Organizational Resilience is defined as the ability of an organization to anticipate sudden disruptions, effectively respond, and adapt in a changing environment to deliver its objectives, as well as successfully recover. In order to increase resilience at an organizational level, it is important to understand how individuals collectively contribute to resilience capability of an organization. Emergency Departments (EDs) are considered to be particularly well suited to investigating resilience capability due to their highly unpredictable and complex operating environment. Further, the resilience capability of EDs and their staff is suggested to be essential to successful delivery of safe, high-quality, and timely medical care to all patients in cases of mass disruptive events. The purpose of this research is to develop a model of staff resilience to support the improvement of organizational resilience in EDs in the United States. The study was organized into two phases: Initial Model Development based on a Thematic Analysis of existing conceptual models and Preliminary Model Validation via deductive evaluation of published Empirical Case Studies on ED response to mass casualty events. As a result of the first phase, Initial Model was proposed that consists of five dimensions of resilience: Triggers, Factors Affecting Resilience, Resilience Capability, Characteristics of ED Complexity and Outcomes. The results of the second phase determined that the Initial Model was comprehensive and only minor additions were made. Further, recommendations for improving case studies on ED responses were developed. The results of the study provide a model that demonstrates how ED staff supports the organizational resilience capability of the EDs. This research contributes to the general knowledge base of resilience as a critical organizational capability in EDs when dealing with unexpected disruptions as well as provides guidance for EDs in the United States when seeking to become more resilient.

This study examined the significant impact of culture on global public relations practices using a case study analysis of Dove, H&M, and Nivea’s media campaigns between 2017 and 2019. The analysis was carried out through a structural comparison between the public’s reaction from the United States and Nigeria. Cultural variations between the two countries were examined, and how the variations impact GPR practices were explored. Social judgment theory, apologia, and image restoration theory were used as the theoretical frameworks alongside Hofstede’s cultural dimensions. This study demonstrates that understanding cultural dimensions as it applies to diverse countries operating in the global market can reveal how organizations can design and implement effective public relations practices across borders regardless of the existing cultural differences, which pose as a challenge.

Submitted by Flavia Hennessey (flavia.hennessey2012@gvmail.br) on 2014-09-29T16:56:46Z No. of bitstreams: 1 Hennessey, Flavia - MPGI Thesis 2014.pdf: 1257612 bytes, checksum: 21e4c1ba5aa5f01e696e07c42f04ca51 (MD5) / Approved for entry into archive by Luana Rodrigues (luana.rodrigues@fgv.br) on 2014-09-29T18:27:14Z (GMT) No. of bitstreams: 1 Hennessey, Flavia - MPGI Thesis 2014.pdf: 1257612 bytes, checksum: 21e4c1ba5aa5f01e696e07c42f04ca51 (MD5) / Made available in DSpace on 2014-09-29T18:30:03Z (GMT). No. of bitstreams: 1 Hennessey, Flavia - MPGI Thesis 2014.pdf: 1257612 bytes, checksum: 21e4c1ba5aa5f01e696e07c42f04ca51 (MD5) Previous issue date: 2014-09-19 / The Inter-American Development Bank, the World Bank, and other organizations conceive, design, and fund projects to foster development in the Latin America and Caribbean. Prior to the late 1980s, several of the projects and policies of these institutions lacked serious gender considerations and were criticized for this oversight (Flora, 1998). In 1987, the IDB published its Operating Policy on Women in Development and has since made efforts to institutionalize gender and to create indicators to measure gender impacts in its projects. The aim of this dissertation is to explore gender in the context of international development by looking at how the Inter- American Development Bank is including gender in its operations. After a literature review on the importance of gender and of development banks, this paper will explore the ways through which gender is included in IDB operations at an institutional level. The research will be based on documentation available to the public, internal documents and video interviews with staff members. After a thorough analysis of all data collected, recommendations on future action will be provided. / O Banco Interamericano de Desenvolvimento, o Banco Mundial, e outras organizações financiam iniciativas para acelerar o desenvolvimento da região da América Latina e Caribe. Antes do final da década de 80, vários projetos e políticas dessas instituições careciam de considerações ligadas à gênero e foram criticadas por essa falta (Flora, 1998). Em 1987, o BID publicou um documento sobre uma nova política operacional sobre mulheres e desenvolvimento e vem desde então buscando institucionalizar gênero e criar indicadores para medir os impactos relacionados à gênero em seus projetos. O objetivo dessa dissertação é explorar o tema de gênero no contexto do desenvolvimento internacional através de uma análise de como o Banco Interamericano de Desenvolvimento inclui gênero em suas operações. Após uma revisão literária sobre a importância de gênero e de bancos de desenvolvimento, essa dissertação irá analisar de que maneira gênero é incluído nas discussões dos projetos do Banco à nível institucional. A pesquisa será feita através de documentação disponível para o público geral, documentos internos e entrevistas em vídeo com pessoal do BID. Após uma análise dos dados coletados, recomendações para ações futuras serão dadas.

This thesis explores three state-run green building programs (California, Minnesota and New York) through comparative case-study analysis. Main topics discussed include cost benefits, health benefits, certification (i.e. LEED or other), and lessons learned from direct interviews with program staff.