August 30, 2015
Years ago I heard a claim that if you have not been exposed to volunteering before the age of 15 you are unlikely to volunteer as an adult. I have never been able to find a source, or to know if this assertion can be verified, but I sure am aware of the current level of involvement by young people in volunteer projects of all kinds.
It’s like there is a huge surge of interest, from schools, organisations, communities and young people themselves. Young people create their own organisations, like Canteen, or SADD, or the Student Volunteer Army, or their own specific projects. Young people are the faces of Youthline and UN Youth Aotearoa New Zealand.
The conventional age range for youth is 15-24, but volunteering can start at a much younger age. How about the infant that goes with his Mum to a High School Class to talk about child-rearing and parenting? (It’s the Mum who does the talking of course.) Or the whole families who get involved in fundraising or a beach clean-up? Or you can stretch the age range to 30, and find at least one Volunteer Centre consistently registers its highest proportion of volunteers in the 20-29 age band.
Yay! Here are another couple of generations coming along to inspire communities, to advocate for and to lead change, and to fill gaps or attend to particular needs – even as older people fade from the volunteering scene.
Student Community Involvement Programmes have been a feature in New Zealand since the early 1990s, developed and promoted by several Volunteer Centres to introduce young people to volunteering and to learn about different parts of their communities. Establish relations with schools and youth groups and services, negotiate for projects with local organisations and there can be lots of satisfaction all round.
But not if your experience is like this story:
A class of eleven and twelve year olds are assigned to a coastal regeneration programme, clearing the scrubby stuff and replanting the area. ‘Assigned’ sounds like there is not much choice, like it’s not the students’ idea. If you didn’t want to go you had to stick around at school all day with nothing to do. When the students get to the location there is little instruction and not enough tools for everyone. OK – those hanging around can go and do a beach clean-up.
No wonder there were plenty of gripes and groans from this episode, which was not, I hasten to add, organised through a Volunteer Centre.
So it’s clear the basic principles of a good volunteer programme still apply, regardless of the age of volunteers. Get the planning done, ensure you’ve got adequate resources, and most of all check the project is something young people really want to work on. See this excellent resource, or this one to learn the best practice tricks.
When Student Volunteer Week comes around on September 7 I hope there will be plenty of opportunities to celebrate student volunteer efforts in the community. Let’s acknowledge their initiatives, enthusiasm, commitment and their willingness to pitch in and to ‘make a difference’.
PS “Get them while they’re young” is a line from the musical Evita, interposed on a paean to ‘Santa Evita’ sung by a chorus of children.
July 26, 2015
I’ve been hearing about the implications of an ageing population for a long time now. Prognostications include an awful lot of doom and gloom about the cost of pensions and health services, and the shrinking tax-paying work force available to support that expenditure. At the same time there is much laudatory exposure of the engagement of young people in volunteering – Gen Y and the Millenials.
The World Giving Index (2013) shows that “Global youth are driving the rise in volunteering: Since 2011, the biggest increase in participation in volunteering has occurred among 15-24 year olds. Within three years this age group has gone from being the least likely to the second most likely to volunteer.”
An outspoken blogger argues the obsession with Millenials is a Nonprofit Trend that has to Die. “There are other groups we also need to pay attention to, like the Boomers, who will be retiring and affecting the sector in various ways.”
So I went looking for what’s happening in volunteering, for the data that might give me a reality test of who is doing what.
Statistics New Zealand’s Time Use Survey 2009/2010 showed older people (aged 65+) spent more time on unpaid work than people at other life stages – 4 hours and 31 minutes a day; young people (aged 12–24 years) spent the least, at 1 hour and 46 minutes. OK – that information is a bit old, but gives a pretty clear difference between age groups.
A bit more up to date is 2012 information from Volunteering NZ’s Statistics on Volunteering (New Zealand General Social Survey). People aged 65-74 reported undertaking volunteering work the most (37.7%) followed by people aged 45-54 (34.4%). People in the 25-34 age group reported the lowest rate of volunteering (24.8%). When measured by life-stage, the proportion of people volunteering increases from 28.8% of young adults volunteering to 35% of older people, as indicated in the following graph.
