...International Committee of the Red Cross An analysis of culture July 9, 2011 OL 615 Leadership Across Boundaries Quinnipiac University In order to understand the culture of the International Committee of the Red Cross (ICRC), one must first examine its history. The ICRC was formed in 1863 by Swiss businessman Henri Danant who witnessed the carnage of war and vowed to limit future sufferers of war. The two strategies he proposed, the formation of national relief societies and the development of an international convention to protect the sick and wounded in combat (Deresky, 2011) remain fundamental to the ICRC to this day. Coupled with Swiss values such as neutrality, independence, discretion and humanism, the ICRC has become a symbol of hope and humanity since then. As a multinational, humanitarian organization, the ICRC is facing challenges in many areas. In this analysis, we will explore these challenges, venture to answer the question of whether the ICRC’s culture helps or hinders its evolving strategies, and discuss the implications of these challenges on Human Resource Management. The mission of the ICRC is that it is “an impartial, neutral and independent organization whose exclusively humanitarian mission is to protect the lives and dignity of victims of war and internal violence and to provide them with assistance. It directs and coordinates the international relief activities conducted by the Movement in situations of conflict. It also endeavors to prevent...
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...The International Committee of the Red Cross Managing Across Cultures Case study Reference no 408-061-1 This case was written by Sowon Kim and Professor Susan Schneider, HEC-University of Geneva. It is intended to be used as the basis for class discussion rather than to illustrate either effective or ineffective handling of a management situation. The case was compiled from published sources. © 2008, HEC-University of Geneva. No part of this publication may be copied, stored, transmitted, reproduced or distributed in any form or medium whatsoever without the permission of the copyright owner. ecch the case for learning Distributed by ecch, UK and USA www.ecch.com All rights reserved Printed in UK and USA North America t +1 781 239 5884 f +1 781 239 5885 e ecchusa@ecch.com Rest of the world t +44 (0)1234 750903 f +44 (0)1234 751125 e ecch@ecch.com 408-061-1 THE INTERNATIONAL COMMITTEE OF THE RED CROSS: Managing Across Cultures This case was written by Sowon Kim, Ph.D. candidate, and Susan Schneider, Chaired Professor of Human Resources Management at HEC – University of Geneva. The case was made possible through the generous cooperation of the International Committee of the Red Cross. The case is intended as a basis for class discussion rather than to illustrate either effective or ineffective handling of a management situation. © 2008 HEC – University of Geneva. All rights reserved. No part of this [publication may be copied, stored...
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...iTHE INTERNATIONAL COMMITTEE OF THE RED CROSS (ICRC): MANAGING ACROSS CULTURE ‘We were an orgn made up of Swiss generalists. We are becoming a multicultural and professional enterprise.” 1. INTRODUCTION Dr. Jacques Stroun, M.D. – (1999) Director of Human Resources & Finance (before Head of Detention Division, Deputy Director of Operations) ICRC – provide humanitarian relief, Humanitarian ‘Multinational’ Organisation Home base: Geneva, Switzerland Orgn Values – Neutrality, Independence, Discretion & Humanism Total Workforce – (2008) over 14,000 over 100 nationalities Until recently – ICRC is very Swiss , very Genevoise Expatriate – open to all nationalities but 93% is westerners (1992) Changing expatriate composition – expatriates number increasing – Africa, Asia & Latin America HR Policy – recruitment from Geneva – sent to field with ‘learning by doing’, operate under sense of danger, meeting immediate challenges, focus on short term, quickly develops and reinforces team and team loyalties, rotation every 12 months, no formal training, no continuity for developing people, Career - little career planning, career developed through interpersonal networks & driven by opportunities, most recruits stayed for 2 to 3 years, no management development, those remain and reach top of HQ –mostly Swiss male (old school boys club) CURRENT CHALLENGES – greater diversity in mgmt ranks – more professionals, foreigners and women. NEW STRATEGIC PLAN (2007 -2010)...
