Importance of Taking Volunteer Motivation into Account when Recruiting Staff - Example

A critical discussion of the importance of taking volunteer motivation into account when attracting, recruiting and retaining staff in an events organization Contents Introduction 3 Discussion 3 Theoretical framework of volunteer motivation 3 Importance of volunteer motivation for attracting, recruiting and retaining staffs in an events organisation 5 Recruiting employees 6 Retention employees 6 Attracting employees 7 Conclusion 8 References 9 Introduction Human resource is considered as the most important capital of any industry. Previously it was thought that humans are easily available and so no thoughts were given on the importance to retain them. However recently this notion has changed and now a day’s employees are considered as valuable assets as any other asset of the company and perhaps even more valuable asset than the financial assets. In case of an event organization recruitment and retaining of volunteers is a very important step towards organization success. Recruitment of volunteers is one half of the battle. However the most important part is the second half that is to retain the volunteers. Retention is important as old and experienced volunteers provide particular insight aimed at organizational efficiency. Discussion Theoretical framework of volunteer motivation Psychological contract model is very important in understanding the relationship between the employee and employer in an organizational context and also on the border notions of human behaviour. Psychological contract models refer specifically to the relationship between an employer and an employee. It specifically concerns about the mutual expectations of input and output (King and Inkson, 2011). Normally psychological contract models are seen from the perspective of an employee however to appreciate it fully it should be looked at both from employee and employers point of view. In reference to an employment context from the view point of the employee the psychological contract model refers to how the employee feels that where his employer is treating him fairly and without any biases. It seeks to find a balance between the two parts of the issue that is how the employer treats the employee and how much the employee is adept at executing his work. The psychological contract model is very flexible because at its heart is a philosophy and not a rigid formula. This makes the model very fluid and renders to the fact that it can be easily applied to a no. of areas. Since the psychological contract model is dynamic in nature it can evolve from time to time to include newer expectations by the employees from their employers in respect of the changing perception about employer and situation of employment. Psychological contract between employers is like an iceberg with most of the part invisible. These are unwritten or unspoken parts of the contract that cater to the expectation of the employees. To understand the concept of volunteer motivation one has to understand the fact that volunteers provide their time and effort for a wide variety of reasons. It was historically believed that volunteers provide their time and effort out of feeling of selflessness and altruism (Rehberg, 2005). It was felt that the primary motivation that the volunteers felt in order to take up volunteer work is the mental satisfaction that they got in helping others. However there is other motives to which should not be overlooked while looking after the subject of volunteer motivation in context of motivating them for event management. In the current scenario volunteering involves more project oriented expectation that is specific in context of a project. Studies have found that volunteers are motivated by a no. of factors such as altruism; chance to meet different people, personal needs and emotional needs (Yeung, 2004). People might also take up volunteering as a part of the leisure activity. People who take up volunteering as a leisure activity do not do so in order to seek motivation altruistically. They instead do so because they feel that by taking part in volunteering activity they can effectively utilize their leisure period. Volunteers may also take up the volunteering activity for some other motives that they may have such as to seek direct or indirect benefits from the activity for themselves or their family. Studies have found out that the volunteers are not always guided by altruistic motives to join a volunteering cause but many a times they are motivated by financial and monetary benefits that they seek. A particular study found out that there are four important motivating factors that motivate a volunteer to take part in an event. These factors are identified as solidarity, purposive, commitment and external traditions (Twynam et al, 2003). Volunteer motivation to take part in a certain event may also depend on other factors as well. For example in case of a large scale sports event the additional motivating factor may be to see the event live and free. These results suggest that more than financial or altruistic benefits volunteers actually take part in an event because they feel enjoyment in doing so. Importance of volunteer motivation for attracting, recruiting and retaining staffs in an events organisation The case mainly highlights that the company has obtained a contract and now it is required to hire some paid staff and some unpaid volunteers to complete its project. But the company has faced a severe problem of retaining its productive and efficient employees which it hired for its last project. Therefore the company now decided that it has to re formulate its HR issues in such a way so that it can retain its present productive employees and the employees that the company is going to hire for the project obtained. The companies now days face problem in recruiting new employees and adopting