Nonprofit organization senior leaders conduct business in an increasingly complex and competitive market environment relying on monetary donations to sustain the capacity of their organizations to meet service requirements. The purpose of this single case study was to explore the strategies that nonprofit organization senior leaders used to motivate donors to make monetary donations to their organizations. The target population of the study was 3 senior leaders of a nonprofit organization in the southeastern United States who implemented effective strategies to motivate donors to make monetary donations to their organization. The conceptual framework used for this study was self-determination theory. Data collection for this study consisted of semistructured participant interviews, a review of public and internal organization documentation, and organization performance outcomes. Data for this study were manually coded and thematically organized. The analysis of the data identified relationships, effective communication, active listening, and social media marketing as 4 key themes affecting donors’ motivation to donate to nonprofit organizations. The implications of this study for positive social change include the potential to provide practical strategies that nonprofit organization senior leaders can use to motivate donors to make monetary donations to their organizations, thereby enhancing senior leaders’ capacity to provide critical services to members of the communities in their organizations’ dedicated service areas.

No description available.

No description available.

The diploma thesis is focused on Visegrad Group citizens' trust in nonprofit organizations. Public trust in nonprofit organization is crucial for functioning of nonprofit organizations in society and for their societal status. The diploma thesis discusses trust in postcommunist countries which is generally considered weak due to their past. The purpose of the diploma thesis is to find out if diffences in trust in nonprofit organization of V4 countries citizens exist with regard to educatiion and age of citizens. The first and also thereotical part of the thesis consists of theoretical concepts of civil society, nonprofit organization and relevant types of trust. Empirical part of the thesis consists of methodology, analytical steps, intepretation, results and conclusion. In order to test the two hypotheses based on expected relation between trust in nonprofit organization, age and education the ordinal regression was used as a research method which led to a discovery of statistically significant relation between variables. Key words: civil society, nonprofit organization, trust in nonprofit organization, Visegrad Group

長期以來，國內非營利組織的運作經費大多來自於社會大眾的捐款，然而透明度不足，捐款是否善用及管理是否妥當等責信上的質疑，一直困擾者非營利組織。針對此一現象，研究者嘗試引營利組織中為解決代理問題和資訊不對稱等問題之「治理」概念，並以「治理」之□石—內部控制做為研究的焦點，進行探索性研究，了解國內非營利組織在組織運作上的內部控制制度，包括控制環境、風險評估、控制活動、資訊與溝通及監督等部份的概況。 本研究以立意取樣的方式，以台北市四個地方性婦女福利基金會為研究對象，並以個別訪談的方式邀請基金會的主要管理者參與研究資料的收集工作。本研究除了呈現受訪基金會和受訪者的基本資料、內控觀點外，還分析受訪基金會的內控風險。最後，研究者歸納出受訪基金會在資源募款、制度設計、透明度和監督上的風險，並據此提出討論和建議。 / The funding of domestic nonprofit organizations has mainly come from the donation of the public for quite a long time, however, due to the lake of transparency, the doubt of whether the donation is properly used and well controlled is always bothering the nonprofit organization executives. Awaring of this problem, the researcher try to bring the governance concept which is used to solve the agency problem and asymmetric information in profit-seeking organizations into the research and focus the research on internal control of nonprofit organization. The exploring research is to understand the domestic nonprofit organization internal control system in organization operation, including the general situation of control environment, risk assessment, control activities, information and communication, and monitor. This research is done through purposeful sampling and on four regional woman welfare foundations located in Taipei. The researcher invites the executives of these foundations individually to join the project and data are collected from them. In the report, there are the basic data about those selected foundations and the executives viewpoints on internal control and the researcher’s analyses can also be found. The analyses are on risk and other aspect of the selected foundations. The research is concluded with a discussion on the risk of fund raising action, system design, transparency and supervision, the researcher’s suggestions also present in the report. Key word： nonprofit organization, governance, internal control

The role of the nonprofit sector in the Czech Republic has gained in importance during the last decades. The number of nonprofit organizations and employment in the third sector is growing. On the other hand, directors of nonprofit organizations have to face problems with high fluctuation of their staff. I assumed that motivation of nonprofit employees is different from employees working in for profit sector. The aim of the thesis is to analyze influences of the nonprofit sector's characteristics on the motivation of nonprofit workers in the social field in the Czech Republic. The main contribution of my research is that results and recommendations of my work should help directors of nonprofits retain experienced employees. It was confirmed in my research that satisfaction with pay does not have an influence on the intention of nonprofit workers to leave their organization. In accordance with a theoretical approach, a mission of the nonprofit organization has a key role in the motivation to work in the nonprofit sector. Surprisingly, the most important factor for decision to stay with the organization is feeling of appreciation. Recognition of work performance from supervisors and colleagues even override the dissatisfaction with pay. There are several low-cost strategies to reward employees such as regular verbal recognition for best employees, or vouchers for cultural and sport activities, wellness, and other nonmonetary benefits. It was proved that family friendly policies are strongly valued by nonprofit workers as well.

