志愿者管理已成为一个重要问题-美国作业代写 [4]
论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2017-04-05编辑:cinq点击率:18718
论文字数:2000论文编号:org201704051708115194语种:英语 English地区:美国价格:免费论文
关键词:美国作业代写留学生作业志愿者
摘要:本文是美国留学生作业代写,主要内容是讲述志愿者在私营部门和非营利/公共部门组织的作用以及如何如何进行志愿者管理。
ization, the way that they are managed can determine whether they stay or find another organization where they can donate their time. In a study by Cuskelly, Taylor, Hoye and Darcy (2006), the implementation of the Human Resource Management (HRM) approach to volunteer management and retention of volunteers was observed. The HRM approach seeks to professionalize and create a 'business like' approach to the management of people. When the approach was implemented, fewer volunteers were reported leaving an organization because of management problems (Cuskelly et al., 2006). When improved planning and orientation was used for volunteers, fewer problems were reported, therefore improving the retention and job satisfaction of volunteers within an organization (Cuskelly et al., 2006).
Communication between paid staff and volunteers also plays a major role in volunteer satisfaction and retention. Garner and Garner (2010) found that organizations that encouraged their volunteers to give constructive feedback and keep the lines of communication open had a lower turnover rate than organizations that did not encourage it. Garner and Garner (2010) stated, 'volunteer satisfaction made little difference in participants' communication choices, but participants' motivations to volunteer did influence how they communicated problems to paid staff' (p. 826). By allowing volunteers to address a problem, and giving them the freedom to figure out a solution, managers are giving them 'empowerment' (Garner & Garner, 2010, p. 815). This can increase the volunteers' satisfaction with an organization because they can see how their contributions help the organization achieve its mission.
However, sometimes it is hard to avoid volunteer turnover in the current economy. Lesley Hustinx (2008) found that in today's society, volunteer's motivation for quitting can be caused by both outside and inside pressures. In a survey of ex-volunteers, Hustinx (2008), found a number of pressures that caused individuals to give up their volunteer work. Some of the outside pressures included: time pressures, family commitments and regular job or school schedules (Hustinx, 2008, p. 245). Managers can do little to address these issues. The inside pressures included: management differences and organization of volunteer work (Hustinx, 2008, p. 248).
Volunteer Motivation 志愿动机
In order to improve volunteer motivation, it is important to make sure that volunteers feel valued and appreciated. It helps them to know that the organization has a genuine concern about their efforts and well-being. Farmer and Fedor (1999) studied the Psychological Contract Perspective approach and how it could motivate volunteers. The Psychological Contract Perspective helps volunteer managers understand volunteer behaviors and motivators. Farmer and Fedor (1999) confirmed that a number of organizations were not meeting the expectations of their current volunteers. However, if the organization was meeting their expectations, then the levels of participation increased (Farmer & Fedor, 1999). In a couple of instances the volunteers were willing to overlook their unmet expectations if they shared common values with the organization (Farmer & Fedor, 1999). Shortly afterwards, however, Farmer and Fedor (1999) reported that the volunteers would develop a sense of separation from the organization because they felt the organization did not care about their wel
本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。