
| Coordinating Among International Organizations in Complex Emergencies (Trainer's Guide, Draft 1st Edition) (Complex Emergency Training Initiative - Disaster Management Training Programme, 80 p.) |
Coordination Discussion Questions - Techniques
EXERCISE: Provide examples from your own or your organizations experience in which information sharing, collaboration, and joint strategic planning took place. What were the positive and/or negative results of each?
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Q. As a facilitator, what would be your meeting-management technique when you find there are several medical relief agencies competing to work in the same community?
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Q. Describe a model process for writing a Memorandum of Understanding for two agencies working in a complex emergency.
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Q. What would you do as a facilitator if an agency in the coordination body had a mandate that significantly over-reached its operational capacity?
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Q. What are some practical techniques to encourage organizations to stay in touch during emergency operations?
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Q. Do you agree with this recommendation, or would you include all legitimate organizations that want to participate in the coordination body? Why?
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Q. What does this mean in practice? Give an example.
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Q. Describe a personnel policy that would reward coordination.
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EXERCISE
For each of the barriers identified, suggest one or more coordination facilitation strategies that should help overcome it.
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Barrier |
Facilitation strategy to overcome barrier |
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1. Threat to autonomy (real or perceived) | |
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2. Professional staff fears | |
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3. Disagreement among resource providers | |
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4. Multiple local government, private sector and nongovernmental organizations | |
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5. Absence of consensus among participants | |
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6. Different expectations of different levels of the government hierarchy | |
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7. Coordination viewed as tow priority | |
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8. Costs and benefits are viewed as unsatisfactory | |
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9. Resources not available | |
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10. Diffusion of credit | |
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11. Lack of trust |
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12. Fragmentation |
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13. Highly centralized bureaucratic organizations | |
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14. Lack of coordination skills, knowledge and experience |
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15. Staff turnover |
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16. Unilateral donor actions | |
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17. Ineffectual or inappropriate coordination leadership |
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