DISCUSSION QUESTION

PROVIDE A 259 WORD RESPONSE TO EACH STUDENT DISCUSSION POST BELOW. A TOTAL OF 2 POSTINGS.  TRY TO ENGAGE TO KEEP CONVERSATION GOING.

1ST POST: Dynamic inquiry “is defined as a process of interacting with other people in a conversation that is diplomatic, appreciative, and strategic (Casullo, 2012, p. 120).” The goals of the organization and truths are homes in on as the intention is to understand without bias. Because of this within the work organization the environment both internally and externally must resonate energy and perspectives. Casullo (2012), stated that learning what the employees and customers know can allow for the opportunity to discover ways to optimize the work environment in a beneficial way. By listening and learning, the energy will resonate as the truths of the individual and within the organization can be embedded into the work culture (Casullo, 2012).  

I believe one of the important aspects and ideas drawn from dynamic inquiry is the notion that there is a level of understanding and taking the time to listen and to view perspectives can be key to a certain point. I can see this model being used in my organization by going back to the different social powers discussed in previous readings. My organization utilizes expert power where there are variance levels of expertise and information being shared daily. Because of this, there is influence that occurs. I can see dynamic inquiry being intertwined with the expert power. As both are working to understand organizational truths, they both also involve communication and can be within a team setting. My work organization is a team.  The dynamic is best when discussing relative information, sharing/collaborating, and being aware overall. Sometimes it's not about us as individuals but others who are within the work setting. As “the inquiry process requires careful thinking and listening (Casullo, 2012, p. 122).”  There comes a time when in my work organization, the preconceived notions and personal perspectives are in the back of my head. It's about the team, those that we serve, and how we can grow and carry out our organizational truths with the work that we do. 

2ND POST: Dynamic Inquiry

Dynamic inquiry can be seen as a journey that we take with others, during which we are constantly learning and growing (Casullo, 2012; Sadeh & Zion, 2009). This process helps us to be more flexible and adaptable, two qualities which are essential in today's ever-changing world. When we engage in dynamic inquiry, we are constantly expanding our understanding of the world and how it works. Additionally, this type of learning is characterized by the following criteria: that it is a never-ending process, constantly changing and evolving, and that it takes into account both the cognitive and affective domains (Casullo, 2012; Sadeh & Zion, 2009).

How Dynamic Inquiry is Used in the Organizations

Although dynamic inquiry is not generally in place in my former high school, I can imagine it would be highly valuable for the stakeholders. This approach changes the traditional top-down method of leadership into a more cohesive, collaborative learning process. To see this come true, the leadership would engage the teachers and staff in a process where we are constantly learning and growing - together. Regular discussions and problem-solving activities would help stakeholders to better understand how the organization works and what should be expected of each member. This type of inquiry is effective because it looks at it as a never-ending experience that actually teaches about how the world works (Sadeh & Zion, 2009).