When researchers seek to understand community resilience, it often centres on individual agents and actors. They look at the traits individuals have in order to help recover from adverse events, as well as the decisionmaking processes required to plan and adapt. In Aotearoa New Zealand, Māori forms of organising can challenge these. This research was about uncovering Māori forms organising and practices in the context of resilience. The methodology I used was He Awa Whiria/Braided Rivers and storytelling analysis in kanohi ki te kanohi/semi-structured interviews to understand how Māori communities responded to and recovered from the 2010 Darfield (Canterbury), 2011 Ōtautahi/Christchurch, and 2016 Kaikōura earthquakes. Five themes emerged from the project: (i) the importance of marae as a powerful physical location, (ii) the value in building strong reciprocal connections and cultural relationships, (iii) the stronghold that kai/food has in helping to heal communities, (iv) the exchange and trading of resources, and (v) being practical when move forward after a disaster event. As a non-Māori researcher, I have been an outsider to te Ao Māori and to Aotearoa. In using this blended methodology, it became apparent that there are many socio-cultural and historical contentions from the effects of colonisation, assimilation, to grappling with Western norms. Notably, the findings pointed to more similarities than differences, such as taking care of family and communities, being community-driven, and ways of coping with adverse events. This revealed that there are similar ways of doing things regardless of having different customs. This research makes several contributions. It contributes to the field of management studies by addressing gaps in how the concept of resilience is viewed from a practical Māori perspective. The research presents emergency management professionals with similar blended and practical strategies to co-design approaches for collaborative readiness, response, and recovery plans and programmes. The study further demonstrates the localised and tangible benefits that can be gained from utilising a blended methodology and storying method. Ultimately, the purpose of the thesis was to start bridging the gap between agencies and communities, to shift to more Indigenous-led approaches, integrating local Indigenous practices and knowledges that lead to more prepared communities in managing, responding to, and recovering from earthquake hazard events.
Contemporary organisations operate in rapidly evolving complex and ambiguous environments for which traditional change management approaches are insufficient. Under these conditions, organisations need to demonstrate learning and adaptive capabilities to effectively manage crises. Yet, the swift development and enactment of these capabilities can be particularly challenging for large, operationally diverse, and financially constrained public-sector organisations such as universities. Despite growing need for evidence-based research to guide crisis and change management in the higher education sector, the organisational literature offers limited insights. The combined impact of the 2010 and 2011 Canterbury earthquakes with a well-advanced restructure provided an opportunity to investigate institutional adaptation to and management of a compounded planned change (i.e., restructure) and an unplanned change (i.e., natural disaster response) at a university. Beginning in 2016, individual semi-structured interviews were conducted with 20 middle and senior university managers to capture their perspectives of compounded planned and unplanned change management, covering views of leadership, and of operational, structural, relational, and extra-organisational factors. Data were analysed using reflexive thematic analysis. The analysis coalesced into two overarching themes: Change Management Approaches and Lessons Learned through Change. Change Management Approaches evince institutional adaptation factors, along with barriers and enablers to effective change management, arising from the interplay of, and tensions between, leadership capabilities and a longstanding participatory culture. Lessons Learned through Change encompass business continuity mechanisms, and the learning opportunities seized and missed by leaders. The findings assert the primacy of workforce capabilities to 21st-century organisational success and thriving and substantiate that the calibre and availability of workforce capability is contingent on organisational culture and leadership. Leaders must ensure organisational agility by empowering employees, leveraging and integrating their contributions within and across functional units, and promoting effective two-way communication. The research argues for a hybrid repertoire of versatile dynamic organisational leadership qualities and capabilities to effectively navigate the multidimensional challenges and uncertainties in this sector and 21st-century business conditions. Of overarching significance to this repertoire is purpose-oriented emotionally intelligent leadership that honours the individual and collective dignity, diversity, and intelligence of all employees. This research empirically evidences the co-occurrence of planned and unplanned change in contemporary society, and continuous organisational adaptation and resilience to navigate the persistent volatility during a protracted crisis. Accordingly, the thesis argues that continued bifurcation of planned and unplanned change fields, and strategic and change management leadership theories is untenable, and that an integrated framework of organisational leadership and change management methodologies is required for organisations to effectively respond to and navigate the challenges and volatility of contemporary organisational contexts.