On the other hand, Department of Internal Affairs (NZ) Quarterly Volunteering & Donating Indicators for the September 2014 quarter show that people between the ages of 30-39 were the largest cohort of volunteers. People of 60-74 and 75+ years were not far behind. Long-term trend indicates people aged 40-49 have had the highest percentage of volunteers for 11 of the 19 quarters analysed. Ages 10-19 have lowest % for 16 of 19 quarters.
US Bureau of Statistics data for 2014 finds that people aged 35-44 were most likely to volunteer (29.8 %). Volunteer rates were lowest among 20- to 24-year-olds (18.7%). For persons 45 years and over, the volunteer rate tapered off as age increased, though the rate for people aged 65 and over was 23.6%. Teenagers (16- to 19-year-olds) had a volunteer rate of 26.1%.
NCVO figures from UK Civil Society Almanac 2014 note that between around a quarter (24%) and a third (33%) of people in each age range report volunteering at least once a month, with those aged 65-74 the most likely to volunteer this frequently.
Enough! From this mish-mash of information I take the following points:
- Yes, there is a significant rise in the rates of youth volunteering, but they don’t put in the hours that older people (65+) work as volunteers.
- What is fairly consistent is the highest rate of volunteering in the 30-49 age group, what is (or used to be) called middle adulthood, when involvement in children’s school and sporting activities and local community services can be expected.
- Yet, in New Zealand at least, it seems older people (65+ years) are the biggest contributors to the community and volunteer sector.
So why are we not hearing more about what older volunteers can do, about attracting older people to volunteering? Specially when we know they are living longer in better health, and how volunteering can be good for both physical and social health. The buzz of volunteering and its intangible (and tangible) rewards are just as important for older people as for younger generations.
A UK report on the future of volunteering in an ageing society indicates the challenges, like they keep on working till at least age 70; they take on extra grandparent duties (or even full-time parenting); and bountiful economic years have given many of them opportunities for travel. Anxiety about being a ‘do-gooder’ or ‘interfering’ is also expressed by people raised in an era of different social norms. And current marketing and promotion of volunteering is not reaching them.
Some excellent resources for engaging with Boomers are available, from best practice to tips and tools. It’s all the stuff we’ve been preaching in New Zealand about management of volunteers for the past five years and a reminder about being inclusive in volunteer programmes. Boomers are too big a population to ignore, and volunteering is their best opportunity to keep involved in all spheres of community life.
As an 82 year old Ambassador promoting Boomer volunteering for Volunteering Waikato has said: No-one should ever be left out!
According to Henry Ford, “Anyone who stops learning is old – anyone who keeps learning stays young”.
And that’s the point made by the president of New Zealand Union of Students’ Associations (NZUSA) in 2012:
It has become an obsession to label people as belonging to supposedly homogenous generations – be that Gen X, Gen Y, Millennials or Baby Boomers. Often this labelling becomes a tool for negatively creating false and divisive barriers between generations, or setting one generation against another. Carelessly used, these labels perpetuate ideas of ‘them’ and ‘us’, rather than helping us to build greater social cohesion.
Being a student is one of those shared experiences that continues throughout our lives – we never cease to learn. So everyone is a Generation Student!
That label would suit me just fine, because I could be learning from young people as well as my peers.
So let’s spread the word about the variety of volunteer challenges available to the Boomer generation, about the opportunities to apply their skills and experience, and the opportunities to learn more, and about the richness of belonging and being involved in our communities.
June 27, 2015
Volunteering is for anyone and everyone! That’s the celebrating we have been doing for this week. The theme for National Volunteer Week, as the banner says, is ‘There is a place for you to volunteer’, ‘He wahi mohou hei tuao’. And you just had to cast your eye over press releases and newspaper inserts and social media posts to notice how much volunteering is going on, and how widespread it is across our communities.
Volunteering is nothing less than diversity, in volunteer opportunities, the volunteers themselves, and in the impacts of volunteering.
There’s a young mum and her infant daughter who go visiting at a rest home; you can live a boyhood dream as an engine driver; there are countless opportunities to get outdoors into conservation projects; you can pay it forward in volunteering with emergency services or a health sector organisation; become a best buddy to people who want a bit more social contact; be the key support person to help a refugee family find a place in their community; try to make a dent in the effects of poverty or violence, or the abuse of drugs and alcohol.
