Webmasters February 15, 2021 4 Comments

THE MOTIVE TO VOLUNTEERING

Volunteering either through individual or group action is away in which: human values of community,
caring and serving can be sustained and strengthened it is a fundamental building block of civil society. It
brings to life the noble aspirations of human kind, the pursuit of peace, freedom, opportunity, safety.
For every reason a person volunteers, there is a need associated and to effectively convey gratitude, it is
necessary to determine what everyone’s distinct need is. Everyone has a button that can be pushed and the
issue is intriguing each potential volunteer so they will become ebullient in a distinct way. These
necessities include, an agency that has a stimulating mission has a good reputation, is effective at what it
does, is financially secure, and makes them feel needed and valuable. A program that successfully attracts
and retains volunteers reduces the number of people entering and exiting through a revolving door, saves
volunteer leaders from the incessant undertaking of filling roles, and offers gratifying and enduring
volunteer experiences.Volunteering in Uganda

There are several factors relating to peoples’ motives for volunteering, which included the following:
a) Serves as a groundwork for employment
b) Presents a reward for displeasing employment
c) Offers opportunities to meet people and build relationships
d) Provides opportunity for personal growth, development, and recognition
Maxwell (1993) addressed factors associated with the motivation of volunteers. When people are
involved in creating something, they will support it because they have an investment in the issue, which
can be referred to as goal participation. Displeased volunteers are eager or inspired to make an immediate
change; also, known as positive dissatisfaction.

“Potential board members, volunteers, and staff who feel their skills and passion will be put to good use
will be inclined to contribute their efforts to a successful non-profit, advancing their active participation in
the community while benefiting your non-profit and its mission” (LaPiana & Hayes, 2005, p. 42). These
authors also discussed that some competitive challenges distinctive to these organizations include the
following: community involvement, mission, and public perception. It is essential to keep these elements
in mind regarding attracting, motivating, and retaining volunteers.

Significant contributions, goal participation, positive dissatisfaction, recognition, and clear expectations
also motivate people to engage in volunteer work. People may be interested in volunteering based on
altruistic or instrumental motives. Furthermore, some people are inspired to engage in volunteer roles
because of ethical motives such as a desire to help others, religious beliefs, believe it is a social duty, or
help themselves feel better. Others with influential reasons may want to prepare for employment
opportunities, better use free time, interact with others, gain experience in a field, or help with displeasing
employment issues. They also explained that when volunteers work in an encouraging environment,
recognize efforts, and work to maintain positive relationships, they are more likely to remain engaged.

Other reasons that motivate people to engage in volunteer capacities include significant contributions,
goal participation, positive dissatisfaction, recognition, and clear expectations. When it is appropriate for
volunteers to assist in recruiting other volunteers, retention can be positively impacted. Furthermore,
when volunteers represent an organization, this indicates trust, a confident organizational culture, and
assurance that the agency offers a worthwhile experience for the volunteers. Fisher and Cole (1993)
explained that psychological needs can impact a person’ interest and decision to volunteer. An
environment can influence the choice to continue volunteering. Hager and Brudney (2004) explained that
age can be a factor in volunteer engagement and commitment. They continued to discuss that people
under age 24 are known to have lower retention rates and are less likely to sustain relationships compared
to older volunteers. Due to the substantial preparation and consideration associated with a person’s
decision to volunteer suggests that individual needs are essential foundations of volunteer motivation
(Dwyer, et al., 2013).

This involves determining where people fit, how their abilities can be put to proper use, and then provides
them with the tools needed to adequately perform their roles. Volunteers are more likely to remain
engaged when they have the resources needed to successfully perform their position, have a clear
understanding of expectations, are interviewed, and reasonably placed in their appointment.
In conclusion People engage in volunteer capacities because they care; therefore, it is essential to provide
them with opportunities to contribute as much as they can.

Webmasters February 12, 2021 7 Comments

VOLUNTEERING AND SOCIAL DEVELOPMENT

While popular images of volunteers may focus on a specific individual service, such as looking after
the sick or elderly, this is only one of many possible volunteer roles today. The historical evolution in
perception, practice and philosophy of volunteers has meant greater recognition of a diversity of
understandings about volunteering work. These can now encompass reciprocity as well as ‘helping’,
capacity development beyond charity, professionalism in addition to well meaning unskilled labour,
at the same time as dealing with causes and symptoms. These notions of volunteering as building
solidarity and empowerment and supporting local ownership and values may also be regarded today
as capacity development.

“On Volunteering and Social Development”, Davis Smith suggested a framework for defining and
understanding the meaning of volunteering (United Nations Volunteers, 2001). It depended on the
setting and a typology of volunteering clarified on the basis of the final outcome or purpose. He
identified four basic types of voluntary activity: mutual aid or self help; philanthropy or service to
others, participation; and advocacy.

The typology was particularly interesting from a development perspective in its acknowledgement of
mutual aid or self help. In the North this might not be considered typically a volunteer activity), while
in the developing world it is recognized for the social and economic support it provides for a high
proportion of the population.

In other words there is some diversity in language about volunteering with some people equating it
with service and others suggesting service implies a more intensive commitment but there is clearly
room to bring them together. Service is an organized period of substantial engagement and
contribution to the local, national, or world community, recognized and valued by society, with
minimal monetary compensation to the participant.

Indeed the scale of international volunteering for development provides an insight into its potential
importance though it has rarely been calculated. Such figures are also complicated by differing
definitions and durations but United Nations Volunteers estimated that volunteer development
workers “add up to about one-fifth of all skilled international personnel serving in developing
countries, but account for a higher (and growing) proportion of the long-term (i.e. more than one
year) resident group among such personnel” at the start of the 1990s

With the growing recognition of volunteer work in development and currently increasing
international aid budgets, it is an important time to reflect on the role of volunteering for
development so as to improve it, refine it and consolidate its unique aspects so that it can be a
positive contributor towards reconceptualising development.

As demonstrated around the world, volunteers have a unique and important role to play as active
participants in the development process. Indeed, volunteers, volunteer involving organizations, as
well as volunteer networks are important resources that need to be properly recognized as legitimate
development partners. For UNDP, harnessing the energies and creativity of millions of people
worldwide who want to make a distinctive contribution through volunteerism to development and
peace will be critical in the years ahead.

Our vision is of a world where people, regardless of cultural, social and political divides, come
together for mutual benefit, living in peaceful co-existence. I conclude by stating that Volunteers can
be a useful form of technical assistance for development. They can fill genuine and important needs
in developing countries; they can provide a valuable and relatively inexpensive addition to other
technical assistance programs. They have in addition, a helpful effect on domestic public opinion
about developing countries and they are likely to promote international understanding. Success is
vested not just in the volunteer or the assignment, but the whole process; relationships between
partners and the volunteer cycle