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The Morgan Library at Colorado State University in Fort Collins suffered catastrophic flooding as the result of a historic rain storm and flood that swept through the town on July 28, 1997. This study examines this single library's organizational disaster response and identifies the phenomena that the library's employees cited as their motivation for innovation.

Purpose – This study provides an example of a library where a pre-disaster and post-disaster organizational environment was supportive of experimentation. This influenced the employees’ capacity and motivation to create a new tool meant to solve a temporary need. Their invention, a service now called RapidILL, advanced the Morgan Library organization beyond disaster recovery and has become an effective and popular consortium of libraries.

Design/methodology/approach – This is an instrumental case study. This design was chosen to examine the issues in organizational learning that the single case of Morgan Library presents. The researcher interviewed employees who survived the 1997 flood and who worked in the library after the disaster. The interview results and a book written by staff members are the most important data that form the basis for this qualitative research.

The interviews were transcribed, and key phrases and information from both the interviews and the published book were isolated into themes for coding. The coding allowed the use of NVivo 7, a text analysis software, to search in employees’ stories for “feeling” words and themes about change, innovation, motivation, and mental models.

Three research questions for the study sought to learn how employees described their lived experience, how the disaster altered their mental models of change, and what factors in the disaster response experience promoted learning and innovation.

Findings – This study investigates how the disruptive forces of disaster can influence and promote organizational learning and foster innovation. Analysis of the data demonstrates how the library employees’ feelings of trust before and following a workplace disaster shifted their mental models of change. They felt empowered to act and assert their own ideas; they did not simply react to change acting upon them.

Emotions motivate adaptive actions, facilitating change. The library employees’ lived experiences and feelings influenced what they learned, how quickly they learned it, and how that learning contributed to their innovations after the disaster. The library's supervisory and administrative leaders encouraged staff members to try out new ideas. This approach invigorated staff members’ feelings of trust and motivated them to contribute their efforts and ideas. Feeling free to experiment, they tapped their creativity and provided adaptations and innovations.

Practical implications – A disaster imposes immediate and often unanticipated change upon people and organizations. A disaster response urgently demands that employees do things differently; it also may require that employees do different things.

Successful organizations must become adept at creating and implementing changes to remain relevant and effective in the environments in which they operate. They need to ensure that employees generate and test as many ideas as possible in order to maximize the opportunity to uncover the best new thinking. This applies to libraries as well as to any other organizations.

If library leaders understand the conditions under which employees are most motivated to let go of fear and alter the mental models they use to interpret their work world, it should be possible and desirable to re-create those conditions and improve the ability of their organizations to tap into employees’ talent, spur innovation, and generate meaningful change.

Social implications – Trust and opportunities for learning can be central to employees’ ability to embrace change as a positive state in which their creativity flourishes and contributes to the success of the organization. When leaders support experimentation, employees utilize and value their affective connections as much as their professional knowledge. Work environments that promote experimentation and trust are ones in which employees at any rank feel secure enough to propose and experiment with innovative services, products, or workflows.

Originality/value – The first of its kind to examine library organizations, this study offers direct evidence to show that organizational learning and progress flourish through a combination of positive affective experiences and experimentation. The study shows how mental models, organizational learning, and innovation may help employees create significantly effective organizational advances while under duress.

An original formula is presented in Fig. 1.

In recent years, due to fast growth of Kabul city in Afghanistan, newest construction has been taking place in unplanned ways and entailed illegal squatting on land and mountains. Such unplanned urban expansion, without any type of urban infrastructure and insufficient drainage systems, has created many problems including an increasing number of urban floods. Recent reports show that the number of female victims is higher than that of males affected by floods. First, this chapter highlights the country overview of the disaster and vulnerability, and then particularly focus on the vulnerability factors of urban women who are affected by floods and living in Kabul city. Data for this study were obtained through focus group discussions with urban women, and men and face-to-face interviews with governmental and non-governmental organizations (GOs-NGOs) at the local as well as national levels in Afghanistan. Interpretive Structural Modelling (ISM) was used to map the relationship among factors, and to stratify factors according to their importance. Findings show that the lack of education on disaster management and the lack of protective measures play an important role in increasing women’s vulnerability during disasters. Furthermore, the study finds that cultural issues represent a dominant vulnerability factor which affect women. The comparative results show that the women affected by the cultural norms during the flood are less important than the post-disaster. The study also found that the perception regarding these cultural norms and how they affect women’s behaviour during disasters differs between men and women. This chapter concluded some policy recommendations towards resilient livelihoods.

