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Organizations & Social Change

Creating and Maintaining a spirit of volunteer-ism within the non profit sector.
by

Kayde Auger

on 28 March 2011

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Transcript of Organizations & Social Change

Volunteer What's going on? 61.8 million Americans volunteered in the U.S. between 2009-2010 Last Semester there were 6,499 volunteer hours just with council & programmers.
On my event alone, which is a month long event, we had over 2,000 volunteer hours.
With these hours we raised 42,698 pounds of food & $5,000 for families in Cache Valley. Here is the problem: This year the Val R. Christensen Service Center has experienced an all time low when it came to volunteer retention. 2 Views on what makes volunteers stay: Organizational Commitment Affective: emotional attachment
They recognize the value of the organization (intrinsic motivation) Normative: sense of obligation & loyalty.

Continuance: Awareness of the costs
associated when leaving.
(more options out there, no pay) What Caldwell and Andereck Think.
4 Factors of Volunteer Motivation Solidary- the need for social interaction. (2nd)
Purposive-doing something beneficial for society or an organization.(1st)
Commitments- certain skills a person has to offer & expectations that link a person to an event.
External Traditions- relates to family or friend involvement & the idea of rewards or special privileges. Volunteers are the future leaders of our organizations Engelhorn, R, & Khoo, S. (2011). Volunteer motivations at a national special olympics event. Adapted Physical Activity Quarterly, 28, 27-39.
Vuuren, M, Jong, M, & Seydel, E. (2008). Commitment with or without a stick of paid work: comparison of paid and unpaid workers in a nonprofit organization. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOG, 17(3), 315-326.
How to keep your volunteers? Analysis of Rewards Phillips, M, & Phillips, L. (2010). Volunteer motivation and reward preference: an empirical study of volunteerism in a large, not-for-profit organization. SAM Advanced Management Journal, 07497075, 12-39. Job Characteristics Model
in the volunteer sector 5 Factors that keep a volunteer there Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Have work that allows them to participate to the best of their abilities. Millett, V, & Gagne, M. (2008). designing volunteers’ tasks to maximize motivation, satisfaction and performance: the impact of job characteristics on volunteer engagemen. Motivation and Emotion, 32, 11-22.
? What's going on today? Reasons why people Volunteer?
#1 is because they were asked on campus. (face to face) How to make it the best experience for your volunteers:
Use your time wisely, don't get too many volunteers.
Make sure someone checks in often with volunteers.
Give your volunteers a job description.
Play to their strengths (table discussion)
Have volunteer tranings & follow ups.
Say thank you in many ways. R
o
b

C
a
r
d
o
n Further Questions??? What if there are organizational
issues which are causing a lack in
motivation/ volunteer retention? How can you capture volunteers from the start? eady, Set, Go!! What have we learned?
*Create volunteer work that is specialized to certain volunteers, & allows for autonomy.
*Get friends and family involved.
* Switch your volunteer's jobs around. Don't let them stay in the "envelope licking" area the whole time.
* Huge rewards are not neccessary. Focus on the warm fuzzy feelings and how others were benefited.
Work Cited:
Engelhorn, R, & Khoo, S. (2011). Volunteer motivations at a national special olympics event Adapted Physical Activity Quarterly, 28, 27-39.
Burea of Labor Statistics, U.S. Department of Labor. (Photographer). (2011). Volunteering in the united states 2010. [Web]. Retrieved fromhttp://www.bls.gov/news.release/pdf/volun.pdf
Millett, V, & Gagne, M. (2008). designing volunteers’ tasks to maximize motivation, satisfaction and performance: the impact of job characteristics on volunteer engagemen. Motivation and Emotion, 32, 11-22.
Phillips, M, & Phillips, L. (2010). Volunteer motivation and reward preference: an empirical study of volunteerism in a large, not-for-profit organization. SAM Advanced Management Journal, 07497075, 12-39.
Vuuren, M, Jong, M, & Seydel, E. (2008). Commitment with or without a stick of paid work: comparison of paid and unpaid workers in a nonprofit organization. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOG, 17(3), 315-326.
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