There are 1.4 million active nonprofit organizations in the United States; however, funding sustainability often forces nonprofit senior leaders into closure, which can lead to increased unemployment and decreased services provided to local communities. Nonprofit senior leaders seek help from scholars, at times, to identify strategies to secure sustainable funding sources, improve the sustainability of funding, or prevent or reverse losses of funding to their organizations. Through the conceptual lens of the general systems theory, the 2015-2016 Baldrige Excellence Framework and Criteria, and single- and double-loop learning, this single-case study explored strategies used to secure sustainable funding for nonprofit organizations from businesses, foundations, and individual donations. Through a purposeful sample of 3 senior leaders of a small nonprofit organization located in Baltimore, Maryland, data collection occurred through semistructured interviews, a review of public and internal documents, as well as performance outcomes. Through thematic analysis, 4 themes emerged: process strengths, process opportunities, results strengths, and results opportunities. Identifying strategies to secure sustainable funding may assist nonprofit senior leaders when struggling in an environment in which the supply of critical resources is low. The findings have implications for positive social change for nonprofit senior leaders and the community. Nonprofit senior leaders that secure sustainable funding may offer a positive influence in communities by reducing unemployment, creating new jobs, providing tax payments, promoting philanthropy, and improving lives.

In the nonprofit industry, lapses in internal controls and low levels of accountability have resulted in many organizations becoming insolvent. Grounded in the agency theory, the purpose of this correlational study was to examine the relationship between federal compliance requirement, executive compensation, nonprofit size, nonprofit type, and internal control infraction. Archival data were collected from 144 nonprofit organizations in the southeast United States. The results of the multiple regression analyses indicated the model was able to predict the relationship between federal compliance requirement, executive compensation, nonprofit size, nonprofit type, and internal control infraction, F(7, 136) = 6.559, p < .001, R2 = .252, with non-profit type (hospitals), (β = -9.392, t = 7.191, p <0.050), accounting for a higher contribution to the model than executive compensation, (β = -0.049, t = 1.96, p <0.050). Federal compliance requirement and nonprofit size did not explain any significant variation in internal control infraction. The implications for positive social change included the potential for a better understanding by nonprofit managers of the importance of internal controls, leading to the effective and efficient provision of goods and services needed by members of society.

Many leaders of nonprofit organizations (NPOs) lack strategies to replace leaders who leave the organization. An organization is in jeopardy of survival without an effective leadership development and succession planning strategy. The purpose of this single case study was to explore strategies NPO leaders use to develop future generations for leadership roles within the organization. Data were collected from face-to face semistructured interviews with 4 executives and 2 directors of a NPO in Texas and a review of documents including organization manuals, organizational charts, the employee handbook, and a management-in-training course. The human capital theory and succession theory were used as the conceptual framework for this study. Yin's 5-step process guided the data-coding process, and member checking was used to validate transcribed data. Data analysis consisted of coding, thematic analysis, and key word analysis, which resulted in 4 major themes: the need for a formal succession plan, removal of barriers to succession planning, investment in human capital, and practices and processes for succession planning. The implications of this study for social change include contributing to the organization's stability and profitability, which might allow the organization to provide services for the community and continue the development of human capital. Nonprofit leaders can benefit from the findings of this study by developing sustainable practices and improving strategies to implement succession planning.

Evaluation capacity development (ECD) has been acknowledged as a system of processes to help organizations achieve sustainable evaluation practice. Examining the existing evaluation capacity of an organization before starting an ECD process is necessary and will increase the possibilities of success, determined by the establishment or strengthening of an evaluation system into the organization. In response to this need, this study involved the designing of the Organizational Readiness for Evaluation Capacity Development (ORECD) checklist and its initial validation, using a mixed method research design. The study was conducted in four phases, including: (a) the design of the ORECD checklist based on a review of the literature; (b) a review of the ORECD checklist by five experts to obtain face and content validity evidences, with emphasis on relevance and clarity of the items and how well the items fit the corresponding component; (c) a pretesting about the appropriateness of the wording of the items and format of the ORECD checklist by a sample of doctoral graduate students with formal training in evaluation and professional evaluators; and (d) a field study with 32 nonprofit organizations to determine the utility and benefits of using the ORECD checklist and potential improvements to the instrument. This phase generated information about the psychometric properties as well as consequential validity evidence. Findings indicated that the ORECD checklist has great potential to determine the readiness of an organization to develop evaluation capacity, as demonstrated by the feedback received from various groups of participants, establishing face, content, and consequential validity. Results from the psychometric analysis showed correlations that, for the most part, suggested that the components are measuring aspects of the same construct. In addition, the alpha for most of the components supported the reliability of the ORECD checklist. The two components with alphas close to but below .70 required modifications in order to improve their reliability. Also, it was necessary to modify or reword some of the items. Ongoing efforts should provide information about how the changes made to the ORECD checklist are working and additional validity evidences as the one that can be obtained through factor analysis. This will allow the exploration of the underlying structure of the ORECD checklist and its components. It is expected that the ORECD checklist can be a contribution to the body of literature about ECD helping to address organizational readiness in order to support and sustain the development of evaluation capacity within organizations.