Business Continuity and Disaster Recovery, Research Paper Example

Strategies for creating a positive work environment that, foster leadership

A working environment is always the key element that organizations need to look into for them to develops and sustain operations all along the period of running. Creating a positive environment at the work place can be classified as the only way of enabling smooth learning by fostering effective leadership. In all work situations, there are adequate strategies that organizations can apply to foster this type of environment and encourage leadership development (Judge 765-780). However, these strategies vary from organization to the other. They also apply to organizations differently depending on the environment at the work place including type of task, human resources available and the goals of the particular organization.

Building Trust within any given work environment should serves as a great approach of creating a positive environment and fostering leadership. Trust is the fundamental tenant for all forms of relationships, be it personal or at the work place. Therefore, building an environment of trust has a positive impact to the employees at the work place and serves as a weighty thing one can do to create a diversified positive work environment (Judge 765-780).

It is a philosophy that any given organization must demonstrate in every activity within its operations. Trust is about holding on to the things promised to the staff and listen to them with all their grievances taken account of at the work place. Leaders in the work place must uphold virtues that describe the staff reliability, responsibility and accountability in the process of working together for then to ear trust that they can rely solely on the leadership consistency. Letting the staff realize that the human resource does not expect anything short of success and showing a role model is the crucial element in such a situation (Judge 765-780).

You have to realize that among the staff or employees within work places, there are deviants who never realize any form of trust and you should work hard to win them back instead of investing to fight them. It is always in writing that such characters are the best, generate the highest level of commitment, and trust when they change their ways and trust the roles given to them by the organization. Building trust in this case will generate confidence in employees where they manage to try many things on their own and in the process, they improve their creativity and innovations and can in no time make exceedingly strong leaders. It is essential to note that leaders can only emanate from the group of employees to perpetuate the organization to excellence (Judge 765-780).

Enhancing positive communication is another thrilling tool that facilitates the best possible working environment that perpetuates leadership development. Communication in any organization is a tool of exchanging ideas and facilitating all processes that lead to success. Poor communication is always the downfall of the organization and leads to high conflict among the team members. In any work setting, there is a need to develop excellent communication avenues and strategies that can even solve conflicts that bring down the success of the organization. A positive work environment creation demands that each employee enjoys the feeling of being valued (Judge 765-780). To accomplish this, the leaders within the particular setting need to listen to individual employees and honor their grievances. This great strategy of communication enhances value and respect among all employees and the leaders. A whopping communicating strategy in a work setting is regular meetings with the involvement and participation of all parties involved discussing the organization’s values, mission, philosophy, and goals.

The staff participation is relevant in making suggestions of ideas and thoughts that help a given unit in the organization to exemplify these. Taking into account what the participants value as pleasurable and their expectations from the organizations facilitates effective communication even better. It is apparent that with good communication, the employees and all parties involved feel appreciated (Judge 765-780). They can facilitate their innovativeness without fear of prejudice meaning that they develop their leadership attributes without any interruptions. This scenario within the organization calls for a boost of department cohesion, which at times grow weak because of the disparity. Such cohesion will always facilitate the best of communication and allow flexibility among employees diversifying their opportunities of developing leadership traits (Judge 765-780).

Giving the employees responsibilities and entrusting them for particular duties is also another excellent strategy incorporated among many organizations to facilitate a pleasant work environment and enhance leadership development. Many organizations practice a top bottom approach when dealing with employees, which is the reason why they fail. To help manage an organization better and foster success, a bottom up approach is the solution for such a situation. This approach gives the employees to facilitate things on their own (Judge 765-780). It is a risk to the organization but worth it because, once these employees succeed, they deliver more than expected to the organization.

A ‘Self-Fulfilling Prophecy’ is the ideal concept in a given environment to enhance success. The concept states that employees perform exactly as the perception of the others. Micromanaging employees only narrow their vision and bring down their potential innovations, which is why the management must utterly avoid such and practice motivation. Therefore, it means that when assigning duties to the employees a positive note on their ability to conduct such tasks means that they can manage (Judge 765-780). However, negative notes might demoralize their efforts and they end up failing in their respective tasks. It is therefore, advised that the human resources should always treat employees positively and demonstrates high expectations from them when they assign tasks. These employees even go an extra mile just to see unto it that they make it as expected and avoid disappointing. It is therefore, a form of motivation for employees. It gives them the spirit of conquering when performing tasks therefore; they are ready to develop a new skill just to manage to perform that given task. In the end, they develop leadership traits and can advance better in other performances (Judge 765-780).