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...An Introduction to the UN System: Orientation for Serving on a UN Field Mission (Intro to the UN 070329) A Course Produced by The United Nations Institute for Training and Research, Programme of Correspondence Instruction (Revised 2003) Course Author Lt.Col. (Retd.) Christian Hårleman Senior Special Fellow, UNITAR Series Editor Harvey J. Langholtz Copyright 2003, UNITAR POCI UNITAR Training Programme of Correspondence Instruction in Peacekeeping Operations Dag Hammarskjöld Centre Box 20475 New York, NY 10017 Programme UNITAR de Formation Par Correspondance Aux Opérations de Maintien de la Paix Palais des Nations 1211 Geneve 10 Suisse An Introduction to the UN System: Orientation for Serving on a UN Field Mission (Intro to the UN 070329) A Course Produced by The United Nations Institute for Training and Research, Programme of Correspondence Instruction (Revised 2003) Course Author Lt.Col. (Retd.) Christian Hårleman Senior Special Fellow, UNITAR Series Editor Harvey J. Langholtz Copyright 2003, UNITAR POCI Address all correspondence to: UNITAR Training Programme of Correspondence Instruction in Peacekeeping Operations Dag Hammarskjöld Centre Box 20475 New York, NY 10017-0009 USA An Introduction to the UN System: Orientation for Serving on a UN Field Mission TABLE OF CONTENTS Table of Contents................................................................................. i Foreword.....................................................
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...Leadership in Action: Leading Effectively in Humanitarian Operations A CK N O W L E D G E M E N TS First and foremost, we would like to thank the individuals who allowed their leadership to be placed in the spotlight as one of our case-study examples of effective operational humanitarian leadership. Their generosity and openness in doing so and in answering our many questions are greatly appreciated. We also thank the many other interviewees who spoke to us frankly and shared their insights on what they valued in terms of operational humanitarian leadership. David Peppiatt played an important role in identifying and facilitating a number of the case studies. Isobel McConnan carried out interviews and provided helpful comments on earlier drafts. Georgia Armitage helped with the literature review. The Advisory Group provided invaluable input, words of advice and comments on the draft report, they are: Tim Cross, Wendy Fenton, Randolph Kent, Ky Luu, and Claire Messina. Paul Knox Clarke’s inputs undoubtedly raised the quality of the analysis. Deborah Eade provided excellent editorial services and comments. Sara Swords also commented on an earlier draft. Ben Ramalingam played a key role in getting the study off the ground and in its design. Finally, thanks to John Mitchell for his ongoing and valuable support to this work. The project was undertaken as part of the joint initiative on leadership in the humanitarian sector in partnership with People In Aid, Humanitarian...
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...W O M E N ’ S C O M M I S S I O N for refugee women & children w U N TA P P E D P OT E N T I A L : Adolescents affected by armed conflict A review of programs and policies U N TA P P E D P OT E N T I A L : Adolescents affected by armed conflict A review of programs and policies Wo m e n ’s C o m m i s s i o n f o r R e f u g e e Wo m e n & C h i l d r e n N e w Yo r k W O M E N ’ S C O M M I S S I O N for refugee women & children Copyright © January 2000 by Women’s Commission for Refugee Women and Children All rights reserved. Printed in the United States of America ISBN: 1-58030-000-6 Women’s Commission for Refugee Women and Children 122 East 42nd Street New York, NY 10168-1289 tel. 212.551.3111 or 3088 fax. 212.551.3180 e-mail: wcrwc@intrescom.org www.intrescom.org/wcrwc.html w cover photographs © Rachel K. Jones, Marc Sommers, Sarah Samson, Holly Myers, Anne-Sophie Rosette, International Rescue Committee M I S S I O N S TAT E M E N T The Women’s Commission for Refugee Women and Children seeks to improve the lives of refugee women and children through a vigorous program of public education and advocacy, and by acting as a technical resource. The Commission, founded in 1989 under the auspices of the International Rescue Committee, is the only organization in the United States dedicated solely to speaking out on behalf of women and children uprooted by armed conflict or persecution. Acknowledgments The Women’s Commission expresses its sincere...
