Hiringand Motivating Volunteers
Hiringand Motivating Volunteers
Dueto increased unemployment in the current world economy, the number ofvolunteers has increased, both in the profit and non-profitorganizations. Actually, volunteers add great value to non-profitorganizations and almost one hundred million people volunteerannually across the world. This group of employees helps to savemoney in the organization as well as providing better services to thecustomers. Similarly, they help an organization reduce the cost ofits services and improve its expertise. In the Unites States ofAmerica, organizations with the highest number of volunteers includeschools, orphanages, hospitals, and local fire companies. Actually,there would be no nonprofit organizations without volunteers.
Someof the main reasons for volunteering include the desire to give backto the society. Most people or professionals volunteer to work incharitable organizations such as hospitals and orphanages to giveback to the society. They may sympathize with the problems thesociety is going through and may opt to chip in and help in solvingthese problems. Similarly, they volunteer to learn and acquireadditional skills in their relevant fields of study. The rate ofunemployment has increased due to the increase in the number ofgraduates from different fields. Getting an internship program insome of the organizations has also become challenging. Therefore,most graduates prefer to volunteer in some of the non-profitorganizations to learn more about their careers (UDMedia Arcade, 2017). This experience becomes important when lookingfor jobs. Another reason for volunteering is to belong. Once anindividual takes part in a voluntary program, he/she feels satisfiedand part of the community in which he/she has volunteered.Furthermore, volunteering enables one to determine the meaning oflife and his/her self-worth in life. Lastly many volunteers feeluseful after completing the program since they have contributedtowards solving a community problem or they have helped in savingpeople’s lives in one way or another.
Eventhough the volunteers also benefit from the institution in variousways, they should be motivated since they become part of theorganization’s staff. It is normal thatthe motivational needs of humanbeings arefulfilledtokeep them focused towards achieving the goals of the organization.One major way of motivating the volunteers is through the TotalCompensation Model. This is a model consisting of four levels ofcompensation through which an organization should consider inmotivating its voluntary staff. One of the levels of compensationaccording to this model is the material compensation. This levelconstitutes of three major ways of motivating employees with thefirst one being wages and benefits. As proposed by the expectancy andequity theories, the volunteers should be paid wages to remainmotivated. These wages can be paid over an established period such asafter a month or two weeks (UD Media Arcade, 2017). They should alsoenjoy benefits, such as medical cover, just like other normalemployees in the organization. Material compensation also involves asafe and conducive working environment. In case of a risky workingenvironment, the volunteers should be given protective clothing suchas gloves to protect them from various accidents at the work place.Similarly, they should work under a conducive environment withadequate compensation and appropriate working hours. Organizationswith volunteers should not subject them to long working hours justbecause they volunteered. They are just normal human beings andshould be treated the same. Thus, a volunteer with adequate salaryand benefits, accompanied with a safe and conducive environment islikely to remain motivated towards achieving the goals of theorganization (UD Media Arcade, 2017).
Thesecond level in the model is social compensation, which mainlyfocuses on interpersonal relationships in the organization. Everyinstitution is a social place where people from different backgroundsinteract. The volunteers must therefore be given adequate time tointeract with other people in the organization and crate new friends.This could be achieved through having tea breaks and meetings toincreases their interaction. Creating an engaging and positive workenvironment also gives them a chance to interact with other employeesand learn more about the company. Through such working environment,the volunteers are not likely to get bored with their duties. Rather,they will be lively and motivated to work for the organization.
Thenext level of compensation is the psychic compensation, which mainlyfocuses on the emotions of the volunteers and how it affects theirperformance. Self-esteem is very important in determining theperformance of an employee in an organization. The volunteers have toalways feel useful in the organization (UD Media Arcade, 2017). Thiscalls for rewards and recognition of outstanding performance. Forexample, the management may come up with tea breaks for all theemployees during which volunteers with outstanding performances arerecognized and appreciated. Similarly, those with poor performanceshould also be noticed and encouraged to improve in theirperformances. Through such initiatives, the volunteers realize howuseful they are to the company and the worth of their contribution.Such feelings boost their self-esteem and keep them motivated towardsachieving the goals of the company.
Thelast level is the spiritual compensation which focuses onself-actualization of the volunteers. Apart from achieving the goalsof the organization and making the company successful, the volunteersmust also fulfill their needs as they work for the organization. Theymust identify and enjoy the meaning of life. This can be achievedthrough exploiting their talents and utilizing their abilities.Therefore, the organization can come up with additional activitiessuch as sports where all the employees participate and are awardedfor outstanding performances (UD Media Arcade, 2017). Similarly, theorganization may come up with training programs to enable thevolunteers improve their skills and even acquire new skills indifferent fields of study. This could be fulfilling and motivating tothe volunteers.
Toensure the productivity of the volunteer, the organization mustundertake a number of activities. First, it is important to ensurethat the volunteer is likely to add value to the organization. Thisis through identifying the duties and roles of each volunteer.Secondly, the management must ensure that every volunteer is assignedduties that correspond to his/her skills. Thus, before they areallocated roles in the company, the management must first analyzetheir skills and give them corresponding duties in respectivedepartments. Similarly, the allocated jobs must be in line with theirinterests so that they remain motivated throughout their stay in theorganization (UD Media Arcade, 2017). Lastly, just like otheremployees, the volunteers should be managed in one way or the other.This calls for integrating them in the company’s overall personnelmanagement system. Through this, the management determines theirperformances, their strengths and their weak areas where they mayneed assistance from other employees.
Tosum up, every volunteer must be treated just like a normal employeefor them to remain motivated in the organization. The four levels ofcompensation must be utilized by paying them adequate salaries,providing a conducive working environment and ensuring that they meettheir actualization needs in the organization. Similarly, theorganization must determine the level of their performance and thevalue they are adding to the organization.
UDMedia Arcade, (2017, March 16). Motivatingand Hiring Paid & Volunteer Staff.