Creating a Team Spirit within an organization is the best remedy for the creation of the soundest working environment. All organizations have employees with diverse attributes and who act as per the jurisdiction of the management; however, teamwork is the best approach of a successful organization. With teamwork, the employees appreciate diversity and can work together contributing to their success using the combined effort. A basic human need evident in all individuals is the feeling of belonging (Judge 765-780). It is also apparent that people need support when working in a given environment for effective completion of a task. Supportive work groups are a remedy to all environments that need successful completion of tasks. Leaders in a given work setting have a responsibility of creating a feeling of unity precisely among the members of the organization (Judge 765-780).

This unity is a considerable help to the team members creating a feeling of value and belonging among them essential to overcome any gargantuan task. With teamwork in place, the employees always function without tardiness and absenteeism minimizing any failing of tasks. All these calls for making the individual employee feel appreciated and foster a feeling that they are playing equal and indispensable roles for the organization. Encouraging the attitude of cooperation is what sums up the teamwork spirit within a work setting (Judge 765-780). After creating team spirit among employees, groups work towards the attainment of a common goal, which is to the advantage of the organization as well as a development of the individual. Teamwork in any setting allows sharing relevant to development of individual skills. Such sharing is decidedly crucial for fostering the best working environment and it is the ultimate source of individual leadership attributes. An evidence from human resource assessment among many organization demonstrate that organizations that practice teamwork as more successful that those that rely on individual attributes and skills (Judge 765-780).

Recognizing and appreciating employees is the final elements required in creating an enjoyable working environment and makes the roots f a successful organization. Recognition means showing the employees that the organization appreciates the efforts they make to develop success for the organization (Judge 765-780). Rewarding irreproachable conduct can be one effective way of enhancing and fostering the development in an organization. It is impractical for an organization to expect innovation from the employees without showing appreciation (Judge 765-780). In any work setting, the reason why individual work hard to achieve something comes from motivation. The motivation in terms of rewards can assure an organization that employees will work hard towards the achievement of a particular goal. In the event of practice, they develop leadership traits that are a benefit to the organization (Judge 765-780).

Problem solving for emergency management scenario

Problem solving is generally a mental process and precisely a part of the problem process including problem finding as well as problem shaping. Considered the most multifaceted of all functions, solving a problem takes the definition of a higher-order cognitive process, which requires the modulation as well as the control of more fundamental or routine skills. Problem solving happens when an artificial or organism intelligence system requires moving from a particular state to a relative desired goal state. Since problems occur diversely in respective organizations, finding solutions to the problem requires different approaches and implementation of the same in precise approaches (Beckmann 177-200).

At any working place, there is involvement of human interactions. This means that there are potential possibilities of conflicts that emerge within such work places following a differing of opinion, vision, ideas and many other attributes that explain the nature of the work force in that particular environment. Problem solving is therefore, an effective strategy in any management scenario because conflict is always a possible in such an environment (Beckmann 177-200). An organization needs to think over and apply problem-solving strategies to facilitate a congenial environment at the work place. Emergency management scenarios differ in occurrence within organizations meaning that the many available strategies of managing these problems differ in every situation. However, their application is relevant in enhancing tranquility at the work place and effective management of the organization running (Beckmann 177-200).

Many techniques apply in the event of problem solving within a given organization.  Abstraction are particularly essential when developing solutions to problems, this is solving the problem using the application of a model developed earlier within the system and see whether it works. This is crucial because it gives the organization a readiness to occurrence of problems and helps it handle such problems intelligently (Beckmann 177-200). Analogy is another approach that incorporates the using of a solution that was responsible for solving another similar problem. This applies in many organizations because problems engulfing the organization have some similarity. Brainstorming may also be part of the best solution to a particular problem in the event of hard times within the organization’s operations (Beckmann 177-200). Divide and conquer has been an ardent strategy for the organization divides a larger problem into solvable problems. Hypothesis testing though not common among organizations is ideal in problem solving. The approach involves the assumption of a possible explanation for a particular problem and precisely trying to prove the specific assumption. Lateral thinking also applies where solutions are given an indirect and creative approach (Beckmann 177-200). Means-ends analysis involves choosing a given action particularly at each step therefore, moving closer to the problem-solving goal. Among other methods, uses in problem solving include Method of focal objects, Morphological analysis, Reduction, Research, Root cause analysis, and Trial-and-error methods.