Community-based disaster risk management (CBDRM) initiatives have strong roots in Philippine society not only because of the country's contributory vulnerability to disasters but also because of a culture of community cooperation known as bayanihan and a history of social movement driven by the citizens’ discontent with bad governance leading to social injustice and environmental degradation (Heijmans, 2009). CBDRM in the Philippines has been a mechanism for change within civil society (Allen, 2006; Heijmans, 2009). In this way, community-based approaches are a fundamental form of empowerment of participants and a compelling strategy for enforcing the transmission of ideas and claims from the bottom up (Allen, 2006).

Purpose – This chapter provides an overview to the challenges of policing both natural and man-made disasters. Questions surrounding police preparedness to respond to large-scale disasters as well as the causes of failure are likely one of the single biggest system threats faced by police today.

Design/methodology/approach – The chapter starts out with a short discussion about the important impact the 9/11 attacks as well as both Hurricanes Katrina and Rita had on policing in the United States. The materials presented also provide a conceptual framework for understanding the meaning of “disasters,” as well as making sense of the effectiveness of the police response. Finally, this chapter provides an overview of the role of police in disasters, and more importantly, their role in “creating order out of chaos” (Punch & Markham, 2000).

Findings – After more than 10 years of substantial attention to problems associated with responses to natural and man-made disasters, significant barriers remain in the level of communication and coordination among first responders. These barriers are best understood as cultural and not technical in nature.

Originality/value of paper – The conceptual role of police in both pre-disaster planning and post-disaster responses has been largely ignored in the literature. This chapter provides a strong framework for conceptualizing these roles. We argue that police, as core members of the first responder system, must continue to break down cultural barriers that diminish their capacities to effectively serve communities in the wake of disasters.

In the aftermath of the Eastern Japan Earthquake in 2011, the Sendai Framework for Action introduced a new task called ‘Build Back Better (B3)’. This study discusses this new task and proposes an extended framework which strategically includes a pre-disaster period. This extended framework is named ‘Build Back Better, even Before Disaster (B⁴)’. The following points are observed:

SMART Governance under Persistent Disruptive Stressors (PDS) proposed by Okada offers an effective new methodology for systematically studying B⁴ problems.

For the purpose of actual practice and social implementation, we need to set up, then foster and repeatedly activate a communicative place, where participants meet openly, plan and act together step by step.

The place can be very small in size, particularly at the start but needs to be adaptively designed and recreated though a communicative process.

Yonmenkaigi System Method (YSM) serves as a useful media and tool for place-making and process design for involving stakeholders in making collaborative action development towards win–win solutions.

Finally, we consider the Case of the Merapi Volcano region in Indonesia to establish the above points.

Risk assessments are the very basis on which planning and implementation are carried out. In the context of urban risk management, the assessment processes are complex to understand as they involve multi-sectoral parameters. Many of the issues involved are of technical nature, but this also requires focus on the principles behind the assessment process including participatory assessment tools.

Action planning is a participatory, short-term, visible, output-oriented process that enables urban community groups to plan the development of risk reduction actions in their locality and to lead the implementation of the action plans.

There are three kinds of actions that emerge from an action planning process: (i) those that can be implemented by the community groups themselves, (ii) those that need some external help for implementation, and (iii) those that can only be implemented by specialized agencies from outside the community. Implementation management processes thus need to look at how internal systems can be established to operationalize self-action, and to coordinate external interventions.