Disasters are rare events with major consequences; yet comparatively little is known about managing employee needs in disaster situations. Based on case studies of four organisations following the devastating earthquakes of 2010 - 2011 in Christchurch, New Zealand, this paper presents a framework using redefined notions of employee needs and expectations, and charting the ways in which these influence organisational recovery and performance. Analysis of in-depth interview data from 47 respondents in four organisations highlighted the evolving nature of employee needs and the crucial role of middle management leadership in mitigating the effects of disasters. The findings have counterintuitive implications for human resource functions in a disaster, suggesting that organisational justice forms a central framework for managing organisational responses to support and engage employees for promoting business recovery.
Disasters are rare events with major consequences; yet comparatively little is known about managing employee needs in disaster situations. Based on case studies of four organisations following the devastating earthquakes of 2010 - 2011 in Christchurch, New Zealand, this paper presents a framework using redefined notions of employee needs and expectations, and charting the ways in which these influence organisational recovery and performance. Analysis of in-depth interview data from 47 respondents in four organisations highlighted the evolving nature of employee needs and the crucial role of middle management leadership in mitigating the effects of disasters. The findings have counterintuitive implications for human resource functions in a disaster, suggesting that organisational justice forms a central framework for managing organisational responses to support and engage employees for promoting business recovery.
This research examines a surprising partner in emergency management - a local community time bank. Specifically, we explain the role of the Lyttelton Time Bank in promoting community resiliency following the Canterbury earthquakes in 2010 and 2011. A time bank is a grassroots exchange system in which members trade services non-reciprocally. This exchange model assumes that everyone has tradable skills and all labour is equal in value. One hour of any labour earns a member one time bank hour, which can be used to purchase another member’s services. Before the earthquakes struck, the Lyttelton Time Bank (TB) had organised over 10% of the town’s residents and 18 local organisations. It was documenting, developing, and mobilising skills to solve individual and collective problems. This report examines the Lyttelton Time Bank and its’ role before, during, and after the earthquakes based on the analysis of over three and a half years of fieldwork, observations, interviews, focus groups, trading activity, and secondary data.