All these methods are soundly effective only if implemented at the right time and by the right approaches. The solution of the specific problem determines how the respective approaches gunner success in provide an adequate solution. Sometimes, there are many solutions to and a particular problem of which all of them can apply but it requires prioritization of the specific approaches to identify the best solution (Beckmann 177-200).

However, in an emergency, these strategies do not apply because there is not time for such applications. There is more of requirement if the problem in situations of emergency has to get a solution. Yes, they may apply but exceedingly rarely because the emergency warrants better strategies or the same strategies but implemented in a precise manner. There are assumptions that need appreciation in an emergency scenario if a perfect and appropriate solution to a problem succeeds. It is indispensable to appreciate that emergencies may end up creating some degree of confusion as well as disorganization at the routine organizational patterns level.

This way, the solution to a problem might be as easy as controlling the emergency and the solution precede with minimal efforts (Beckmann 177-200). Describing emergencies as social chaos is extremely incorrect because it might hitch the process of problem solving. It is also noteworthy to know that emergencies do not diminish the capacities of individuals within a given social structure meaning that they still have the ability to cope if given time to settle therefore, finding a solution to the problem. What individual do is to present unexpected reactions but within a short period, they are able to cope and start over the problem solving process.

It is also committed to note that problem solving can only start over with the existing social structure. Create other artificial emergency-specific structures only cause more problems in the situation of emergency and reduce the effectiveness of solving the problem. In such emergencies, problem solving also requires planning efforts built around the social units’ capacity making rational as well as informed decisions (Beckmann 177-200). The respective social units must be held as useful resources in the event of problem solving and ignoring the assertion that they cause more problems. Accepting the fact that the characterization of an emergency is possible through decentralized as well as pluralistic decision-making is an asset in the event of problem solving during such emergencies.

This way, autonomy of decision making gains value and this is supremely relevant considering that other approaches for instance centralization of authority are extremely biased when it comes to getting a sound solution to the problem (Beckmann 177-200). In the same note, under emergencies, creating open systems is of value in which there is placement of the premium on flexibility as well as initiative social units. This way, it is possible to coordinate an effort that facilitates effective problem solving in the event of emergencies with the goals of the coordination all set for problem solving (Beckmann 177-200).

Some of the requirements in emergencies problem solving are for the management to appreciate some of the attributes. It is convenient for any group tasked to provide a solution under such situations to learn that social chaoses as well as other dramatic disjuncture from normality usually occur in the event of an emergency. With this appreciation, finding a solution to the problem is easier. Appreciating that individuals and social structure capacity of coping with the situation during emergencies reduce would be a better approach to the situation. This allows better approaches to empower the social structures or individuals for them to fully, develop the ability to cope with the problem and find better solutions (Beckmann 177-200).

Having the knowledge that artificial social structures are of requirement in dealing with the reduced capacity will help the organization manage the situation of emergencies with minimal hitches. They can be able to establish a framework that is sound for finding solutions. This is through finding the sources of the problem and making appropriate strategies to tackle the problem from the source with better approaches. Appreciating that individuals and structures ability of making intelligent decisions in the event of emergencies must experience distractions allows room for corrections (Beckmann 177-200).

With the corrections in place, making better ways and approaches to the problem is the right approach in problem solution during emergencies. Another enthusiastic approach is having the knowledge that there is a need to place responsibility on a top-down structure of authority. This allows making the right decisions and communicating the same to the parties involved facilitating a permanent solution to the immediate problem. Finally, in emergencies problem solving, a knowing that a closed system is the best for overcoming the inherent weakness in such situations serves better in problem solving. The approaches helps deal with emergencies and propels better remedies for such situations finally ending the problems and stabilizing the situation within a given environment (Beckmann 177-200).

Explain the purpose of continuity planning and elements of viable operation programs

Continuity planning is the validation and creation of a practiced logistical plan precisely on how a particular organization recover or ardently restores wholly or partially interrupted critical (pressing) functions within an actual predetermined time after the disaster in the organization or after an extended disruption. The logistical plan is what many organizations term as continuity plan and helps frame solutions to the eventualities (Harney 109).

In plain language, continuity plan is working out various approaches on how to stay in operation in the event of severe disasters hitting the organization in respective seasons. Incidents of such disasters include local incidents for instance building fires, regional incidents for instance earthquakes, or national incidents for instance pandemic illnesses. All these might hit the organization rendering them ineffective; therefore, they require a preliminary or prior planning that facilitates the better solutions (Harney 109).

