REC101 Lecture Notes - Lecture 12: Job Satisfaction, Social Capital, Human Capital

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Volunteer Management & Co-production
REC 101
October 20, 2010
Note: 80/20 A small amount of people are doing a lot of volunteering , also youth, university
degrees, households over 100,000 and who attended religious services weekly
Also people with low income and old people
The Top Three Reasons for Volunteering
1. To make a contribution to the community
o ( altruism or collective identity )
2. To use one’s skills and experiences
o ( exchange theory or selective incentive )
3. Being affected by the cause supported by the organization
o ( collective identity or selective incentive or exchange theory )
Organizational Arrangements for Managing Volunteer Programs
1. Ad-hoc vs. On-going
Short term specific programs
Long term aspect of organizational structure
2. Centralized vs. De-centralized
Paid staff assist to the development/ design of volunteer roles
Individual sub-units take responsibility for their own volunteers
3. Staffing of organization from employee or volunteer
Paid employees responsible for staffing shows commitment to volunteers
Volunteers responsible for staffing effort becomes self-managing
Retention: Focus on Positive experience
Orientation: ( been lacked by volunteers )
o Provide a better understanding of the organization
People usually are confused and don’t understand how the organization
works
Training
o Ensure they have the skills to do the job, which increases job satisfaction
Creates anxiety if they aren’t given appropriate training
Supervision
o Essential to ensure quality performance, conduct an exit interview
Hard to fire volunteer, so it’s challenging to be a supervisor
Evaluation
o Determine if the needs of the volunteer & organization were met
What were the experiences of the volunteer, maybe they need to know how
they contributed to the organization
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