This literature review uses research informed by disasters including the Christchurch Earthquakes, Hurricane Katrina, Red River floods, War in Israel and natural disasters in Indonesia to identify key aspects within teacher-student relationships which result in an increase in the emotional stability of our students. These aspects include prior knowledge of students and their development, psycho-social interventions and incorporation of the disaster into the curriculum. Teacher-student relationships are highlighted as vital to a child’s healing and resilience after experiencing disaster trauma.
In response to the February 2011 earthquake, Parliament enacted the Canterbury Earthquake Recovery Act. This emergency legislation provided the executive with extreme powers that extended well beyond the initial emergency response and into the recovery phase. Although New Zealand has the Civil Defence Emergency Management Act 2002, it was unable to cope with the scale and intensity of the Canterbury earthquake sequence. Considering the well-known geological risk facing the Wellington region, this paper will consider whether a standalone “Disaster Recovery Act” should be established to separate an emergency and its response from the recovery phase. Currently, Government policy is to respond reactively to a disaster rather than proactively. In a major event, this typically involves the executive being given the ability to make rules, regulations and policy without the delay or oversight of normal legislative process. In the first part of this paper, I will canvas what a “Disaster Recovery Act” could prescribe and why there is a need to separate recovery from emergency. Secondly, I will consider the shortfalls in the current civil defence recovery framework which necessitates this kind of heavy governmental response after a disaster. In the final section, I will examine how
Developing a holistic understanding of social, cultural, and economic impacts of disasters can help in building disaster risk knowledge for policy making and planning. Many methods can help in developing an understanding of the impacts of a disaster, including interviews and surveys with people who have experienced disaster, which may be invasive at times and create stress for the participants to relive their experiences. In the past decade, social media, blog posts, video blogs (i.e. “vlogs”), and crowdsourcing mechanisms such as Humanitarian OpenStreetMap and Ushahidi, have become prominent platforms for people to share their experiences and impacts of an event from the ground. These platforms allow for the discovery of a range of impact information, from physical impacts, to social, cultural, and psychological impacts. It can also reveal interesting behavioural information such as their decision to heed a warning or not, as people tend to share their experiences and their reactions online. This information can help researchers and authorities understand both the impacts as well as behavioural responses to hazards, which can then shape how early warning systems are designed and delivered. It can also help to identify gaps in desired behavioural responses. This poster presents a selection of cases identified from the literature and grey literature, such as the Haiti earthquake, the Christchurch earthquake, Hurricane Sandy, and Hurricane Harvey, where online platforms were widely used during and after a disaster to document impacts, experiences, and behavioural responses. A summary of key learnings and areas for future research is provided.
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.
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.
We present the initial findings from a study of adaptive resilience of lifelines organisations providing essential infrastructure services, in Christchurch, New Zealand following the earthquakes of 2010-2011. Qualitative empirical data was collected from 200 individuals in 11 organisations. Analysis using a grounded theory method identified four major factors that aid organisational response, recovery and renewal following major disruptive events. Our data suggest that quality of top and middle-level leadership, quality of external linkages, level of internal collaboration, ability to learn from experience, and staff well-being and engagement influence adaptive resilience. Our data also suggest that adaptive resilience is a process or capacity, not an outcome and that it is contextual. Post-disaster capacity/resources and post-disaster environment influence the nature of adaptive resilience.
This study explores the nature of smaller businesses’ resilience following two major earthquakes that severely disrupted their place of doing business. Data from the owners of ten smaller businesses are qualitative and longitudinal, spanning the period 2011 through 2018, providing first-hand narrative accounts of their responses in the earthquakes’ aftermath. All ten owners showed some individual resilience; six businesses survived through to 2018, of which three have recovered strongly. All three owned their premises; operated business-tobusiness models; and were able to adapt and continue to follow path-extension strategies. All the other businesses had direct business-to-customer models operating from leased premises, typically in major retail malls. Four eventually recognised path-exhaustion at different times and so did not survive through to 2018. We conclude however that post-disaster recovery is best explained in terms of business model resilience. Even the most resilient of individual owners will struggle to survive if their business model is either not resilient or cannot be made so. Individual resilience is necessary but not sufficient.
Research indicates that aside from the disaster itself, the next major source of adverse outcomes during such events, is from errors by either the response leader or organisation. Yet, despite their frequency, challenge, complexity, and the risks involved; situations of extreme context remain one of the least researched areas in the leadership field. This is perhaps surprising. In the 2010 and 2011 (Christchurch) earthquakes alone, 185 people died and rebuild costs are estimated to have been $40b. Add to this the damage and losses annually around the globe arising from natural disasters, major business catastrophes, and military conflict; there is certainly a lot at stake (lives, way of life, and our well-being). While over the years, much has been written on leadership, there is a much smaller subset of articles on leadership in extreme contexts, with the majority of these focusing on the event rather than leadership itself. Where leadership has been the focus, the spotlight has shone on the actions and capabilities of one person - the leader. Leadership, however, is not simply one person, it is a chain or network of people, delivering outcomes with the support of others, guided by a governance structure, contextualised by the environment, and operating on a continuum across time (before, during, and after an event). This particular research is intended to examine the following: • What are the leadership capabilities and systems necessary to deliver more successful outcomes during situations of extreme context; • How does leadership in these circumstances differ from leadership during business as usual conditions; • Lastly, through effective leadership, can we leverage these unfortunate events to thrive, rather than merely survive?
