Introduction
The group report focuses on acquiring problem-solving skills in the fitness and beauty industry. The project’s structure consists of a description of the company’s activities, a definition of the main problems, a description of the process of introducing the appreciative inquiry method, and an analysis of the results. The role of stakeholders and the importance of established communication within the company are defined. The report aims to study the effectiveness of the above method for acquiring problem-solving skills in the company.
Brief Description of the Group Report
The product of the German start-up JAWLINER is jaw muscle fitness equipment, which makes the company unique in its niche. Since the beginning of work, the team has proven itself as a provider of quality products and services. At this stage of development, the company sells three types of products through eighteen global partners, paying particular attention to the European market. The functioning of JAWLINER involves a flat hierarchy and consists of four departments.
Despite the fast start and good reputation, the company faced some problems, including product quality and customer support issues. After starting production in China, the company faced substandard product quality and transportation problems. To maintain its image, the company has made efforts to improve communication. Speaking of communication, it is necessary to note misunderstandings within the company. Founders and customer support managers can only agree on a few issues. Thus, special attention and effort should be paid to ways of improving product quality and increasing the level of communication.
The appreciative inquiry method involves solving the set tasks in the JAWLINER company. The goal is to create a positive atmosphere in decision-making and involve stakeholders in interaction. Appreciative Coaching is a program strategy to improve decision-making and problem-solving skills among employees. According to the chosen method and strategy, all interactions will be conducted in the format of a 4D model (discovery, dream, design, destiny). By creating an appropriate atmosphere, the company’s employees ensured excellent results in solving the assigned tasks.
Advantages
The problem-solving process in the company is complex and multifaceted, as it concerns many parties. The involvement of stakeholders in the process is preceded by the possession of self-monitoring skills (Van Gog, Hoogerheide, and van Harsel, 2020). It means that before embarking on a comprehensive learning process, each employee must be convinced of a clear vision of the ultimate goal. Organizational culture is an essential aspect of activities and relations within the company. Thanks to established norms and rules, employees can develop professionally in a supportive and respectful atmosphere.
Appreciative Inquiry as a Universal Model
The advantages of the method described in the group report make it worth noting its universality. Appreciative inquiry is a universal model that allows one to focus on achieving a positive result without focusing on negative aspects. It promotes inclusiveness and a friendly atmosphere, paying enough attention to change during the process (Lambdin-Pattavina et al., 2020).
Moreover, the approach allows for exploring different perspectives to develop a shared goal (Kern et al., 2019). The model is not built on analyzing negative past decisions and results but on increasing the positive aspects (Sargent and Casey, 2019). Thus, one of the advantages of the group report is the chosen model of learning to solve problems because it involves a positive focus and effectiveness.
Systematicity and Appropriateness of the Method
Another advantage of the group report is its systematicity and compliance with the set goals. Methods of solving any situation in the company should be chosen considering various factors, such as the complexity, cause, and specificity of the problem (Othman and Bamasood, 2021). It is essential not just to choose an effective and creative method but one that is ideal for solving the problems of a particular company.
The chosen method involves a transformative change strategy, focusing on positive and friendly leadership (Armstrong, Holmes, and Henning, 2020). Appreciative coaching increases employee motivation and, as a result, increases productivity (Corcoran and Corcoran, 2020). Since one of the company’s stated problems is poor communication, appreciative coaching is ideal for building bonds within the team.
Appreciative Inquiry
According to the analyzed group report, appreciative inquiry is the most suitable method of the problem-solving process in the company. It consists of four stages: discovery, dream, design, and destiny (Olayinka, Moore, and Stange, 2020). The model involves identifying the strengths of each participant and the company as a whole (He and Oxendine, 2019). The next step is a visualization of the desired future development of the company. In addition, during the implementation of the method, the team plans and generates tasks following the set goals. The main principle of the chosen method is to encourage stakeholders to work as a team for a common goal.
Advantages of Appreciative Inquiry Over Other Methods
Solving problems and setting goals is a complex and often stressful tasks for company employees. JAWLINER is relatively new to the market, so with little experience and ambitious goals, the organization of operations requires a straightforward but creative approach. Given the specificity of the identified problems and the peculiarities of relations within the company, the management decided in favor of appreciative inquiry. This method has several advantages and is excellent for training staff and generating ideas.
First, this approach’s distinctive feature is its vital orientation. Thus, appreciative inquiry promotes positive potential, unlike other methods focusing on error analysis (Dal Corso et al., 2021). From the point of view of interested parties, this orientation of the process provokes a certain freedom of thought. The formation of a friendly environment has a positive effect on the performance of the team and each individual. Considering the problems mentioned by JAWLINER, this approach allows for improving the product and service quality based on the company’s strengths.
Another advantage of the appreciative inquiry method is its gradualness and systematization. Since the method model consists of four consecutive steps, the participants know the process and understand the end goal. The ability to move from stage to stage at a comfortable pace eliminates the stress factor. From the point of view of JAWLINER issues, this aspect increases the level of interaction in the team. As a result, working according to a straightforward but undemanding 4D scheme, interested parties increase the possibility of finding practical solutions.
Conclusion
In conclusion, the group report focuses on describing activities, problem analysis, and familiarizing with the method of appreciative inquiry in the JAWLINER company. As a newcomer to the market, the company is trusted and respected by customers worldwide. However, on the way to improving the service, the team encountered problems, including poor product quality and customer support. The appreciative inquiry method was chosen as the optimal solution. This approach has obvious advantages over others, as it involves the formation of a positive atmosphere and a clear order of actions thanks to the 4d model. Therefore, the chosen method encourages the generation of ideas in a friendly team.
Reference List
Armstrong, A. J., Holmes, C. M. and Henning, D. (2020). ‘A changing world, again. How Appreciative Inquiry can guide our growth’, Social Sciences & Humanities Open, 2(1), pp. 1-4.
Corcoran, E. F. and Corcoran, E. F. (2020). An appreciative approach to managerial coaching. Web.
Dal Corso, L. et al. (2021). ‘Make your organization more positive: The power of Appreciative Inquiry’, TPM: Testing, Psychometrics, Methodology in Applied Psychology, 28(1).
He, Y. and Oxendine, S. D. (2019). ‘Leading positive change in higher education through appreciative inquiry: A phenomenological exploration of the strategic planning process’, Journal of Higher Education Policy and Management, 41(2), pp. 219-232.
Kern, M. L. et al. (2020). ‘Systems informed positive psychology’, The Journal of Positive Psychology, 15(6), pp. 705-715.
Lambdin-Pattavina, C. A. et al. (2020). ‘Using appreciative inquiry to explore and enhance perceptions of empowerment for those experiencing homelessness: A pilot study’, Work, 65(2), pp. 271-283.
Olayinka, O. D., Moore, S. M. and Stange, K. C. (2020). ‘Pilot test of an Appreciative inquiry intervention in hypertension self-management’, Western journal of nursing research, 42(7), pp. 543-553.
Othman, M. H. and Bamasood, M. (2021). ‘A review of problem solving techniques in engineering project management-mapping the mind, design thinking approach and six thinking hats’, Journal of Advanced Mechanical Engineering Applications, 2(1), pp. 29-34.
Sargent, J. and Casey, A. (2019). ‘Appreciative inquiry for physical education and sport pedagogy research: a methodological illustration through teachers’ uses of digital technology’, Sport, Education and Society, 26(1), pp. 45-57.
Van Gog, T., Hoogerheide, V. and Van Harsel, M. (2020). ‘The role of mental effort in fostering self-regulated learning with problem-solving tasks’, Educational Psychology Review, 32, pp. 1055-1072.