We Are All Volunteers, With A Wide Range Of Experiences And Perspectives

For example if you work in the Labor and Delivery Department, you get forms from the volunteer office to the actual labor and delivery halls where the mothers are with their newborns. There forms are filled with the name of the mother’s way of delivery her baby’s gender and date of delivery. Sometimes the in different departments the volunteers are asked to do different things. The volunteers sometimes may not be doing their work. Many volunteers “help improve the reputation of volunteers worldwide by doing what you say you'll do, whether it's honoring the volunteer role and schedule you'd agreed to, providing ample notice if you're unable to perform your tasks or responsibilities, saying no or stepping away from volunteering when necessary, or simply serving as a good representative of the organization in the community” (A Volunteer's Bill of Rights and Responsibilities). This is evidence that when the volunteers are getting away with things that shouldn’t be doing, are forgetting why there are spending their time at the hospital and why they shouldn’t be given more to do. They already make a difference in patient’s lives and of asked to do more the volunteers may slack

Whether we like it or not, conflict is a part of everyday lives. It can happen to anyone, from your friends to your family.

The Salvation Army hires employees who accept the organization’s core values, supports the mission, and maintains the organization’s image. As a result, “an organizational climate is created where employees share perceptions about the organization and work environment” (Robbins & Judge, 2015, p. 251). The organization relies mainly on volunteers, so leaders must communicate actively with the community to gain support, as there are few paid positions. The majority of volunteers come from the community, religious organizations, or college students who are interning within the Salvation Army.

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

Volunteering is often seen as free labor. However, there is a significant cost associated with the recruitment, training, and maintenance of the volunteer force. A full-time staff to oversee the volunteer program is necessary as well to ensure volunteers are being used effectively. The recruitment process varies from advertising to speaking at schools to

Meetings are a common tool used by companies and organizations for a variety of purposes, and they can be implemented in a variety of ways. Properly implemented, meetings can be effective, productive, and increase involvement of the participants at the meetings. If not implemented properly, meetings can be costly as well as unproductive for both the leader and the participants. By examining recent meeting characteristics of Wheatridge Park Care Center and the Phi Theta Kappa organization at Seward County Community College, a better understanding of the positive and negative aspects of various meeting styles may be explored through applying and analyzing the events of the meeting against conflict management principles recommended in Raines (2013).

Over the years’ volunteers,’ services have increased tremendously. These stakeholders participate in leadership roles in nonprofit and profit groups. Volunteers exert influence in the organizational decision-making process because their particular task gives them the authority to exhibit their skills. For example, I am a board member at a local nonprofit hospital. I collaborate with other volunteers offering advice and services that help influence the hospitals' daily operation, while improving my leadership and decision-making skills in the process. Ohmer (2007) discussed that "Citizen participation" actively involve selves in developing problematical situations in neighborhoods and leading policies and programs that affect the quality of

I was asked to become a Junior Leader for UNC Hospitals’ summer high school volunteers. Out of 1,400 candidates, I, along with nine other volunteers, were chosen to guide new high school volunteers through their summer volunteering experience. Prior to that, we prepared an orientation for the volunteers and interviewed them. Some of the volunteers I lead were hand selected by

Based on the eight elements discussed in our book, The Lincoln Family YMCA doesn’t meet the criteria of a System of Good Volunteer-Staff Relations. The only element that they followed was “Overall Policy on Volunteer Involvement” being that, they do provide a clear policy explaining why they involve volunteers and have a volunteer program (McCurley, P. 238). In fact, their website indicates that the volunteer program raises funds, supports the youth, influences societal issues, and gives back to the community (http://www.valleyymca.org/about-your-y/support-your-y/volunteer/). The YMCA fails to asses staff capabilities, which is important and can help volunteer and staff interaction be successful. The Lincoln Family YMCA should consider developing a system that evaluates staff’s attitude and previous experience toward volunteers, so they will be able to know how much staff members can contribute to the involvement of volunteers (McCurley, P.239).

The purpose of this paper is to demonstrate my knowledge of volunteer organizations. Twenty years ago I began my volunteer career working for a relatively young faith-based non-profit organization. My initial community beautification responsibilities progressively developed into other areas of service including teaching, fiscal administration, and event logistics coordination. Through my evolutionary involvement as a multidimensional volunteer, I was able to learn about the inner dynamics of volunteer organizations: fiscal pressure, bureaucratic barriers, struggles to build and maintain community engagement, and the pros and cons of an exclusive volunteer labor force. For documentation I am including my letter of resignation (2014) as the financial

“Conflict is a complex process that may have constructive and deconstructive effects” (Labrague & McEnroe–Petitte, 2017, p. 45). What is the nature of the differences? What are the reasons for the disparities? Does the leader endorse ideas or behaviors that add or diminish the conflict? Does the individual need to be mentored by someone to successfully

This vison, while inclusive of ideas from all staff members, should originate from the thoughts of the Executive Director (Palkon, 1997). Since the Executive Director is primarily responsible for the direction of the organization, several aspects of volunteer involvement should be considered when formalizing the organization’s fiscal year goals. When doing so, it ensures that the use of volunteers will be well thought out, in turn, ensuring that volunteers are used in the most efficient and effective ways (Palkon, 1997). After the Executive Director has developed the vison, Palkon (1997) suggests that there should be a paid staff member who is fully responsible for the management of volunteers. Reason being, a successful volunteer program requires that a large proportion of this staff member’s work time be dedicated to managing and working with the volunteers; furthermore, empirical research has demonstrated that most coordinators of volunteers have major additional work responsibilities that limit the time they can devote to the volunteer program (Brudney, 1999). The implementation of such a top-down model, prove beneficial to the recruitment of

I am so thankful that we were asked to partake in this service activity. I am grateful for this course and happy to have gotten the opportunity to learn more about volunteering opportunities now. I hope that I will be able to continue some volunteering activities for myself in the future. I am truly thankful for this opportunity to give my time and to write this paper to reflect on this experience. This seems to be so therapeutic for me and I hope for others in this class as well. It helped me to get a sense of autonomy, choices, and connection within this service

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

The important issue, however, is not whether or not a conflict exists, but how it is handled once it is identified. Conflict can be detrimental to the team effort when it is not addressed quickly, but allowed to grow and widen the gap between those team members whose opinions differ from each other. This tension can lead to decreased productivity and low team spirits, which can negatively affect the entire organization. On the other hand, if conflict is identified and addressed by following a structured process and by involving everyone affected by the conflict, it can result in personal progress for all team members. Another benefit of this progress is the discovery of an actual solution to the initial problem is derived from the conflict.