This week our topic was about creating our hypothetical evaluation. I love the fact that we can look ahead and see what the assignments are for the following weeks. Since the first week of class, I have been trying to think of a program that I could hypothetically evaluate. I currently teach at a Catholic high school. At my school, we do not have many resources for students with 504′s or IEP’s. Over the past 2 or so years, my high school has been trying to improve itself to compete with the local public schools. One way has been talking about having a resource center for students not meeting the school’s requirements or students with 504′s or IEP’s. I thought that I could jump ahead before the school and actually create an evaluation before they do. Not only is this practical, but realistic too. My project will be to evaluate a hypothetical resource room with technology to help students of all abilities and levels.
As far as the reading for this week, I am enjoying the book. Appreciative Inquiry is a method organizations of all kinds use to seek what is right for them to be a positive and successful group. It focuses on the positives and what works well of the organization and makes them think as a group how they can make their organization even better.
There are eight principles that make Appreciative Inquiry. These principles include The Constructionist Principle, The Principle of Simultaneity, The Poetic Principle, The Anticipatory Principle, The Positive Principle, The Wholeness Principle, The Enactment Principle, and The Free Choice Principle. Together these principles work to bring people together in groups to converse about the important topics at hand. These small or large groups discuss the positive future of their organization. Together they build on ideas that could better their organization.
Now according to this book, there are several theories and studies that have focused on these types of positive conversations. There are three that I found most interesting. The first is the placebo effect. Basically, this is like “fake” therapy. The way one believes changes one’s neurochemistry. So if a group thinks positively about a goal, they will reach their goal. The second is the Pygmalion effect. This is often known as “the self-fulfilling prophecy.” If you think and believe it will happen, it will happen. The third is known as the heliotropic principle. Positive images of the future will actually influence the future. If an organization shows signs portraying positive futures, positive changes will be made. Other theories mentioned in the book to make positive changes include inner dialogue and motivation.
To summarize the actually process of Appreciative Inquiry, there are four steps that take place as phases. The phases are Inquire, Imagine, Innovate, and Implement. In the first phase, groups first think about the topic and conduct interviews with each other. They ask each other positive questions regarding the topic at hand. They are also told to tell stories of positive success. Phase two is conversation about what could be… visions and possibilities. Groups stretch their imaginations to think what could be possible for their organization. The third phase is what will be done to achieve these visions. What standards and systems should be used? This is considered the longest and most challenging phase due to the fact that details will be made about what will be done to change. The final phase is actually going out and making the changes. Actions are taken and actually implement them.
I think that this would be a great way to make changes in any organization. Usually the negatives are spoken about. Talking negatively usually brings a group down and not motivated. By speaking of positive possibilities, it heightens the mood of the crowd. People feel better about themselves and the changes that could be made. It is better to talk about the positives, or how well something/someone is doing or can do, than to tell everyone how bad they or their group is doing.
