Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.771152
Title: Combined strategic and transformational leadership paradigm for Red Cross/Red Crescent organisations to increase age diversity among volunteers
Author: Karahasanovic, Drina
ISNI:       0000 0004 7656 7847
Awarding Body: University of Liverpool
Current Institution: University of Liverpool
Date of Award: 2018
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Abstract:
National Red Cross and Red Crescent organisations represent one of the bigger and more widely spread networks in the world. Having such a character, they also have the potential to contribute to any global initiative, under condition that it is in line with their mission. The services and activities of the national Red Cross and Red Crescent organisations are traditionally implemented by their volunteers. Currently, 17 million Red Cross and Red Crescent volunteers worldwide provide support to vulnerable people. However, it is observed that volunteers in a lot of the national Red Cross and Red Crescent organisations belong to one major age group, or are of similar age: either the volunteers are only young people or they are mainly senior citizens. The leadership of these organisations are aware of this issue and show interest in improving age diversity among the organisations' volunteers. The research studied this particular situation and came up with recommendations as to how leadership can reach or improve age diversity among volunteers associated with their organisations. The study included an action research, which involved 30 individuals - leaders of different national Red Cross or Red Crescent organisations, who shared their stories on the age diversity among their volunteers and offered their recommendations on how to achieve it, increase it and sustain it. With age diversity achieved among its volunteers, national Red Cross or Red Crescent organisations will be able to provide a better quality service delivered to the most vulnerable, and consequently will contribute to the social sustainability of their organisations in their national contexts, which will further influence and add to global social sustainability due to the Movement's global character. Age diversity among the volunteers of national Red Cross or Red Crescent organisations will increase the ability of the organisations to recognise real problems and vulnerabilities, and to design appropriate programmes which will address and contribute to solving them. Based on the research findings, the results of the literature review, and the personal knowledge and experience of the author, guidelines for the leadership of Red Cross and Red Crescent organisations aimed at increasing and achieving age diversity among volunteers of their organisations were developed. The guidelines include seven guiding principles. In addition, the research recommends that the combined model of strategic and transformational leadership paradigms should be practised by national Red Cross and Red Crescent organisations' leadership in their work with volunteers. The third recommendation is related to the guidance for National Society statutes, which is currently being revised. It is suggested that a set of new standards related to volunteers, including on the age diversity of volunteers, are included in the final document, which will then be utilised by the leaders of national Red Cross or Red Crescent organisations. Action undertaken in relation to these recommendations showed how age diversity among volunteers of national Red Cross or Red Crescent organisations can be increased if the suggested action is followed and implemented by the leadership of these organisations.
Supervisor: Ellwood, Paul ; Akbar, Hammad Sponsor: Not available
Qualification Name: Thesis (D.B.A.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.771152  DOI:
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