عنوان مقاله [English]
In our daily lives, the nature of some conditions and experiences is so that people get into trouble, whether they like it or not, as their mental health may be threatened. Resilience includes a set of individual and psychological capacities, which with their help, one can resist difficult situations and will not got hurt. The present study seeks to outline the development of resilient human capital in the face of crisis. According to the purpose of this research, its method is a qualitative type and semi-structured interviews, with emphasis on exploratory approach. To select experts to conduct interviews with 18 managers and experts from the Fire Department and the Red Crescent Society through the analysis of the theme.
According to the analysis of the content and the answer provided factors affecting in the face of crisis were categorized in 5 categories: changes in values and attitudes, planning in management, increased adaptability, adaptability to conditions, and ability to cope with risk.
In risky environments, where business face many challenges, organizations, by focusing on issues history to achieve their goals by taking advantage of opportunities to achieve issues beyond goals. Organizational studies are both focused on the use of opportunities and problem solving. The successful movement of these issues and shocks depends on the development of human capital in organizations. Resilience indicated an organizational situation, and achieving better levels and situations of the organization in the resilience requires the development of resilient human capital. On the other hand, improving resilience in active organizations requires a deep understanding of expertise and knowledge to prevent crises and reduce their impact. In this regard, traditional crisis management, which emphasizes guidelines, processes, and strategy change, usually does not lead to the survival of organizations or increase their resilience. Therefore, organizations must take an action to increase and develop the resilience of their human capital and consider it in short-term and long-term work structures.
The study was conducted by the Fire Department and the Red Crescent Society.
Materials and Methods
The present research is in the category of applied research in terms of research orientation. In addition, according to the general purpose of the research, the research method is of qualitative type and with emphasis on exploratory approach. The data collection tool was semi-structured interviews. In the present study, interviews with managers and experts of the Fire Department and the Red Crescent Society were considered, and to select experts to conduct interviews, a combination of non-probabilistic and purposeful methods, judgment and snowballs were used. To analyze the text of the interviews, the method of content or theme analysis. In this study, the theme hierarchy was used in the form of themes. The identified concepts were examined based on the researcher's intuition and understanding of the subject, and according to the commonality of the concepts, they were categorized in the form of main themes or in the form of sub-themes.
Discussion and Results
The situation of resilient human capital in the face of crisis can be explained like this. The theme of change in values and attitudes, value-oriented, self-awareness, transcendent goal, heresy, hopefulness, generosity and wisdom. The planning and management theme, strong diplomacy and managers, opportunism, and crisis management. The theme of increasing adaptability, creating a suitable and safe supportive space in the home, empathy and mutual understanding of people, beliefs, values, logical and strong expectations, and religious values and beliefs. The 15-item ability-to-adaptability theme consists of hopeful foresight, strategy maintenance with a crisis approach, and problem-solving with a proper approach to crisis, and the ability to deal with risk. Psychological empowerment is community-based and interpersonal empowerment.
The majority of respondents from both groups of managers and experts, emphasized the need for change in values and attitudes, as the main factor in the development of human capital in the face of crisis. They cited values and attitudes that could be considered factors influencing the development of resilience in the organization; factors such as; Value orientation, self-awareness, transcendent goal, trust and recourse, heresy, hopefulness, openness and wisdom.
According to the interviewees, among the factors that play a key role in resilience to facing a crisis is the ability to cope with risk. It can be seen that people's willingness to take risks is usually due to the satisfaction of tendencies such as curiosity, the discharge of emotions, long-standing and traditional habits, its value, and the like. The theme of risk-based empowerment refers to psychological empowerment, community empowerment, and interpersonal empowerment. Most of the people interviewed in this study believed that they should treat people with kindness, correctly and respectfully, and respect their personality, thoughts, and ideas. They also worked with words and deeds, words and attitudes, and expressed the right way of thinking about their profession, to maintain respect and promote their dignity among the people and society. The fourth main class identified is related to planning and management. The interviewees were of the opinion that "at the time of the crisis, having well-thought-out plans would create the condition so that the authorities would be able to use the right method quickly and efficiently." From the point of view of the interviewees, frustration causes great harm to the individual and society. To survive and grow, humans need to find ways to cope with daily stress and adversity.