Continuity planning may be a part of a learning effort of the organization, which helps reduce risks of operational associated with lax management controls of information. This process may integrate perfectly with the improvement of information security as well as a corporation of practices for reputation risk management (Harney 109). A completed continuity planning cycle results in an official printed manual accessible for reference during, before, and after any forms of disruptions that hit an organization. Its principal is the reduction of adverse impacts of stakeholder determined by disruptions on both scope (what and whom it affects, and the extent it does so) as well as the duration (for instance days, months or hours).

Continuity planning methodology is correctly scalable for an organization relatively of any size or even complexity. Even though the actual methodology has roots particularly in regulated industries, all given organizations can create a continuity-planning manual, and debatably, every organization must have one in order to assure the organization longevity of operation (Harney 109). Evidence that organizations do not invest sufficient time as well as other resources into continuity planning preparations are abundantly evident when it comes to facilitation of disaster survival statistics. Fires enduringly close 44% of the organizations affected because of poor continuity planning (Harney 109). In the 1993 in the event of World Trade Center bombing, there were approximately 150 businesses out of 350 severely affected and yet failed to survive ultimately because of poor continuity planning. Conversely, the businesses affected by the September 11 attacks that engulfed the states with well-tested and developed continuity planning manuals were at least back in business after some few days showing that continuity planning is extremely crucial in such circumstances (Harney 109).

A continuity planning manual for a small organization simply may be a printed manual stored away safely from the primary location in the work situation. The continuity-planning manual should include addresses, names, and phone numbers of reputable clients to enhance crisis management staff, clients, general staff members, and vendors together with the offsite data backup location, copies of insurance contracts, including other critical materials to survive in such situations of emergency disasters. At its most intricate, a continuity-planning manual may delineate a secondary work site for the firm just to be safe incase of any disaster.

It may also propose regulatory reporting requirements, technical requirements, and work recovery measures, among others all geared towards the facilitation of successful reestablishment of physical records and business as a whole. A continuity planning strategy also facilitates means through which the business can establish a new supply chain, establish new centers of production in order to prevent the business from collapsing. Firms must ensure that their continuity-planning manual is precisely realistic and easy to apply and use during such crisis in order to develop success. As such, continuity planning approaches sits alongside crisis management as well as disaster recovery planning in any given organization enhancing the strength of the overall risk management of the organization (Harney 109).

The purposes of continuity planning approaches in business also feature depending on the respective phase of development. There are particularly five main phases that the continuity planning has to go through in order to show some relevance to the organization (Harney 109). The phases include analysis, solution design, implementation, organization, acceptance, and maintenance. However, other phases could be of value in establishing the best continuity planning approaches for the organization including risk Identification Matrix, Identification of risks as well as mitigating strategies and Roles and Responsibilities (Harney 109).

The analysis phase is particularly relevant and plays enormous purposes to a given organization. The phase includes threat analysis, impact analysis, and impact scenarios with the resulting continuity planning approach documentation. This is a veritable phase since it serves the purpose of establishing the best understanding of the strengths and weaknesses of a given organization. In this respect, the organization is able to plan and incorporate the strengths and weaknesses into the plans therefore, making the best and getting prepared adequately through enhancing the strengths and improving on the weaknesses (Harney 109).

The impact analysis phase also has a dominant purpose in emergency response preparedness for a given organization. This part of the continuity planning involves Business Impact Analysis. The analysis results in the immediate differentiation between decisive and not particularly urgent organization functions or activities. A function may be in this case hold as vital if the implications are damaging to the stakeholders (Harney 109). The aim of this part of the continuity planning is to seek attention to the critical issues in order to derive better planning for future prospects as well as identify the hierarchy of requirements in the given organization.   Perceptions of the adequacy of disruption may experience modification by the cost of maintaining and establishing appropriate technical or business recovery solutions. A function may also be critical in this case if dictated by law therefore, allowing the organization to prioritize in the best order and enhancing adequate recovery.

