Risk Management Of Terrorism Induced Stress

Terrorism is a psychological weapon; by definition its purpose is to spread terror or fear in order to achieve goals unattainable by more conventional means. It is a weapon of asymmetric warfare whose success or failure is entirely dependent on the psychological reactions of its targets. Despite this, interest in the effects of terrorism from a behavioral and psychological perspective is relatively recent, dating initially from the 1990s and boosted by the events of September 11th 2001. This book presents papers delivered at the NATO Advanced Research Workshop (ARW) Risk Management of Terrorism Induced Stress – Guidelines for the Golden Hours (Who, What and When) held in Odesa, Ukraine, from 16-19 September 2018. The aim of the workshop was to bring together experts from the military, science and policy to revisit old guidelines and inform new research into novel approaches. The focus of the workshop was the so-called ‘Golden Hours’; the period immediately following a traumatic event in which therapeutic interventions are thought to have the most impact. What needs to be done in the immediate aftermath of terror, who is vulnerable and who is resilient, and when is intervention appropriate? The book is divided into sections covering the areas of biology, interventions, special populations, additional perspectives, policy, déjà-vu and future directions. Providing a comprehensive overview of the management of terror-related stress, the book will be of interest to planners and policy makers, as well as mental health professionals working with PTSD and other consequences of terror events.

The Oklahoma City bombing, intentional crashing of airliners on September 11, 2001, and anthrax attacks in the fall of 2001 have made Americans acutely aware of the impacts of terrorism. These events and continued threats of terrorism have raised questions about the impact on the psychological health of the nation and how well the public health infrastructure is able to meet the psychological needs that will likely result. Preparing for the Psychological Consequences of Terrorism highlights some of the critical issues in responding to the psychological needs that result from terrorism and provides possible options for intervention. The committee offers an example for a public health strategy that may serve as a base from which plans to prevent and respond to the psychological consequences of a variety of terrorism events can be formulated. The report includes recommendations for the training and education of service providers, ensuring appropriate guidelines for the protection of service providers, and developing public health surveillance for preevent, event, and postevent factors related to psychological consequences.

The second edition of this leading textbook provides the definitive guide to disaster health management. From the key concepts, principles and terminology, to systems for mitigation, planning, response and recovery, it gives readers a comprehensive overview of every aspect of this emerging field. Split into eight parts, the book begins by drawing the parameters of disaster health management before outlining key elements such as communication, community engagement and legal issues. It then moves on to discuss preparing for potential disasters, managing and mitigating their impact, and then recovering in the aftermath. Offering key insights into evaluation, leadership and the psychosocial aspects of disaster health management, the new edition also features a range of international case studies, including those outlining the management of COVID-19. It is essential reading for both students and practitioners engaging in this important work.

Questions related to managing people in hostile environments have become more central on the agenda of business leaders and HR professionals in multinational corporations (MNCs). This is due to developments such as the increase of terrorism or the political instability in many regions. In consequence, research on the role of HR in hostile environments has increased, though it can still be considered in its early stages. Danger and Risk as Challenges for HRM: Managing People in Hostile Environments adds to this emerging field of research by investigating the management of people in hostile environments from conceptual as well as empirical perspectives. It delivers an essential and comprehensive overview and gives deep insight into this highly relevant topic from leading authors in the field. This book will be of great value to scholars and researchers interested in the role of human resource management (HRM) in hostile environments, people management in companies in conflict-affected areas and to those interested in new grounds in HR Research. The chapters in this book were originally published as a special issue of the International Journal of Human Resource Management.

In recent years scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environment, industry sector, occupation or workforce characteristics. In addition, research has tended to consider elements of context in isolation rather than considering its impact at different levels. The goal of The Oxford Handbook of Contextual Approaches to Human Resource Management is to provide a more holistic approach to developing a contextual understanding of HRM. This Handbook offers a comprehensive understanding of the influence of contextual characteristics on the design and implementation of HRM systems. Rather than focusing on a single level or approach to examining context, the Handbook provides both conceptual and empirical analyses of different elements of context using a range of different lenses and measures. In order to explore the influence of contextual factors at multiple levels, the volume assembles a range of detailed accounts of how context affects the design, implementation and impact of HRM activities.

Multinational enterprises continue to rely heavily upon expatriates as part of their global workforce. These expatriates, whose exact employment contract may take different forms, are assigned to help them develop global skills as well as to foster knowledge transfer. But managing this expatriate workforce is extremely complex, requiring a questioning of assumptions and sensitivity to new social and cultural dynamics. This book sets out to examine the problem of expatriate management through an I/O Psychology lens. Each chapter draws upon the expertise of scholars from around the world to provide insights into the latest research findings and remaining needs, pertaining to a wide variety of issues. The contributors of this book review the current state of the research of the issue at hand and then make recommendations for where the new frontiers of the research should be in the coming decades. This volume covers four sets of issues pertaining to expatriate management and global mobility in depth. First, the different decision points organizations must make about assigning someone to an overseas location for some period of time; second the different categories of employees in the multinational corporation and their unique characteristics and challenges; third, the various issues and implications of managing a globally mobile workforce; and fourth, the unique contexts of global mobility. Overarching future research themes are identified that lay out the research agenda for the coming decades. By bringing together key research, this book aims to help I/O psychologists understand, explore, and identify new ways of contributing to the understanding of the issues involved in managing an expatriate workforce. Incorporating state-of-the art I/O psychology research in this unique context bears the promise of yielding important new paradigms and practices.