The purpose of this descriptive study was to conduct a state-wide needs assessment of Tennessee 4-H Youth Development Extension Agents to determine the perception in working with 4-H Volunteer Leaders and the knowledge level of volunteer management. This study also determined the need for a formalized 4-H Volunteer Leader management system. Targeted participants were University of Tennessee (UT) Extension Agents and Tennessee State University (TSU) Extension Agents with 4-H job responsibility. Participants were asked to complete a four part questionnaire instrument. Components one through three of the instrument were used to determine the need for a formalized 4-H Volunteer Leader management system, the knowledge level in managing and the perception of working with 4-H Volunteer Leaders. The final component was used to collect demographic information. After completion of a pilot study, 161 Extension Agents were targeted to participate in the study. The questionnaire was administered on web-based data collection system known as Survey Monkey. Results indicated 90% of Extension Agents agreed there is a need for readily available, web-based materials. Results also indicated a need (66% agreeing) for a comprehensive 4-H Volunteer Leader management system. Also, results found high proficiencies, up to 97%, in both knowledge levels of managing 4-H Volunteer Leaders and perceptions of working with 4-H Volunteer Leaders. Demographic information was correlated among measures of knowledge, perception and the need for a formalized 4-H Volunteer Leader management system. Significant correlations were found between risk management of 4-H Volunteer Leaders and Extension tenure, also between Extension tenure and the perception of 4-H Volunteer Leaders being welcome within the school system. Significant correlations were also between recruiting volunteers and outside of Extension volunteer/employee management; between outside of Extension volunteer/employee management and removing 4-H Volunteer Leaders. Implications indicate a need for additional resources to provide training and information for both agents and 4-H Volunteer Leaders. Findings also indicate materials should be web-based for easy access for both agent and 4-H Volunteer Leader use. Data responses show there is a need for a formalized 4-H Volunteer Leader management system that would encompass all aspects from recruitment to retention of 4-H Volunteer Leaders.

Thesis (M. Ed.(Educational psychology))-University of Pretoria, 2005. / Includes bibliographical references. Available on the Internet via the World Wide Web.

This thesis explores the experiences and practices of disaster relief volunteers. This thesis is based on ethnographic fieldwork conducted over a period of fifty-three days in the summer of 2007 at the post-hurricane Katrina Lower Ninth Ward of New Orleans, Louisiana. Through innovative practices and a commitment to the principle of “solidarity not charity” volunteers produce not just material aid, but an ideology of social justice. This thesis is also an exercise in engaged scholarship in that the author directly participated in the disaster relief effort as a volunteer.

This dissertation engages the historiography of American citizenship and identity, republican traditions in American life and thought, and explores the evolution of military leadership in American society during the American Civil War. The nature, experiences and evolution of citizen-soldiers and citizen-officers, both Union and Confederate, reveal that the sentimental, often romantic expectations and ideologies forged in the American Revolution and modified during the antebellum era were recast, adapted, and modified under the extreme pressures of four years of conflict. Civil War citizen-officers experienced extreme pressures to emulate the professional officers of the regular army and to accommodate the ideological expectations of the independent, civic-minded volunteers they led. These junior leaders arrived at creative, often ingenious solutions to overcome the unique leadership challenges posed by the tension between antebellum democratic values and the demands of military necessity. Though the nature and identity of the officers in both armies evolved over time, the ideological foundations that informed Civil War Americans’ conceptions of military service persisted throughout the conflict. The key to the persistence of the citizen-soldier ethos and citizen-officer image during and after the Civil War era lies in the considerable power of antebellum Americans’ shared but malleable republican tradition. By focusing on the experience of volunteer company-grade officers in the Civil War era, we discover how the ordeal of the Civil War forced Americans to reevaluate and reconcile the role of the individual in this arrangement, both elevating and de-emphasizing the centrality of the citizen-soldier to the evolving narrative of American identity, citizenship, and leadership.

This study examines the extent to which volunteer-run local land trusts in Ontario are governed in a manner that will allow them to protect valued ecosystems effectively in perpetuity. It also identifies needs and opportunities for building the capacities of land trusts as long term stewardship organizations. The primary academic contribution of this research is the identification of criteria for evaluating land trust governance and their ability to meet their conservation aims. The criteria are applied in a case study of the Niagara Land Trust, a local land trust in the process of incorporating. Specific recommendations are made to assist this organization to improve its operations. The principal findings of this research are that some local land trusts have attained a level of governance which will allow them to protect land in perpetuity, but some land trusts have not. The failure of some land trusts could result in donors and government questioning the movement as a whole. Generally, the main gaps in capacity centre on weaknesses in financial sustainability, training/managing of volunteers, record-keeping, baseline inventories and continued monitoring, and the problem of requiring people to have specific professional skills in largely volunteer organizations. The thesis concludes by offering specific suggestions to the Niagara Land Trust, the Ontario Land Trust Alliance and the Canadian Land Trust Alliance. Local land trusts have provided many communities with an attractive option for conserving land; strengthening the movement will ensure that this grassroots work can continue.