Threat analysis is also an ardent phase of continuity planning in any organization. It is through threat analysis that the given organization can be able to facilitate preparedness. In the continuity planning, the organization is able to specialize in particular threats through the analysis therefore, preventing any case of unpreparedness. The continuity planning entails a lift of the possible threats including Disease, Earthquake, Fire, Flood, Cyber attack, Sabotage, Hurricane, Utility outage and Terrorism among others therefore, giving the organization to specialize on the varying approaches for each threat and overcoming it incase it strikes. The threats most probably share a common impact with the potential damage engulfing the organizational infrastructure except for the disease threats. Therefore, the continuity planning in this case gives the organization an opportunity to plan particularly with a focus on disease (Harney 109).

Definition of impact scenarios is another thrilling phase serving a principal purpose in the organization setting. When potential threats are defined, documentation of such scenarios is relevant since they are the basis of any business recovery plan. In general, continuity planning for the most severe disaster or disturbance preferably starts with planning for a relatively smaller scale problem, since the impacts of the smaller scale problems partially serves as elements of the larger disasters (Harney 109).

Recovery requirement documentation is another part of continuity planning that serves capital purposes. This gives the business an opportunity to make a record and asses the level of damage therefore, establishing the way forward for complete recovery. Other phases including Solution design, Implementation, organizational acceptance, and Maintenance are also vital at this stage in ensuring that organizations can facilitate a long-term strategy of recovery and build stringer roots even after the disasters drawback (Harney 109). Arguably, continuity planning is a crucial element of any business and serves vital purposes of enhancing recovery after the disasters strike. In this case, it is upon businesses to establish own continuity planning strategies because they differ from one business to the other in order to derive the best remedy to disasters and increase the longevity of operation.

Role and responsibilities of entities as specified in the national response framework

The national response framework document provides the general overview of the precise roles and responsibilities of main partners at the State, local, tribal, and Federal levels responsible for the implementation of the Framework. All of these entities are part of the broad framework, which means that they have particular roles that without appropriate play of the respective roles, the framework can collapse. This includes relevant roles for the private sector as well as the nongovernmental organizations (Home Land Security). The chapter on roles and responsibilities sharpens the focus on exactly who is involved amid the Framework and what exactly to do in building and maintaining indispensable response capabilities. The respective entities of the framework hold particular responsibilities and vary in the implementation (Home Land Security).

The Local entity is one of the parties involved in the framework and holding distinctive roles. The responsibility for reacting to incidents, both manmade and natural, begins at the local level. This is for individuals and public officials within the county, town or city affected take charge of the responsibilities. Local leaders including emergency managers hold the responsibility of preparing their communities in the management of incidents locally. The Framework’s rejoinder doctrine plays a relevant role in helping the overall community leaders in coordinating the resources within precise jurisdictions, among flanking jurisdictions, and with the NGO and private sector for instance the American Red Cross. The key leaders play varying roles under this chapter (Home Land Security) (Home Land Security).

The Chief Elected relatively the appointed official include mayor, county manager or city manager, serving as a jurisdiction’s chief officer, hold the responsibility to ensure the general public safety and human welfare within that jurisdiction. Particularly, this official delivers strategic guidance as well as resources during response, preparedness, and recovery efforts.

Emergency management, among them preparation and training for efficient response, is the main obligation of respective local leaders (Home Land Security). Chief appointed or elected officials must have a precise understanding of their responsibilities and roles for successful emergency response and management. At times, the respective roles may demand the provision of guidance and direction to constituents in the event of a particular incident, but their activities do not generally focus on management and response of emergencies (Home Land Security).

On an ongoing basis, appointed or elected officials may as well be called to assist in shaping or modifying laws, budgets and policies in aiding preparedness efforts and improving emergency management as well as relevant response capabilities (Home Land Security). Any event can have a mix of economic, social, public health, environmental, political and criminal implications with serious potential long-term effects (Home Land Security). Noteworthy incidents demand a coordinated rejoinder across jurisdictions and agencies, political boundaries, organizations, and sectors of society among others. These incidents will undoubtedly require that appointed and publicly elected officials, as well as community leaders and business owners, make complicated decisions for the advantage of the community generally (Home Land Security).

Appointed and Elected officials help their respective communities prepare for, arguably respond to, and recover from incidents. The main responsibilities include the establishment of strong working relationships in the local jurisdictional leadership level as well as the core private sector, community partners and voluntary agencies. The main objective is getting to know, train with and coordinates with the local partners preliminary to any incidents and developing mutual aid as well as agreements of assistance for support in rapid response to specific incidents. They also serve to lead and encourage local leaders in focusing on preparedness through participation in training, planning, and exercises (Home Land Security). They support participation in local efforts for mitigation within the jurisdiction as well as those appropriate, with the subsequent private sector (Home Land Security). They serve to understand and implement laws as well as regulations that are in support of emergency response and management. The same also serve to ensure that local emergency plans seize into account the demands of jurisdiction, including property, persons, and structures. Finally, they have the responsibility of encouraging local residents in the participation within volunteer organizations as well as training courses (Home Land Security).

