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.
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.
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.
A video of a presentation by Dr Duncan Webb, Partner at Lane Neave, during the third plenary of the 2016 People in Disasters Conference. The presentation is titled, "Loss of Trust and other Earthquake Damage".The abstract for this presentation reads as follows: It was predictable that the earthquakes which hit the Canterbury region in 2010 and 2011 caused trauma. However, it was assumed that recovery would be significantly assisted by governmental agencies and private insurers. The expectation was that these organisations would relieve the financial pressures and associated anxiety caused by damage to property. Some initiatives did exactly that. However, there are many instances where difficulties with insurance and related issues have exacerbated the adverse effects of the earthquakes on people's wellness. In some cases, stresses around property issues have become and independent source of extreme anxiety and have had significant impacts on the quality of people's lives. Underlying this problem is a breakdown in trust between citizen and state, and insurer and insured. This has led to a pervading concern that entitlements are being denied. While such concerns are sometimes well founded, an approach which is premised on mistrust is frequently highly conflicted, costly, and often leads to worse outcomes. Professor Webb will discuss the nature and causes of these difficulties including: the complexity of insurance and repair issues, the organisational ethos of the relevant agencies, the hopes of homeowners and the practical gap which commonly arises between homeowner expectation and agency response. Observations will be offered on how the adverse effects of these issues can be overcome in dealing with claimants, and how such matters can be managed in a way which promotes the wellness of individuals.
The 14 November 2016 Kaikōura earthquake had major impacts on New Zealand's transport system. Road, rail and port infrastructure was damaged, creating substantial disruption for transport operators, residents, tourists, and business owners in the Canterbury, Marlborough and Wellington regions, with knock-on consequences elsewhere. During both the response and recovery phases, a large amount of information and data relating to the transport system was generated, managed, analysed, and exchanged within and between organisations to assist decision making. To improve information and data exchanges and related decision making in the transport sector during future events and guide new resilience strategies, we present key findings from a recent post-earthquake assessment. The research involved 35 different stakeholder groups and was conducted for the Ministry of Transport. We consider what transport information was available, its usefulness, where it was sourced from, mechanisms for data transfer between organisations, and suggested approaches for continued monitoring.
The skills agenda has grown in prominence within the construction industry. Indeed, skill shortages have been recognised as a perennial problem the construction industry faces, especially after a major disaster. In the aftermath of the Christchurch earthquakes, small and medium construction companies were at the forefront of rebuilding efforts. While the survival of these companies was seen to be paramount, and extreme events were seen to be a threat to survival, there is a dearth of research centring on their resourcing capacity following a disaster. This research aims to develop workforce resourcing best practice guidelines for subcontractors in response to large disaster reconstruction demands. By using case study methods, this research identified the challenges faced by subcontracting businesses in resourcing Christchurch recovery projects; identified the workforce resourcing strategies adopted by subcontracting businesses in response to reconstruction demand; and developed a best practice guideline for subcontracting businesses in managing the workforce at the organisational and/or project level. This research offers a twofold contribution. First, it provides an overview of workforce resourcing practices in subcontracting businesses. This understanding has enabled the development of a more practical workforce resourcing guideline for subcontractors. Second, it promotes evidence-informed decision-making in subcontractors’ workforce resourcing. Dynamics in workforce resourcing and their multifaceted interactions were explicitly depicted in this research. More importantly, this research provides a framework to guide policy development in producing a sustainable solution to skill shortages and establishing longterm national skill development initiatives. Taken together, this research derives a research agenda that maps under-explored areas relevant for further elaboration and future research. Prospective researchers can use the research results in identifying gaps and priority areas in relation to workforce resourcing.
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?
A video of a presentation by Jane Murray and Stephen Timms during the Social Recovery Stream of the 2016 People in Disasters Conference. The presentation is titled, "Land Use Recovery Plan: How an impact assessment process engaged communities in recovery planning".The abstract for this presentation reads as follows: In response to the Canterbury earthquakes, the Minister for Canterbury Earthquake Recovery directed Environment Canterbury (Canterbury's regional council) to prepare a Land Use Recovery Plan that would provide a spatial planning framework for Greater Christchurch and aid recovery from the Canterbury earthquakes. The Land Use Recovery Plan sets a policy and planning framework necessary to rebuild existing communities and develop new communities. As part of preparing the plan, an integrated assessment was undertaken to address wellbeing and sustainability concerns. This ensured that social impacts of the plan were likely to achieve better outcomes for communities. The process enabled a wide range of community and sector stakeholders to provide input at the very early stages of drafting the document. The integrated assessment considered the treatment of major land use issues in the plan, e.g. overall distribution of activities across the city, integrated transport routes, housing typography, social housing, employment and urban design, all of which have a key impact on health and wellbeing. Representatives from the Canterbury Health in All Policies Partnership were involved in designing a three-part assessment process that would provide a framework for the Land Use Recovery Plan writers to assess and improve the plan in terms of wellbeing and sustainability concerns. The detail of these assessment stages, and the influence that they had on the draft plan, will be outlined in the presentation. In summary, the three stages involved: developing key wellbeing and sustainability concerns that could form a set of criteria, analysing the preliminary draft of the Land Use Recovery Plan against the criteria in a broad sector workshop, and analysing the content and recommendations of the Draft Plan. This demonstrates the importance of integrated assessment influencing the Land Use Recovery Plan that in turn influences other key planning documents such as the District Plan. This process enabled a very complex document with wide-ranging implications to be broken down, enabling many groups, individuals and organisations to have their say in the recovery process. There is also a range of important lessons for recovery that can be applied to other projects and actions in a disaster recovery situation.