In recent years, the nonprofit sector has grown and charitable organiza-tions have become more important. HRM has got a more significant role and it is no longer enough to build an organization on the perception that "doing good is good enough". Since charitable organization often have both employees and volunteers and they have different needs, goals and competence levels it is crucial to manage both groups in a suitable way in order to achieve the organizational goals. For that reason we will focus on how charitable organizations can use Human Resource Management to motivate their staff in order to get a desirable performance and a better outcome. The purpose with our research is to see how HRM is used in order to manage the volunteers and employees in a charitable organization and what consequences this de-sign has for the organization. Since previous research has not focused on both employ-ees and volunteers our research will fill an important gap and therefore our ambition is to contribute to the research society by acknowledging this phenomenon. In this research we have done a single qualitative case study of Rädda Barnen and conducted two interviews. We have discovered that both groups are managed differently in the four areas of HRM (flows, performance, involvement & development) since they have different needs, goal and competence levels. Furthermore, we found that Rädda Barnen has been struggling with retaining (and recruiting) volunteers.

This study examines the extent to which volunteer-run local land trusts in Ontario are governed in a manner that will allow them to protect valued ecosystems effectively in perpetuity. It also identifies needs and opportunities for building the capacities of land trusts as long term stewardship organizations. The primary academic contribution of this research is the identification of criteria for evaluating land trust governance and their ability to meet their conservation aims. The criteria are applied in a case study of the Niagara Land Trust, a local land trust in the process of incorporating. Specific recommendations are made to assist this organization to improve its operations. The principal findings of this research are that some local land trusts have attained a level of governance which will allow them to protect land in perpetuity, but some land trusts have not. The failure of some land trusts could result in donors and government questioning the movement as a whole. Generally, the main gaps in capacity centre on weaknesses in financial sustainability, training/managing of volunteers, record-keeping, baseline inventories and continued monitoring, and the problem of requiring people to have specific professional skills in largely volunteer organizations. The thesis concludes by offering specific suggestions to the Niagara Land Trust, the Ontario Land Trust Alliance and the Canadian Land Trust Alliance. Local land trusts have provided many communities with an attractive option for conserving land; strengthening the movement will ensure that this grassroots work can continue.

Abstract As the public began to pay more attention to the corporate performances¡¦ impact on the society, more enterprises are actively engaged in charitable activities in order to fulfill corporate social responsibility. By the observation of the development of Taiwan's public service activities, it can be found that most of the companies started to establish foundations as a feedback channel to all stakeholders. Porter said that social philanthropy should have a strategy. Strategic philanthropy is the way which not only intensifies the competitive advantages of the corporate, but also improves the social well-being. Therefore, this study investigates the influence of corporate foundations which takes the strategic philanthropy in the corporate foundations perspective and the research objects will be the foundations of different industries. This study hopes to understand how the different organization culture will have influence on motivation in the strategic philanthropy and the way of collaboration with non-profit organizations. This study is a qualitative study with secondary data collection and a semi-structured interview for the technology industry and financial industry and the subjects were Advantech ABLE Foudation and Chinatrust Charity Foundation, to understand as the practice of conducting strategic charity. The interview process to the recording, supplemented with notes taken down, in order to avoid missing messages, along with secondary data which analyzed according to the interview.   According to the documents, literature reviews and collecting interview results, we can propose the following conclusions: 1. The organizational culture of corporate foundations were affected by the companies, founders and the leaders. 2. The emergence of strategic philanthropy absolutely is the trend for the society nowadays. 3. The corporates can make the charity charitable orientation from the successful experience of strategic philanthropy and also unite the members. 4. Stable source of funding available in the non-profit organizations, a model to study business management and to increase awareness and level of exposure, volunteer working to resolve the plight of human resources.

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 2003. / Source: Masters Abstracts International, Volume: 45-06, page: 2935. Typescript. Abstract precedes thesis as preliminary leaves ii-iii. Includes bibliographical references (leaves 98-101).

Why do people work in the voluntary sector? Is the sector distinct, with characteristics that differentiate it from the private and public sectors? Is it important to consider the existence of the so-called ‘third sector’ when analysing behaviour in the labour market? Is altruism really an important motivation for workers in this sector? This dissertation is concerned specifically with the labour market in the voluntary sector: that is, workers who are the paid employees of independent nonprofit organisations. Using a large, national dataset, we explore empirically the predictions of the economic theory of voluntary organisations. In particular, is there evidence for a ‘warm glow’, the extra utility that workers receive for working towards a goal that they share with their employer? Does this glow exist, and is it brighter in the voluntary sector? We examine in turn sector differences in wages, working hours, and find evidence that employment in the voluntary sector is significantly different in some characteristics from both the private and public sectors. The main economic theories of voluntary sector wage-setting rely on some formulation of ‘warm glow’ utility or intrinsic motivation derived from working for an organisation with a mission shared by motivated employees. This leads to a prediction of lower wages in the voluntary sector. The empirical findings in the existing literature have focussed on US data, and the results have been mixed. Using pooled cross-sectional and panel datasets based on UK employment data between 1997 and 2007, we show that there is some evidence of warm-glow wage discounts in the sector for male workers, but that these wage differences have been eroded as the sector has grown. Although there is not a significant sector wage difference found for women, there is evidence that they have also experienced faster wage growth in the voluntary sector than the private. There are significant sector differences in working hours within the Health & Social Work industries, particularly in overtime working. Workers in the voluntary sector work more hours of unpaid overtime, whilst those in the private sector work more hours of paid overtime. Controlling for overtime hours has a significant effect on sector wage differentials. In particular, accounting for unpaid overtime results in evidence of a warm-glow wage discount for female workers. We analyse this data at a time when the sector has been growing dramatically, driven by government policy to reform public services. Our findings suggest that this policy has had unintended consequences for the voluntary sector labour market.