Members of Congress role engulfs in supporting their respective constituents for effective emergency and response planning. Members regularly help local leaders in understanding the Federal resources available for the preparation for incidents (Home Land Security). The emergency Manager is also an entity in this chapter and plays a vital role. The local emergency manager holds the responsibility and authority for overseeing all applicable emergency management programs as well as planned activities. He or she joins with chief appointed and elected officials in ensuring that there are amalgamated objectives regarding the jurisdiction’s plans and activities for emergency. This role details coordination of all aspects of capabilities for jurisdiction (Home Land Security). The manager in charge of emergency coordinates all gears of the local management program including the assessment of the availability and readiness of resources at the local level most likely of requirement during an incident and in the identification and correction of any shortfalls (Home Land Security).

Among other duties of the local manager include, coordination of the planning process as well as working cooperatively together with local agencies and other private-sector organizations, development of mutual aid as well as other assistance agreements. In addition, they involve coordination of damage assessments in the event of an incident, advising local officials on emergency management activities in the event of an incident, development and execution of public awareness including education programs (Home Land Security).

Department and Agency Heads are also part of the hierarchy and have prominent roles and responsibilities in the event of an emergency. Department and agency heads work in collaboration with the emergency manager in the course of developing plans for local emergency plans and providing key response resources (Home Land Security). The participation in the planning process makes sure that specific capabilities including firefighting, emergency medical services, law enforcement, public works, natural resources agencies and environmental are integrated into a plan in readiness of safeguarding the community. These agency and department heads and their immediate staffs plan, develop, and train to internal policies as well as procedures in readiness of meeting recovery and response needs safely (Home Land Security). They also should participate in exercises and interagency training to maintain and develop the necessary capabilities (Home Land Security).

Individuals and Households play also crucial roles in emergency development are part of the entities within the hierarchy. Although not in a formal way, a part of operations in emergency management, individuals and households serves a decisive role when it comes to overall strategies in emergency management (Home Land Security). Community members contribute to response management through the reduction of hazards in as well as around homes. By taking simple actions for instance raising utilities precisely above flood level or relatively taking in all the unanchored objects when experiencing high winds the individual reduce the level of damage that could result from such an incident (Home Land Security).

Preparation of an emergency supply kit or the household emergency plan is also the individual’s responsibility. This involves roles of ensuring that everything is well arranged and set incase of any disasters. The development of the household emergency plan as well as assembling a disaster supplies is also prominent in preventing any eventualities of a disaster. It is also their duty to monitor emergency communications extraordinarily carefully (Home Land Security). Throughout an event of an emergency, serious information reaches the public via the media. Among other responsibilities, include volunteering in the established organization, and enrolling in response training courses among others.

The Private Sector also has a role during, before, and after a disaster incident. This is because it also relates to the entire framework and affects individuals as well as the entire structure with the roles and responsibilities pertinent to it. First, they need to provide for the protection and welfare of their employees within a given workplace. In addition, managers should work seamlessly in collaboration with the private sector providing water, communication networks, power, transportation, security, medical care, and many other services. The participation of the private sector differs based on the organization’s nature and the nature of emergency incident (Home Land Security). Finally, they have the responsibility of helping individuals get adequate training on crisis management. Generally, the framework dispenses all the roles and responsibilities but without the dedication and commitment of all entities, the response cannot succeed. Taking the responsibilities enhances the programs of emergency prepared and facilitates effective management practices.

Works Cited

Beckmann, J. Complex problem solving, intelligence, and learning ability. In P. A. Frisch, J. (Eds.) Complex problem solving: The European Perspective (pp. 177-200) Hillsdale, NJ: Lawrence Erlbaum Associates

Harney, J. Business continuity and disaster recovery: Back up or shut down. New York: New York University Publishers, 2004. p.109

Home Land Security “National Response Framework” Washington D.C. 24 Aug. 2007. 01 Jan. 2008 <http://www.fema.gov/NRF>

Judge, T. “Personality and leadership: A qualitative and quantitative review” Journal of Applied  Psychology. 87(2002): 765-780.