Background: Non-profit voluntary organisations are becoming increasingly important and many people are dependent on them in today’s society. These organisations could not work as well as they do or might not even survive without its volunteers, therefore the motivation of volunteers is of great importance. The Red Cross is the largest voluntary organisation in Sweden and also highly valued internationally. We wanted to find out what the employees at the Red Cross do to motivate its volunteers, if they use any guidelines for motivation and if they know what motivates volunteers. Purpose: The purpose of this study is to investigate how the employees and the management of the Red Cross motivates its voluntary workers, as well as examine what actions can be taken to improve this. Method: To investigate human behaviour, such as motivation, a qualitative study is suitable. We have therefore chosen to perform such a study and have made ten personal interviews. In order to get the full picture we decided to do five interviews with volunteers and five with employees at the Red Cross. Some of the interviews were performed at the headquarter in Stockholm, a few at the local office in Jönköping and a couple over the phone. Conclusions: The employees at the Red Cross motivate its volunteers by letting them set goals, by offering education, acknowledge contributions among other things. No outspoken guidelines for motivating volunteers are used and we think it should be implemented into the organisation. It has come forth during the study that the voluntary leaders are given large responsibility and we suggest that these responsibilities should be divided and delegated to a larger amount of people. We have also found that there is a difference in motivation between the older and younger generations. To attract younger volunteers it is important to adhere to the differences and be aware of the shift of values in society.

<p>Background: Non-profit voluntary organisations are becoming increasingly important and many people are dependent on them in today’s society. These organisations could not work as well as they do or might not even survive without its volunteers, therefore the motivation of volunteers is of great importance. The Red Cross is the largest voluntary organisation in Sweden and also highly valued internationally. We wanted to find out what the employees at the Red Cross do to motivate its volunteers, if they use any guidelines for motivation and if they know what motivates volunteers.</p><p>Purpose: The purpose of this study is to investigate how the employees and the management of the Red Cross motivates its voluntary workers, as well as examine what actions can be taken to improve this. </p><p>Method: To investigate human behaviour, such as motivation, a qualitative study is suitable. We have therefore chosen to perform such a study and have made ten personal interviews. In order to get the full picture we decided to do five interviews with volunteers and five with employees at the Red Cross. Some of the interviews were performed at the headquarter in Stockholm, a few at the local office in Jönköping and a couple over the phone. </p><p>Conclusions: The employees at the Red Cross motivate its volunteers by letting them set goals, by offering education, acknowledge contributions among other things. No outspoken guidelines for motivating volunteers are used and we think it should be implemented into the organisation. It has come forth during the study that the voluntary leaders are given large responsibility and we suggest that these responsibilities should be divided and delegated to a larger amount of people. We have also found that there is a difference in motivation between the older and younger generations. To attract younger volunteers it is important to adhere to the differences and be aware of the shift of values in society.</p>

Thesis (M.A.)--Carleton University, 2004. / Includes bibliographical references (p. 230-243). Also available in electronic format on the Internet.

Thesis (M.S.)--University of Wisconsin--Madison, 1966. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1992. / Vita. Abstract. Also available via the Internet.

This doctoral dissertation traces how the Red Cross Movement was able to gain a foothold on the Indian subcontinent and came to play an important part in colonial civil society and in the nation-building process from the last third of the nineteenth century onwards up until the end of the interwar period. Far from being at the mere receiving end, it suggests that India played a crucial role in shaping and making the Red Cross Movement. It argues that India became an important hub of transnational and international Red Cross humanitarianism in Asia. The developments on the subcontinent had deep regional, international and global repercussions and were crucial in transforming the Red Cross into a global movement From the last third of the nineteenth century onwards, Indians started to organise humanitarian missions and institutions to help their co-religionists and co-citizens, but also as an act of claiming citizenship and of stressing their role in the ethical community of humanity. Like the Swiss Red Cross founders, Indian intellectuals too constructed a moral universe couched in universal terms, yet it was rooted in their own moral, geographical and imagined spaces of allegiance and affection. It was based on pan-Asian, pan-Islamic and anti-colonial conceptions of a supranational ethical community. By the end of the interwar period, the different humanitarian initiatives culminated in a distinctively Indian Red Cross and Red Crescent tradition. It recast the Christian mid-nineteenth programme of civilising war into a pan-Asian, anti-colonial, anti-communal and anti-racial internationalist movement that had deep reverberations beyond the Indian locality. It was upon such a humanitarian tradition that Nehru's non-alignment policy was built. By reconstructing a distinct Indian Red Cross and Red Crescent tradition this dissertation attempts to de-centre the rigorously Eurocentric and institutional focus of the current body of research on the Red Cross movement and humanitarianism more generally. It enhances our understanding of the relationship between British imperialism, decolonisation, nation-building in Asia and international and transnational humanitarianism.

No description available.

The Red Cross, Red Crescent and Red Crystal Movement is the largest humanitarian movement in the world with 97 million volunteer workers around the globe. The organisation relies on seven fundamental principles, the Neutrality Principle being one of them. The questions of this essay are: *Is it yet possible to provide neutral humanitarian aid in the 21st century? *Have the humanitarian crisis’s changed between the 20th century and the 21st century?

Thesis (M.S.)--West Virginia University, 2005. / Title from document title page. Document formatted into pages; contains iv, 74 p. : ill. Includes abstract. Includes bibliographical references (p. 64-74).

This study contributes to the understanding of how humanitarian and development non-governmental organizations function and how they improve their work efficiency in order to be able to fulfil their goals. The thesis focus lays on the reorganization of the Swedish Red Cross and especially their new management project Framtid2020. The project’s purpose is to change the structure of the organization and hopefully make the organization more united. The thesis is using a qualitative method with 7 semi-structured interviews and two different theoretical perspectives to be able to analyze the finding as broad as possible. The interviewees are 7 different people, with different perspectives, experience and thoughts of the project. The findings from the interviews are best to summarize as hope for the Framtid2020 but also a fair for feeling overthrown and not represented. Framtid2020 is the greatest change done to the Swedish Red Cross since the creation of the organization. The core action of the project is the merging of groups. The merge is a change from decentralization to centralization, all of the Red Cross groups in the same municipality becomes one large centered controlled group. For the case of Växjö, 12 groups will become one group with one board. The two theoretical perspective that the thesis is using is David Lewis theoretical tools of development NGO´s management and Stephen Cummings perspective of centralization and decentralization. The theoretical perspectives analyze what caused the need for a reorganization this large and the material from the interviews provides what the workers see as the cause. The research questions the thesis will answer is, how has the Red Cross functioned in Växjö before the new strategy was designed, why did the Red Cross decide to undergo major structural changes, what does the new strategy look like and how have the Red Cross workers responded to the new strategy.