Red Crescent

INTRODUCTION: Information is known as the main source of power over others. In this respect, the use of correct, accurate, and timely information in decision-making, planning, and other related issues can be effective in the outcome of activities and services provided by organizations. In times of crisis and disaster incidence, information plays a key and crucial role and affects various disaster response processes. This study was conducted to investigate the communication and information processes and information analysis in the Iranian Red Crescent Society at the time of disasters in 2019. METHODS: This qualitative study with a content analysis design was carried out on 17 experts and managers in the Iranian Red Crescent Society. The necessary data regarding the existing information processes were collected through performing interviews with the participants. The collected data from conducting and implementing the interviews were then coded in MAXQDA software using qualitative analysis method and subjected to analysis. FINDINGS: Based on the findings, the majority of the activities of this organization were carried out by holding meetings to make the necessary arrangements. Measures, such as public education and reports to journalists, media, and social networks were provided in the form of written instructions and protocols. It was revealed that such communication means as media, newspapers, 112 emergency SMS system, and Thuraya satellite network were used for information. The tool utilized in the information process in the Iranian Red Crescent Society was the Disaster Management Information System to record information and the history of crises. This system was located and used in the Control and Coordination Center, and recorded all documents related to the events, including photos, videos, and reports and information of rescuers.

INTRODUCTION: In times of crisis and disasters, the Red Crescent Society is faced with wide and diverse duties and quality of human resources (HRs) in management departments and high organizational levels. One of the most important reasons for the success of HR projects in crises is the sufficient attention paid to the job requirements and the feasibility of implementing each of the crisis management strategies at different levels of the organization. Therefore, this study was conducted to present the current state of HR architecture of the organization based on the HR management system considering the HR architecture model in 2020. METHODS: In this study, the Delphi method was used to collect the necessary data. The statistical population of this study (n=15) consisted of academic and organizational experts who had expertise in crisis management and HR management. The samples were selected using purposive and snowball sampling techniques. To conduct the research, a 30-item questionnaire (each item representing a variable) was designed with applying weight restrictions in the model and distributed among the subjects. The reliability of each variable was confirmed using Cronbach's alpha coefficient method (α>0.7). FINDINGS: Based on the findings, in the optimal HR management system, the most attention should be paid to recruiting HRs to have the highest performance speed in crisis management. Moreover, to have the least uncertainty in crisis management, HR improvement needs the most attention. It was also found out that the least amount of organizational disorder in crisis management would be experienced by devoting great attention to the maintenance of HR. Finally, to have the most response options in crisis management, recruitment of HR should be taken into consideration mostly CONCLUSION: The greatest attention should be paid to recruiting HRs in the optimal HR management system to have the largest number of response options in crisis management. This means that, according to the conceptual model, the emphasis on employing analyst staff would maximize the number of response options in times of crisis incidence. Therefore, to succeed in this field, the organization must reconsider its recruitment policies in a way that leads to the entry of capable employees with the ability to solve problems in the organization. The ability to suggest and review different solutions in problem-solving and make the best decision are largely an inherent characteristic of individuals. The recruitment of capable people in this field would increase the options for dealing with the crisis and improve the efficiency of the decisions and actions. The second and last priorities in this area were respectively related to maintenance and improvement.

INTRODUCTION: A good organizational citizen is a thought and idea that includes various behaviors of employees such as accepting and assuming additional duties and responsibilities, following organizational rules and procedures, maintaining and developing a positive attitude, being patient, and tolerating dissatisfaction and problems in the workplace. The increase in the level of organizational citizenship behavior (OCB) in the organization makes the organization an attractive environment for work. In other words, the desired level of OCBs affects the improvement of the performance of employees and, in general, the organization. The Iranian Red Crescent Society is one of the human-centered organizations, and observing the indicators of citizenship behavior is one of the effective factors in the success of its performance. Therefore, this study aimed to investigate the OCB from a social perspective in the Iranian Red Crescent Society. METHODS: The present applied study was conducted based on an exploratory qualitative approach. The statistical population of this study consisted of all managers and employees of the Iranian Red Crescent Society. The required data were collected using in-depth semi-structured interviews, which reached saturation after holding 14 interviews. To analyze the data, content analysis, meta-synthesis, and fuzzy Delphi methods using grounded theory were applied. The MAXQDA software (version 10) was used in the theory analysis process. FINDINGS: In this study, the results were classified into 78 concepts, 14 sub-criteria, and 2 main criteria, including the dimensions of citizenship behavior and the consequences of citizenship behavior. The most important dimensions of OCB consisted of the categories of helpful behaviors, individual creativity, organizational obedience, organizational loyalty, chivalry, civic virtue, and personal growth. CONCLUSION: The results of data analysis showed that the categories of increasing performance productivity and effectiveness, promoting positive relationships among employees, boosting efficiency in resource allocation, reducing maintenance costs, creating the necessary flexibility for innovation, improving customer service, using rare resources effectively were the most important consequences of observing OCB from a social perspective in the IRCS.

INTRODUCTION: The present study was conducted in order to compare the organizational indicators of the Iranian Red Crescent Society (IRCS) with other National Societies. To this end, the number of volunteers, income and costs of the IRCS were compared with other National Societies in Africa, America, Asia, Europe, Central Asia, and Middle East & North Africa (MENA). METHODS: In this descriptive-comparative study, data were collected from the data bank and online reporting system of the International Federation of Red Cross and Red Crescent Societies (IFRC). Finally, data were analyzed in Excel- 2016 and SPSS -24 software. FINDINGS: Based on the findings, from 2016 to 2020, compared to other National Societies, the average of IRCS volunteers has always been higher. The income of the IRCS is higher compared to that of National Societies in Africa, Asia, the Pacific, and MENA and lower compared to the National Societies in America, Europe, and Central Asia. In terms of cost, IRCS incurred higher costs than African and MENA National Societies and lower costs compared to National Societies of America, Asia and the Pacific, Europe, and Central Asia. CONCLUSION: According to the results, it can be concluded that although the income and costs of the IRCS are lower compared to most of the National Societies, the number of volunteers is more, which shows the human capital of IRCS and is necessary to use this potential appropriately.