This thesis examines how local knowledge is identified and implemented in disaster responseand recovery programmes conducted by international aid organizations. The case that isexamined in the analysis is the International Federation of Red Cross and Red CrescentSocieties response and recovery operations conducted in the aftermath of the Nepalearthquake 2015-2019. Using the method of content analysis, the final report of the Nepaloperation is analyzed using categorizations of local knowledge and informed by previousresearch on local knowledge in disaster operations, along with international aid organizations'engagement with local knowledge.The main findings of this study shows that the implementation of activities that utilize orseeks to identify local knowledge is heavily concentrated to the recovery phase of theoperation, with no activities informed by local knowledge found in the response phase. Allcategories of local knowledge are found throughout the operation, with socio-culturalknowledge being the most prominently utilized, whilst environmental knowledge andorganizational knowledge remains underrepresented. Activities that were not informed bylocal knowledge, or utilized local knowledge to some degree created unintendedconsequences, suggesting that for a productive utilization of local knowledge, it has to beconsidered in all steps of the operational planning.

This thesis focuses on cases of drought since it is one of the most common and disastrous natural hazards that we experience on earth. Non-governmental organisations have traditionally offered humanitarian aid directed to response and relief measures. However, research shows that more long-term adaptive measures are more effective in reducing vulnerability and decreasing disaster risk. This thesis investigates how the International federation of the red cross and crescent society (IFRC) engage in vulnerability reducing measures through short-term coping and long-term adaptive measures and if it is in line with what the research presented in the theory section of this thesis has shown is the most effective way. Through the use of qualitative content analysis and a case-study design, four reports from two cases of drought in Sub-Saharan Africa have been analysed. The results indicate that the IFRC are still more prone to implement coping measures, but that adaptive measures are visible throughout the entirety of their projects. This thesis will have nuanced the work of Non-governmental organisations in disaster-struck areas and to contribute to future studies by its generalisability.

To be a humanitarian aid worker [HAW] in the field entails working in a demanding environment, and in this milieu, interpersonal conflicts [IC] sometimes arise which may risk the entire project. The ones responsible for dealing with ICs, should they occur, are HAWs in management positions employed by various humanitarian organisations [HO]. However, the hypothesis presented in this thesis is that HAWs are not always provided with the training necessary. This thesis aims to critically analyse how HO prepare and train HAWs, specifically in IC management, and whether two significant HOs, Médecins Sans Frontières [MSF] and the International Federation of the Red Cross [IFRC], can be described as learning organisations [LO] according to Senge’s (1990) five disciplines. Through qualitative content analysis, involving interviews and literature reviews, the author seeks to identify training gaps, how MSF and IFRC can become LOs, and how these organisations would benefit from becoming LOs.  According to interview participants, the author found that more training would be beneficial, both for themselves and for MSF and IFRC, since many ICs go unmanaged. Furthermore, it was identified that MSF and IFRC had taken a few steps in a direction that could lead to them becoming LOs. However, more can be done, and through Senge’s disciplines, MSF and IFRC would benefit from more involved HAWs, improved wellbeing of HAWs, and possibly lower staff turnover.  In conclusion, the hypothesis of this thesis was proven to some extent. HAWs do receive training; however, more training can be provided. The wellbeing of HAWs is also a vital problem that HOs have to consider to lower retention rates, encourage their HAWs to stay employed, and further encourage learning within the organisations.