This thesis set out to explore the experiences of clients and counsellors in immediate crisis intervention shortly after a major earthquake. It explored the experiences and perceptions of change during counselling for both clients and counsellor, all of which were exposed to the disaster. This study supported the idea of counsellors needing to adapt to the context of post-disaster counselling and addressing client’s immediate needs. Having both been through the same disaster meant counsellors were often going through similar experiences and emotions as their clients during this time. This led counsellors to develop a greater sense of connection and understanding of their client, as well as showing more emotional responsivity and self-disclosure. This was experienced as different to their normal therapy engagement. The implications of these counsellor responses were seen to be helpful, but at times had the potential to be hindering for counselling. Clients valued their counsellor’s techniques and personal qualities but often failed to identify what contribution they, themselves, made to change processes. The differing nature of counselling in post-disaster areas, as gauged by this study may help inform expectations and experiences regarding provision of post-disaster acute interventions.
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.
