{"id":632,"date":"2020-02-08T14:11:54","date_gmt":"2020-02-08T12:11:54","guid":{"rendered":"https:\/\/cskwiki.hu\/en\/?p=632"},"modified":"2020-02-08T14:19:30","modified_gmt":"2020-02-08T12:19:30","slug":"need-for-a-volunteer-programme-and-strategic-planning","status":"publish","type":"post","link":"https:\/\/cskwiki.hu\/en\/need-for-a-volunteer-programme-and-strategic-planning\/","title":{"rendered":"Need for a volunteer programme and strategic planning"},"content":{"rendered":"

Recruiting volunteers also means transparency as volunteers get behind the scenes and get much more information about the organisation, internal relationships, and difficulties than the target group of the organisation. Be sure to be aware of this. Many organisations are scared to involve volunteers, unpaid helpers in their operation. However, the purpose of awareness is to be successful in the preparation, to avoid unexpected situations.
\nThe reasoning behind the involvement of volunteers must be very unambiguous, clear and unquestionable in terms of institutional responsibility, working hours and energy financed from public money.
\nLarge groups of volunteers can be important credentials and messengers for their institutions. An institution with poorly managed or unhealthy internal structures is much less likely to retain long-term volunteers. Volunteers are able to convey the institution’s reputation through one of their most powerful forms of personal experience, which can be most persuasive and can be effective without a special communication campaign.<\/p>\n<\/a>

Organisational advantages – disadvantages<\/h2>\n

First, let’s take a look at the organisational benefits and disadvantages of starting a volunteer programme! Because the affected institutional group performs service functions, it is essential to think about each organisational layer: the institution itself, its staff and its clients. At the end of the table, the volunteers’ point of view is presented without being exhaustive, primarily in order to list the perceived difficulties.
\nIt’s a good idea to read the list – if you’re working on a volunteer programme – to underline all the arguments and counter-arguments that may be relevant to the organisation. During the planning phase, also think about why you might be opposed to volunteering and how to overcome this resistance, for example. by careful selection, possibly by examination.<\/p>\n

Institution<\/strong><\/p>\n

 <\/p>\n\n\n\n\n
advantages<\/strong><\/td>\ndisadvantages<\/strong><\/td>\n<\/tr>\n
\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 reducing the workload of employees<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 positive social message<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 enhances the institution’s image<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 increasing quality and number of services (this may lead to higher prices or a new revenue source)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 contribution to meeting deadlines<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 hard-working and motivated extra workforce<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 extra knowledge in the organisation<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 cost effective solution<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 involves little investment<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 extends the organisation’s network of contacts<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 increases the number of clients and visitors<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 the customer-oriented attitude of the organisation is strengthened<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 the pledge of management’s ongoing reminder to the public opinion<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 enhances the operation of the organisation<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 easy to integrate<\/td>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 the information is disclosed<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 objects and books entrusted to the institution may be damaged<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 legal liability<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 fear of the unknown<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 distrust of strangers<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 significant staff time spent on preparing, controlling, motivating, retaining volunteers<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 it is necessary to check the results of volunteering<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 administrative burden<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 potential unreliability<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 lack of space and infrastructure<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 source of conflict (organisation within the organisation)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 it may seem to be a substitute for staff, even though it only helps them<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 there is an ongoing maintenance cost (not free)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 expectations other than those of the institution<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Colleagues<\/strong><\/p>\n

 <\/p>\n\n\n\n\n
advantages<\/strong><\/td>\ndisadvantages<\/strong><\/td>\n<\/tr>\n
\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 sufficient number of staff to complete the tasks<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 enthusiastic volunteers increase the enthusiasm of the staff<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 implementation of new, idle projects<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 new inspiration, energy<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 less stress on the staff<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 the client-oriented attitude of colleagues is improving<\/td>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0fear for the position, fear of losing a job<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 fear of uncertainty<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 time-consuming preparation, checking (\u2018I’d rather do it\u2019)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 constant need for control<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 they can come up with unprofessional ideas that are not feasible<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 too much administration<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 fear of fluctuation<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 different means of communication may be needed (fragmentation)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 volunteers come up with new expectations<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Clients \/ Visitors<\/strong><\/p>\n

 <\/p>\n\n\n\n\n
advantages<\/strong><\/td>\ndisadvantages<\/strong><\/td>\n<\/tr>\n
\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 receive more attention and information<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 receive more services for the same amount<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 warm welcome, constant enthusiasm (much less burnout)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 more patience<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 possibly better foreign language skills<\/td>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 incomplete or bad information<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 lack of competence<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 less information<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 less confidence<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Volunteers<\/strong><\/p>\n

 <\/p>\n\n\n\n\n
advantages<\/strong><\/td>\ndisadvantages<\/strong><\/td>\n<\/tr>\n
\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 acquiring new knowledge and work experience within an organised framework<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 opportunity to find a job, expand the network of contacts<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 become an active member of a community<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 recognition, success<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 free programme opportunities<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 spending free time usefully<\/td>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 too much hope (to be employed)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 unequal treatment (not treated as a partner)<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 competitive behaviour of the staff towards the volunteers<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 initial distrust<\/p>\n

\u00b7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 incomprehension of organisational procedures and decisions<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/a>

Organisational development issues<\/h2>\n

It is important to note that the appearance of volunteers in an organisation involves its development and change. That is why it is worth thinking about organisational development and asking some basic questions and answering them.[2]<\/a><\/p>\n

 <\/p>\n

    \n
  1. What is the purpose of accepting a volunteer?<\/li>\n
  2. How can this benefit us?<\/li>\n
  3. Can we provide the necessary personal and material conditions to organise the programme?<\/li>\n
  4. What other resources might we need?<\/li>\n
  5. Within what framework, and by what principles do we imagine working with volunteers? (Are we aware of risk factors and are we willing to take action to address them?)<\/li>\n<\/ol>\n

     <\/p>\n

    Based on the answers to the questions, the management will decide whether to launch the volunteer programme. The more widely we discuss these issues during the preparation, the more committed the staff will be to receiving and actively engaging volunteers. The basis of a successful volunteer programme is that we consider volunteers as enriching and expanding the activities, innovation and creativity of our organisation. They represent added value while having their own needs and rights. The activities of volunteers are clearly defined and the tasks of the volunteer-related staff (mentor, coordinator) are deliberately planned to make the joint work successful.<\/p>\n

    The volunteer group should be conceived as the closest, partly insider clients to the organisation. They form a gateway and mediate between the inside and outside. Their integration clearly brings openness. Let’s take a look at the following section of the mission statement of Br\u00f3dy S\u00e1ndor County and City Library [1]<\/a>\u00a0, which outlines what goals it sets out to achieve its social usefulness.<\/p>\n

    To achieve the goals:<\/strong><\/p>\n

     <\/p>\n

     <\/p>\n