Editing Appreciative inquiry (section)

== History ==
Cooperrider and Srivastva took a [[Social constructionism|social constructionist]] approach, arguing that organizations are created, maintained and changed by conversations, and claiming that methods of organizing were only limited by people's imaginations and the agreements among them.<ref>{{cite book|author1=Cooperrider, D. L.|author2=Barrett, F.|author3=Srivastva, S.|year=1995|contribution=Social construction and appreciative inquiry: A journey in organizational theory|editor1=Hosking, D.|editor2=Dachler, P.|editor3=Gergen, K.|title=Management and Organization: Relational Alternatives to Individualism|pages=157–200}}</ref>

In 2001, Cooperrider and [[Diana Whitney]] published an article outlining the five principles of AI.<ref>{{cite book|author1=Cooperrider, D.L. |author2=Whitney, D.|year=2001|chapter=A positive revolution in change|editor1=Cooperrider, D. L.|editor2=Sorenson, P.|editor3=Whitney, D.|editor4=Yeager, T.|name-list-style=amp|title=Appreciative Inquiry: An Emerging Direction for Organization Development|pages=9–29|location=Champaign, IL|publisher=Stipes}}</ref>

In 1996, Cooperrider, Whitney and several of their colleagues became centrally involved using AI to mid-wife the creation of the [[United Religions Initiative]], a global organization dedicated to promoting grassroots interfaith cooperation for peace, justice and healing. This early partnership between URI and AI is chronicled in ''Birth of a Global Community: Appreciative Inquiry in Action'' by Charles Gibbs and Sally Mahé.  AI was also used in the first (1999) and subsequent meetings of business leaders that created the [[United Nations Global Compact|UN Global Compact]].<ref>{{cite web|url=https://appreciativeinquiry.case.edu/intro/commentFeb05.cfm|title=Current Commentary on AI and Positive Change|author=Cooperrider, David|work=AI Commons|access-date=July 6, 2016|archive-date=January 27, 2023|archive-url=https://web.archive.org/web/20230127154300/https://appreciativeinquiry.case.edu/intro/commentFeb05.cfm|url-status=dead}}</ref> In another of the early applications, Cooperrider and Whitney taught AI to employees of [[GTE]] (now part of [[Verizon Communications|Verizon]]) resulting in improvements in employees' support for GTE's business direction and as a part of continuous process improvement generated both improvements in revenue collection and cost savings earning GTE an [[Association for Talent Development]] award for the best organizational change program in the US in 1997.<ref name="Bushe 2005">{{cite journal|author1=Bushe, G. R.|author2=Kassam, A.|year=2005|title=When is appreciative inquiry transformational? A meta-case analysis|journal=Journal of Applied Behavioral Science |volume=41|issue=2|pages=161–181|display-authors=etal|url=http://www.gervasebushe.ca/ai-meta.pdf|doi=10.1177/0021886304270337|s2cid=20009087}}</ref>{{rp|176}}

On May 8, 2010, Suresh Srivastva died.<ref>{{cite web|url=http://www.taosinstitute.net/suresh-srviastva|title=Suresh Srviastva {{sic|nolink=yes}} |work=The Taos Institute|access-date=July 6, 2016}}</ref>

Bushe published a 2011 review of the model, including its processes, critiques, and evidence.<ref>{{cite book|author=Bushe, G. R.|chapter-url=http://www.gervasebushe.ca/AITC.pdf|chapter=Appreciative Inquiry: Theory and Critique|year=2011|editor1=Boje, D.|editor2=Burnes, B. |editor3=Hassard, J.|title=The Routledge Companion To Organizational Change |pages=87–103|location=Oxford, UK|publisher=Routledge}}</ref> He also published a history of the model in 2012.<ref>{{Cite web|url = http://www.gervasebushe.ca/Foundations_AI.pdf|title = Foundations of Appreciative Inquiry|date = 2012|website = Bushe's website|publisher = Appreciative Practitioner|last = Bushe|first = Gervase}}</ref>