Abstract
This paper examines the logic and process of Appreciative Inquiry as a method for achieving organisational change. Based largely on organisational storytelling literature, a number of propositions are introduced for future development into testable hypotheses. It is suggested that 'pre-identity and post-identity systems' is included as a posible moderator in the set of hypotheses to be developed. This may not only help strengthen the understanding of the theories underlying Appreciative Inquiry but, if the hypotheses are tested in a society with diverse cultures, may provide valuable guidelines for organisations to implement change in such 'transformational societies'.
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