组织中铝的应用的初步结果表明，员工满意度有所提高，并初步确认了铝方法与阿拉伯文化因素的互补关系。研究局限性/含义-对Al的批评集中在适当性，抑制负面图像和未表达的怨恨上。尽管存在批评，缺乏对话的话语以及科学研究对这种相对新颖的方法的支持，但Al还是提供了一种有希望的替代传统问题解决方法的方法，并且可以解决其固有的负面影响。实际意义-作为Al方法的一部分，故事的共享有助于使员工彼此联系，并为组织的过去和未来的成功灌输一种共有的主人翁感。 Al的使用建立在阿拉伯文化的文化属性基础上，包括高度集体主义，牢固的家庭和关系取向，较高的语境和叙事交流，较低的风险承受能力，普遍的积极意图以及伊斯兰社会的同质性。原创性/价值-本文为将Al用作组织发展方法提供了见识和支持，该方法是对现有阿拉伯文化因素的补充，以实现实用性和益处。

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