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.
The Canterbury region of New Zealand experienced four earthquakes greater than MW 6.0 between September 2010 and December 2011. This study employs system dynamics as well as hazard, recovery and organisational literature and brings together data collected via surveys, case studies and interviews with organisations affected by the earthquakes. This is to show how systemic interactions and interdependencies within and between industry and geographic sectors affect their recovery post-disaster. The industry sectors in the study are: construction for its role in the rebuild, information and communication technology which is a regional high-growth industry, trucking for logistics, critical infrastructure, fast moving consumer goods (e.g. supermarkets) and hospitality to track recovery through non-discretionary and discretionary spend respectively. Also in the study are three urban centres including the region’s largest Central Business District, which has been inaccessible since the earthquake of 22 February 2011 to the time of writing in February 2013. This work also highlights how earthquake effects propagated between sectors and how sectors collaborated to mitigate difficulties such as product demand instability. Other interacting factors are identified that influence the recovery trajectories of the different industry sectors. These are resource availability, insurance payments, aid from central government, and timely and quality recovery information. This work demonstrates that in recovering from disaster it is crucial for organisations to identify what interacting factors could affect their operations. Also of importance are efforts to reduce the organisation’s vulnerability and increase their resilience to future crises and in day-to-day operations. Lastly, the multi-disciplinary approach to understanding the recovery and resilience of organisations and industry sectors after disaster, leads to a better understanding of effects as well as more effective recovery policy.
Based on a qualitative study of four organisations involving 47 respondents following the extensive 2010 – 2011 earthquakes in Christchurch, New Zealand, this paper presents some guidance for human resource practitioners dealing with post-disaster recovery. A key issue is the need for the human resource function to reframe its practices in a post-disaster context, developing a specific focus on understanding and addressing changing employee needs, and monitoring the leadership behaviour of supervisors. This article highlights the importance of flexible organisational responses based around a set of key principles concerning communication and employee perceptions of company support.
Insurance is widely acknowledged as a key component in an organisation's disaster preparedness and resilience. But how effective is insurance in aiding business recovery following a major disaster? The aim of this research was to summarise the experiences of both the insurance industry and businesses dealing with commercial insurance claims following the 2010 and 2011 Canterbury earthquakes.
