Thesis (M.Soc.Sc.)--University of Hong Kong, 1980. / Also available in print.

In October 2019, massive protests formed all over Lebanon, calling for an end tosectarianism. Sectarianism is a process which operates multidimensionally, politicizingreligious beliefs to create collective identities. I argue for an understanding of sectarianidentity much like an ethnic or national identity, drawing on the works of Fredrik Barth andBenedict Anderson. This system has created a sectarian incentive for the Lebanese, to act andmobilize as sectarian subjects.The Lebanese Red Cross is a member of the International Red Cross and Red CrescentMovement. The Neutrality Principle is utilized as a means to gain confidence, and therebyaccess, across all sects in Lebanon. The Lebanese Red Cross’ rigourous employment of theNeutrality Principle throughout times of war and turbulence, has rewarded them with areputation as a particularly successful National Society. Moreover, they are the onlyhumanitarian actor with national reach in Lebanon.The thesis builds on functional idea analysis and multimodal discourse analysis which hasbeen applied on inter alia anthropological monographs conducted in Lebanon, projectsinitiated by the International Red Cross and Red Crescent Movement, as well as contentretrieved from the Lebanese Red Cross’ social media platforms.I examine the strategies employed by the Lebanese Red Cross to analyze how neutrality isconstructed in a sectarianized context. Further, I analyze how the anti-sectarianism of theOctober protests shaped the Lebanese Red Cross’ neutral stance. In sum, I find that themembers of the Lebanese Red Cross create a collective identity in the very same way as asectarian, ethnic or national identity is constructed. Through the process of differentiating, theLebanese Red Cross creates space outside the sectarian structure, where they, benefittingfrom the appreciation and recognition of their work as valuable, are allowed to be neutral.

The purpose of this study was to determine the effectiveness of the American Junior Red Cross. Special emphasis was given to the development, benefits, and services of Dallas County Chapter of the American Junior Red Cross.

Socialite Laura Penrose and a group of wealthy businessmen founded the New Orleans Chapter of the American Red Cross in 1916. The Chapter expanded in 1917 with the addition of two black Auxiliary Branches chartered by nurses Louise Ross and Sarah Brown. Although Jim Crow dictated the division between the Chapter and its Branches within the mostly female organization, racial barriers did not prohibit them from uniting for the cause of national relief. The American Red Cross differed from other forms of biracial Progressivism by the very nature of public relief work for a national charity. American Red Cross relief work brought women into public spaces for the war effort and pushed biracial cooperation between women in the Jim Crow South in a more public and patriotic direction than earlier efforts at social reform. Black women, in particular, used the benefit of relief work to promote racial uplift and stake a claim on American citizenship despite the disenfranchisement of their men.

Background: Non-profit voluntary organisations are becoming increasingly important and many people are dependent on them in today’s society. These organisations could not work as well as they do or might not even survive without its volunteers, therefore the motivation of volunteers is of great importance. The Red Cross is the largest voluntary organisation in Sweden and also highly valued internationally. We wanted to find out what the employees at the Red Cross do to motivate its volunteers, if they use any guidelines for motivation and if they know what motivates volunteers. Purpose: The purpose of this study is to investigate how the employees and the management of the Red Cross motivates its voluntary workers, as well as examine what actions can be taken to improve this. Method: To investigate human behaviour, such as motivation, a qualitative study is suitable. We have therefore chosen to perform such a study and have made ten personal interviews. In order to get the full picture we decided to do five interviews with volunteers and five with employees at the Red Cross. Some of the interviews were performed at the headquarter in Stockholm, a few at the local office in Jönköping and a couple over the phone. Conclusions: The employees at the Red Cross motivate its volunteers by letting them set goals, by offering education, acknowledge contributions among other things. No outspoken guidelines for motivating volunteers are used and we think it should be implemented into the organisation. It has come forth during the study that the voluntary leaders are given large responsibility and we suggest that these responsibilities should be divided and delegated to a larger amount of people. We have also found that there is a difference in motivation between the older and younger generations. To attract younger volunteers it is important to adhere to the differences and be aware of the shift of values in society.

