Effective Planning and Management of Emergencies Case Study

Effective Planning and Management of Emergencies - Case Study Example As a corporate security manager, I shall ascertain the deficiencies like lack of resources in terms of equipment, supplies, trained personnel or items that require rectification to face the emergency (Gibson, 2007). I shall do pre-emergency preparation by training my people for using alerting services, handling casualties, knowledge of available options and corrective measures in case of an emergency. I shall place an emergency departure plan in the organization. All the members of the organization will be trained to use the plan and understand various signs it has to avoid panicking. Precautionary measures, safety policy, and rules will be established and communicated to all employees to avoid any mishap (Beutler, 2007). A crises management team will be trained and educated to provide emergency services such as firefighting, dangerous goods handling, evacuation and first aid medical services. Proper infrastructure in terms of emergency equipment required will be in a place like; firefighting equipment, first aid medical materials and communications tools etc. Facilities such as protected areas, safe pathways and well-defined evacuation plans shall be maintained. Training will be conducted for institutional strengthening. Backup system will be in place to restore and recover all information assets (Borque, 2006). Emergency response stage includes identification of the most critically hit area and then mobilizing emergency services to that area. In response stage, I shall rescue the disaster area by channelizing the core emergency services like police, ambulances, and firefighters etc. The fewer hit areas will be informed to remain precautious so that any panic may not harm or multiply the effect of calamity. The next step is to impede the disaster by understanding the root cause of it. An effective leadership team shall be taken on board to coordinate with the initial responders and implement a disciplined response plan.  

The Challenger and Columbia Shuttle Disasters Research Paper

The Challenger and Columbia Shuttle Disasters - Research Paper Example The investigators were able to figure out the technical causes of the disaster, which called for several suggested changes that NASA needed to employ (Ryan, 2012). After the Challenger disaster, NASA implemented several changes in accordance with the recommendations made by the Commission that investigated and reported on the disaster. NASA embarked on creating a solid Rocket motor design in collaboration with other bodies that included the Marshall Space Flight Center (MSFC) and Solid Rocket Motor (SSRM). The involved parties scrutinized several designs for tests and analysis in order to come up with the best new design that minimizes on the utilization of existing hardware (Ryan, 2012). NASA and the group were to implement tests and virtual launch before the real launch. NASA also changed its space shuttle management organization and its relations with its field centers and the headquarters. This eased the communication hurdles ensuring a clear sending and reception of information at all levels. This also included the implementation of efficient management and flight readiness review that entailed including documentation for the entire flight crew. The aftermath of the Columbia disaster showed that several aspects of recommended changes to NASA after the Challenger disaster were not implemented. ... The structure had also retained numerous locations hindering efficient decision-making process by the stakeholders. The realization of efficient management and flight readiness review that entailed including documentation for the entire flight crew was also not followed accordingly. The report indicated that the flight program managers did not consider all the opinions from relevant sources. Instead, they established huge barriers by using their knowledge and experience in contrast to the real solid data regarding the flight. This compromised the readiness review because to the managements lack of flexibility and adoption of the real data. Actions for sustaining change may have contributed to the changes being sustained because they have the capacity to embed the changes made. Redesigning of roles shows changes made are paramount to the organization. A modification of roles may also indicate long-term success of the changes made. Redesigning of the reward systems entails changing the organizations culture. Consequently, modifying its culture has a direct impact on the core values in place at the organization. This also influences the mode through which operations are carried out. Linking selection decisions to change objectives is an action whose selection criteria are signs of whether fresh initiatives and change are being encouraged. These actions ensure that changes are sustained. Measuring the progress of the implemented changes quantifies the progress made on the changes (Ryan, 2012). Measuring progress entails measuring the results and measuring the advancement of the implemented changes in an organization. A measure of results indicates the actual achievement of the objectives while the measure of