Action Learning & Appreciative Inquiry

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Action Learning & Appreciative Inquiry

Action Learning & Appreciative Inquiry

Action Learning

The Action Learning is a form of practical learning by doing (Reason, 2008). Making the natural environment a focal point of education has been endorsed by many different cultures as a means to prepare their children for an active and fulfilling life. It is an approach to personal development and organization. Working with subsets or groups, participants address issues or important issues of organization and learn from, and their attempts to change things. An action laerning approach is based on the experience of those involved in a process that uses personal development work on significant issues as how to learn. Apprenticeship programs involve action by small groups that meet regularly to implement actions in response to critical issues and real as they seek to learn clearly about the process of choosing this action.

Appreciative Inquiry

Appreciative Inquiry is a process (or philosophy) of organizational development that involves people in an organization in order to renew, change and focus on performance. Appreciative Inquiry is based on the assumption that organizations change depending on the questions asked, those organizations that explore their problems and difficulties will get more of the same, but those who try to discover what the best they can find themselves is discover how to succeed (Silberman, 1996). Appreciative Inquiry is a way of transforming human systems in the shared image of their potential more positive, based on the strengths inherent in such systems and capacity building (Gupta & Chin, 1994). They argue that AI is change driven by the shared image more positive and vivid that we long for the world, driven by the magnification of our distinctive strengths to realize that potential and causes and results of capacity building.

According to them, inquire into organizational life should have the following characteristics:





Today it is regularly accepted practice in the assessment of organizational strategy development and implementation of more effective organizational tactics. The idea of action learning and utilizing the natural environment has been implemented with students of all grade levels. Typical activities for students involve canoeing, climbing, games, hiking, and rope courses (Gupta & Chin, 1994). Some of these activities were originally believed to be too rigorous for younger students. As a result, action learning in some areas centered mainly upon older students, such as those in high schools. As educators have become more familiar with outdoor education, it has increasingly been used with younger students (Silberman, 1996).

Appreciative Inquiry

Appreciative Inquiry is a particular way of asking questions and envisioning the future that will drive positive and Relationships is about what is positive in a person, situation, or an organization. Doing this improves the system's ability to collaborate and change. IA uses a 4-cycle processes focused on:

1. Discovery (in English, the name of the stage is "discovering") the identification of processes that work well.

2. Dream ("dream"): this is to visualize the processes that work well in the future.

3. Design ("design"): plan and prioritize those processes that could work ...
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