suitable strategies for attracting its volunteers. Retaining the experienced volunteers and the employees thus is a very important and a critical issue of the companies. The HR department should focus and provide importance on how the company can recruit and retain its employees. The major problem that the company faces is the lack of adequate and effective organizational resources which mainly includes the inadequate employees or the volunteers for carrying out the workload, lack of training and the inadequate information that is provided to its clients and the employees. The company mainly faces the problem or the issues related to conflict of the ineffective management, inadequate communications, organizational politics and the undefined and unclear roles (Grandori, 2013). Recruiting employees The steps towards the improvement recruiting the employees or the volunteers are: Developing contact which includes the personal touch, word of mouth, targeted approach, inviting a friend or relatives can be termed as the most effective way or process of recruiting potentials. Selling the organization or the company that means explaining the benefits and the reason why the volunteers or the employees should join the organization and also explaining the work culture of the work place. Conducting matching and screening this refers or explains the effort or the initiative that is required to be adopted by the organization in matching the resources with the ability of the volunteers in order to allocate the assignments among the volunteers. Creating a good and proper impression this can be done by specifying, clarifying and communicating the expectations of the organization from its volunteers or the employees. Retention employees The steps towards improvement in retention capacity of the employees The organization is required to show respect and a sense of appreciation for its volunteers or the employees this increases the value on a long term basis Developing communication and responsibility towards its employees and volunteers this can be done by transmitting the information among the employees or the volunteers through the newsletters the employees or the volunteers should be able to identify what the organization expects from them (Kreisman, 2002). Providing and explaining the meaningful and various experiences of the volunteers that includes or involves in inspiring or motivating the employees or the volunteers in finding out different ways or means in doing a work. Providing the volunteer’s social experience and social support this facilitates the employees or the staff in building and developing new friends in which the volunteers will be able to share their experiences and organizing the events for the employees and inviting them to participate in those events. Attracting employees Attracting of the employees or the volunteers in the organization mainly depends upon the hr or the manager of the organization. The most effective way or the method of attracting the employees is by providing them a good compensation and benefit package (Kiyomi, 2014). The main steps towards attracting the volunteers or the employees for working in the organization are as follows. Creating and developing a good brand image of the company this will attract potential and productive employees to join and work for the organization. The ability of treating the volunteers or the employees by the HR this deals with understanding the various needs mainly the safety needs of the employees. The main key terminology that the HR is required to follow while recruiting the volunteers are respect to the employees, taking pride of the organization, a sense of belonging and community, appreciation to the deserved employees (Daft, 2007). Conclusion Volunteers or the employees in the event organization generally prefer to work and serve well in the organization. The organization sometimes faces problem in recruiting effective and productive employees and then retaining them. For the effective recruitment and retention strategies to be formulated it requires two things that are required to be adopted that is the dedication of the managerial and the organizational resources and the culture of the organization that reflects the personal values, growth of the organization and also respects the cultural differences that exist in the organization. The most important and the vital step that is required to be adopted by the organization is attracting , recruiting and retaining the volunteers is to ensure that the experiences gained by the volunteers in working with the organization has lead to their personal growth and development. References Daft, R., 2007. Management. Mason: Cengage Learning, Grandori, A., 2013. Handbook of Economic Organization: Integrating Economic and Organization Theory. London: Edward Elgar Publishing. King, Z. and Inkson, K. 2011. Contested terrain in careers: A psychological contract model. Journal of human relations. 64(1), pp.37-57. Kiyomi, D., 2014. Succession Planning and Implementation in Libraries: Practices and Resources: Practices and Resources. New York: IGI Global. Kreisman, B.J. 2002. Insights into employee motivation, commitment and retention. [Pdf] Available at:http://www.businesstrainingexperts.com/white_papers/employee_retention/Employee%20Motivation,%20Commitment,%20&%20Retention.pdf [Accessed 18 December 2014]. Rehberg, W. 2005. Altruistic individualists: Motivations for international volunteering among young adults in Switzerland. International journal of voluntary and nonprofit organizations. 16(2), pp.109-122. Twynam, G.D., Farrell, J.M., & Johnston, M.E. 2002/2003. Leisure and volunteer motivation at a special sporting event. Leisure/Loisir. 27(3/4), pp.363-377. Yeung, A. B. 2004. The octagon model of volunteer motivation: Results of a phenomenological analysis. International journal of voluntary and non-profit organizations, 15(1), pp. 21-46. Read More