Throughout the Second World War, the Canadian Red Cross Society (CRCS) exerted its significant influence in the field of voluntary homefront labour to provide a vast number of services for the benefit of Canadian, Commonwealth and Allied servicemen, prisoners of war, and civilians affected by the horrors of war. These wartime programs, which cost the Society over $90 000 000, were made possible through voluntary contributions of millions of dollars from Canadian citizens mainly through the yearly Red Cross national campaigns. Because of the organization’s claim to reach over cultural, ethnic, linguistic and religious lines, it benefitted from the support of various national groups within Canada. Another important group of contributors to the Red Cross structure were women who formed the backbone of the organization’s structure. Women served in nearly every capacity within the CRCS, which allowed them to gain valuable experience in a working environment outside of the home.

Throughout the Second World War, the Canadian Red Cross Society (CRCS) exerted its significant influence in the field of voluntary homefront labour to provide a vast number of services for the benefit of Canadian, Commonwealth and Allied servicemen, prisoners of war, and civilians affected by the horrors of war. These wartime programs, which cost the Society over $90 000 000, were made possible through voluntary contributions of millions of dollars from Canadian citizens mainly through the yearly Red Cross national campaigns. Because of the organization’s claim to reach over cultural, ethnic, linguistic and religious lines, it benefitted from the support of various national groups within Canada. Another important group of contributors to the Red Cross structure were women who formed the backbone of the organization’s structure. Women served in nearly every capacity within the CRCS, which allowed them to gain valuable experience in a working environment outside of the home.

<p>Background: Non-profit voluntary organisations are becoming increasingly important and many people are dependent on them in today’s society. These organisations could not work as well as they do or might not even survive without its volunteers, therefore the motivation of volunteers is of great importance. The Red Cross is the largest voluntary organisation in Sweden and also highly valued internationally. We wanted to find out what the employees at the Red Cross do to motivate its volunteers, if they use any guidelines for motivation and if they know what motivates volunteers.</p><p>Purpose: The purpose of this study is to investigate how the employees and the management of the Red Cross motivates its voluntary workers, as well as examine what actions can be taken to improve this. </p><p>Method: To investigate human behaviour, such as motivation, a qualitative study is suitable. We have therefore chosen to perform such a study and have made ten personal interviews. In order to get the full picture we decided to do five interviews with volunteers and five with employees at the Red Cross. Some of the interviews were performed at the headquarter in Stockholm, a few at the local office in Jönköping and a couple over the phone. </p><p>Conclusions: The employees at the Red Cross motivate its volunteers by letting them set goals, by offering education, acknowledge contributions among other things. No outspoken guidelines for motivating volunteers are used and we think it should be implemented into the organisation. It has come forth during the study that the voluntary leaders are given large responsibility and we suggest that these responsibilities should be divided and delegated to a larger amount of people. We have also found that there is a difference in motivation between the older and younger generations. To attract younger volunteers it is important to adhere to the differences and be aware of the shift of values in society.</p>

Throughout the Second World War, the Canadian Red Cross Society (CRCS) exerted its significant influence in the field of voluntary homefront labour to provide a vast number of services for the benefit of Canadian, Commonwealth and Allied servicemen, prisoners of war, and civilians affected by the horrors of war. These wartime programs, which cost the Society over $90 000 000, were made possible through voluntary contributions of millions of dollars from Canadian citizens mainly through the yearly Red Cross national campaigns. Because of the organization’s claim to reach over cultural, ethnic, linguistic and religious lines, it benefitted from the support of various national groups within Canada. Another important group of contributors to the Red Cross structure were women who formed the backbone of the organization’s structure. Women served in nearly every capacity within the CRCS, which allowed them to gain valuable experience in a working environment outside of the home.

Thesis (M.A.)--Carleton University, 2004. / Includes bibliographical references (p. 230-243). Also available in electronic format on the Internet.