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...Marketing Plan Greenpeace Project Group 2 Greenpeace Project Coach: Study Year : Date of Marketing Plan: Helen de Haan 2010-2011 Feb-instroom, term 2, project 2 31-05-2010 1 Preface This marketing plan provides a comprehensive strategic plan for the NGO Greenpeace. It is aimed for Executive Managers and those who will conduct supervision of the implementation of this marketing plan. The marketing plan does not focus on technical issues, but rather examines basic principals concerning the internal- and external environment, strategy execution and the result realized after execution. To reinforce the purpose and profitable outcome of the marketing plan, there are, throughout this manuscript, numerous illustrative extracts with commentary, including company reports and other sources. Throughout the text some marketing- and financial terminology is used, for this reason foreknowledge of marketing and finance will be essential in understanding the analysis used in this manuscript and the true purpose of the strategic plan. Topics in the manuscript follow a logical coherent order. In part 1; general information about the internal- and external environment of Greenpeace is given, correctly identifying potential internal- and external threats and opportunities that may be in effect. After an exhaustive and thorough analysis, the information collected will be instrumental in conjuring up an efficient and effective marketing strategy which is clearly laid out in Part 2; “Marketing...
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...COMMON PROSPECTUS Master’s Degree Bachelor’s Degree Diplomas Certificates Indira Gandhi National Open University Maidan Garhi, New Delhi-110068, INDIA | www.ignou.ac.in Price: Rs. 100/- by cash at the counter | Rs. 150/- by Registered Post Electronic version of the prospectus is available for download at: http://www.ignou.ac.in Online Admission & Payment Gateway RECOGNITION IGNOU is a CENTRAL UNIVERSITY established by an Act of Parliament in 1985 (Act No. 50 of 1985). IGNOU Degrees/Diplomas/Certificates are recognised by all the member institutions of the Association of Indian Universities (AIU) and are at par with Degrees/Diplomas/Certificates of all Indian Universities/Deemed Universities/Institutions. Prepared & vetted at: Student Registration Division © Indira Gandhi National Open University March 2012 Print Production Mr B. Natarajan, DR(P) Mr Arvind Kumar, AR(P) Mr Ajit Kumar, So(P) IGNOU Offers “Round the Year Admission” to its Programmes under the ‘Walk-in-Admission’ Scheme. Candidates can obtain admission application forms from Regional Centre, Student Registration Divisions (SRD), IGNOU Headquarters and also can download the Prospectus and application form from the university website at ww.ignou.ac.in. Candidates can submit the same only at the Regional Centres concerned either by post or in person. Application forms can be submitted online and programme fee can be paid online through the internet payment gateway. CUT OFF DATES FOR WALK-IN-ADMISSION: Please...
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...Hindus in South Asia and the Diaspora: A Survey of Human Rights 2011 www.HAFsite.org March 12, 2012 “All human beings are born free and equal in dignity and rights.” “One should never do that to another which one regards as injurious to one’s own self. This, in brief, is the rule of dharma. Yielding to desire and acting differently, one becomes guilty of adharma.” “Thus, trampling on every privilege and everything in us that works for privilege, let us work for that knowledge which will bring the feeling of sameness towards all mankind.” Swami Vivekananda, “The Complete works of Swam Vivekananda,” Vol 1, p. 429 Mahabharata XII: 113, 8 Universal Declaration of Human Rights, 1948, Article 1 "All men are brothers; no one is big, no one is small. All are equal." Rig Veda, 5:60:5 ...
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...Introduction “We, as peace-keepers, represent the United Nations and are present in the country to help it recover from the trauma of a conflict. As a result we must consciously be prepared to accept special constraints in our public and private lives in order to do the work and to pursue the ideals of the United Nations Organization” United Nations DPKO [1] These words illustrate the highest standards of integrity and conduct that need to be maintained and performed by the UN peacekeepers as required by the United Nations Organization. The world’s largest “club” embodies the aspirations of all the people of the world for maintaining peace and security of all its member states. It also at a glance demonstrates the main role or aims that have been made the responsibility of UN peacekeepers in relieving a conflict-torn country, although it relies on their dignity and restraint. Despite the many motivations behind UN peacekeepers (soldiers) joining the UN peace operations, such as compulsory military service, the opportunity for travel or adventure, to pursue a career, adding some skills that can be useful after retiring from service, or simply for better pay; many express their interest to bring peace to people and stability to an area wrecked by conflict.[2] My experience as a former UN peacekeeper in the Democratic Republic of the Congo (DRC) from 2004 until 2005 encouraged my intention to analyze what was going...
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