Dr RC Lamichhane
Introduction
Stress management and self-motivation are critical components of both personal and professional success. In today’s fast-paced and often stressful work environments, managing stress and maintaining motivation can significantly influence an individual’s productivity and overall well-being. Appreciative Inquiry (AI) is an approach that fosters positive change by focusing on strengths rather than weaknesses effectively enhancing self-motivation and reducing stress.
On the 9th of August, 2024, I received an unexpected call from Mr. Raju Gurung of the Forest Research and Training Center (FRTC) of Nepal. The call was regarding a potential training session for support staff, to be held on the 12th or 13th of August. After confirming my availability, I received the training topics and participant details, which revealed that the trainees were support staff members from various departments of the Ministry of Forests. This realization led me to design a training session that was not only accessible but also engaging and impactful, particularly for individuals who are often overlooked in professional development initiatives.
Understanding the Context: The Role of Support Staff
Support staff members are integral to the functioning of any organization, yet they often remain the most undervalued and underappreciated group. According to research, job satisfaction and employee engagement are directly linked to recognition and respect within the workplace (Maslach & Leiter, 2016). However, the support staff at the Ministry of Forests, as described by the participants, often face disrespect and humiliation, contributing to significant workplace stress.
The participants expressed that they are seldom acknowledged by their superiors and are often addressed in a demeaning manner. Such experiences are not uncommon in hierarchical organizations where respect and recognition are tied to one’s position rather than one’s contributions (Spector & Jex, 1998). The lack of appreciation and the negative interactions they endure daily create a stressful work environment, which they describe as a “stress-bearing factory.”
Despite these challenges, many of these individuals have managed to maintain their motivation and continue to perform their duties effectively. This resilience highlights the potential for interventions that can further enhance their motivation and help them manage stress more effectively.
Appreciative Inquiry: A Strength-Based Approach
Appreciative Inquiry (AI) is a strengths-based approach that focuses on what is working well in an organization, rather than on what is not. This method, developed by Cooperrider and Srivastva (1987), encourages individuals and organizations to explore their strengths, envision a positive future, and create actionable plans to achieve that future. AI operates on the premise that focusing on strengths rather than weaknesses can lead to more sustainable and impactful change.
In the training session with the support staff, I began by asking a simple yet profound question: “What makes you happy, and what makes you unhappy or irritated?” This question was designed to help participants reflect on their experiences and identify both the positive and negative aspects of their work life. The discussion that followed was eye-opening, as participants shared their frustrations, but also their moments of inspiration and joy when they received appreciation, albeit infrequently.
The power of AI lies in its ability to shift focus from problems to possibilities, from what is lacking to what is present. This shift in perspective can significantly influence an individual’s mindset, leading to increased motivation and reduced stress (Bushe, 2011). The participants, who often felt undervalued, began to see how they could leverage their strengths to improve their work experience and manage the stress they encountered.
The Impact of Positive Reinforcement on Stress Management
Stress in the workplace is a well-documented phenomenon, with numerous studies highlighting its detrimental effects on both physical and mental health (American Psychological Association, 2020). Chronic stress can lead to burnout, decreased productivity, and a host of health issues, including cardiovascular diseases and depression (Karasek & Theorell, 1990). However, positive reinforcement, such as recognition and appreciation, has been shown to mitigate these effects by enhancing an individual’s sense of self-worth and belonging (Ryan & Deci, 2000).
During the training, participants discussed how rare moments of appreciation made them feel valued and motivated. This aligns with research that suggests positive reinforcement can act as a buffer against stress, promoting resilience and overall well-being (Fredrickson, 2001). By focusing on their strengths and the positive aspects of their work, the participants were able to reframe their experiences, which in turn helped them manage their stress more effectively.
Practical Application of Appreciative Inquiry in Training
The training session was designed to be both theoretical and practical, allowing participants to internalize the concepts of AI and apply them to their daily work lives. Through interactive exercises and discussions, participants learned how to identify their strengths, envision a positive future, and create actionable plans to achieve that future.
One of the key exercises involved participants sharing stories of times when they felt motivated and accomplished at work. These stories served as a reminder of their capabilities and potential, reinforcing the idea that they have the power to influence their work environment positively. The exercise also helped to build a sense of community among the participants, as they realized that they were not alone in their experiences and that they could support each other in managing stress and maintaining motivation.
The training concluded with participants expressing that the session was “mind-blowing” and “life-changing.” They reported feeling more empowered and motivated to approach their work with a renewed sense of purpose and pride. This feedback underscores the effectiveness of AI in not only enhancing self-motivation but also in creating a supportive and positive work environment.
Implications for Organizational Development
The success of this training session has significant implications for organizational development, particularly in the context of public sector organizations like the Ministry of Forests. The feedback from participants and senior officials, such as Dr. Rajendra KC, Director General of FRTC, and Mr. Rabindra Maharjan, a Deputy Director, highlights the potential for AI to transform workplace culture by fostering respect, dignity, and motivation among all employees, regardless of their rank.
This training marked the first time that support staff at FRTC received targeted capacity development, a move that both Dr. KC and Mr. Maharjan believe will have a lasting impact on the productivity and engagement of these employees. By recognizing the value of every employee and providing them with the tools to manage stress and enhance motivation, organizations can create a more inclusive and positive work environment, leading to improved performance and job satisfaction (Cameron, 2012).
Conclusion
Appreciative Inquiry is a powerful tool for enhancing self-motivation and managing stress, particularly in environments where employees may feel undervalued or overlooked. By focusing on strengths and positive experiences, AI helps individuals and organizations reframe their challenges and envision a more positive future. The training session conducted at FRTC serves as a testament to the transformative potential of AI, not only in improving individual well-being but also in fostering a more respectful and dignified workplace culture.
As organizations continue to seek ways to improve employee engagement and productivity, AI offers a promising approach that can lead to sustainable and meaningful change. By empowering employees to focus on their strengths and providing them with the tools to manage stress, organizations can create a more motivated, resilient, and productive workforce.
References
American Psychological Association. (2020). Stress in America 2020: A National Mental Health Crisis.
Bushe, G. R. (2011). Appreciative Inquiry: Theory and Critique. In D. Boje, B. Burnes, & J. Hassard (Eds.), The Routledge Companion to Organizational Change (pp. 87-103). Routledge.
Cameron, K. S. (2012). Positive Leadership: Strategies for Extraordinary Performance. Berrett-Koehler Publishers.
Cooperrider, D. L., & Srivastva, S. (1987). Appreciative Inquiry in Organizational Life. Research in Organizational Change and Development, 1, 129-169.
Fredrickson, B. L. (2001). The Role of Positive Emotions in Positive Psychology: The Broaden-and-Build Theory of Positive Emotions. American Psychologist, 56(3), 218-226.
Karasek, R. A., & Theorell, T. (1990). Healthy Work: Stress, Productivity, and the Reconstruction of Working Life. Basic Books.
Maslach, C., & Leiter, M. P. (2016). Burnout: A Brief History and How to Prevent It. Harvard Business Review.
Ryan, R. M., & Deci, E. L. (2000). Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being. American Psychologist, 55(1), 68-78.
Spector, P. E., & Jex, S. M. (1998). Development of Four Self-Report Measures of Job Stressors and Strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Workload Inventory, and Physical Symptoms Inventory. Journal of Occupational Health Psychology, 3(4), 356-367.