Volunteers are found in schools and hospitals and all the big institutions. They keep sports clubs going, drive emergency services, environment and heritage conservation. They make national and local events and festivals the best ever. They just keep on keeping on, whatever and wherever. (You can read more about the importance of diversity in a volunteer programme here.)
Yes, you know all that.
Of course we are thanking volunteers every day, in all sorts of ways. But on this one week of the year, what are we thanking them for? The litany of platitudes still gets paraded:
Thanks to our wonderful volunteers
We couldn’t manage without you
We really need you
You help us make a difference (to what? I might ask)
Volunteers are the lifeblood of our organisation
Much better, and more enlightening, are the messages coming through that tell something of what volunteers do for the organisation:
Thank you to all the volunteers ….
…..who work hard to ensure safe, enjoyable experiences in New Zealand’s outdoors for us all.
…..for helping to give more than 4000 individuals and families a hand up during the past year.
…..for supporting skilled migrants in their search for meaningful work.
…..for giving someone a second chance at life.
…..for helping support a life without limits.
…..for skills in providing telephone advice and resources.
Yes, you know all that stuff too.
This year there is a lot more quoting of figures related to volunteer services. But oh dear, the wide variation makes me wonder what oracles were consulted for the information.
Minister for the Community and Voluntary Sector says: “On average there are just over 400,000 kiwis volunteering every week for a charity, adding up to over 1.5 million hours contributed to our communities”.
Another report says nearly 500,000 people volunteer on a weekly basis; or 800,000 hours of work per week. This rate amounts to 15.5% of the population, per week. Per annum it is said 1.2 million people volunteer – about 25% of total population.
Different research methodology and different variables make for a confusing mix of information.
I have a bit more confidence in the Quarterly indicators from Department of Internal Affairs for September 2014 (the latest available):
- Nearly 35 per cent of all respondents volunteered at least one hour of their time. This is the highest volunteering rate of the five years measured.
- Of those who volunteered, 59 per cent were female and 41 per cent were male.
- People between the ages of 30-39 volunteered the most.
And now there is a brand new survey from Seek Volunteer New Zealand which sheds a poor light on Wellingtonians: under 19% of working Kiwis in the region currently volunteer, though 38% say they have volunteered previously. It’s the lack of time, say 69% of those surveyed. Volunteer Wellington issued a prompt response which tells a different story:
‘Of the approximately 3000 volunteer seekers who come through our matching processes every year, those in the ‘working’ (meaning in full-time employment and part-time) category, have increased over the past few years and is currently nearly a third of our total volunteer seeker cohort.’
‘Annually we work with between 800–1000 employee volunteers who are matched with any one of our 400+ community organisation members to be connected with projects of interest. Last year 87 such projects took place, ranging from physical work to skill based programmes and, with several of these employee volunteering teams, being involved on a weekly basis.’
So while we claim New Zealand has a culture that values and encourages volunteering we are not so good in getting our facts together, or at least determining a consistent base-line for data-gathering.
Small wonder that organisations are being pressed to deliver measurable outcomes for the services delivered through government contracts. At the beginning of June the Minister of Social Development announces a new Community Investment Strategy to “create a more results-focused and evidence-based approach for purchasing of social services for vulnerable people and communities, and will also be more transparent, targeted, flexible and efficient”. On the first day of National Volunteer Week a clear warning is issued that more funding cuts are on the horizon.
No question that community social service organisations are under threat. I’d like to think the prospect of significant change creates a real opportunity to put volunteering up where it belongs. Former Prime Minister Helen Clark understood the importance of volunteering when she said “without volunteers New Zealand would stop”. (She repeated the tenor of this comment on Twitter on International Volunteer Day in 2014, as head of UNDP).
Volunteering will not go away any time soon. The adaptations to changing conditions will continue, innovation and enterprise will keep on creating new ways of responding to diverse situations – as people have done for millennia.
Seek Volunteer NZ might have got its figures wrong, but they have produced excellent presentations of real volunteers and the reality of volunteering. And included is the best line of the whole week, said by a volunteer about her work, illustrating yet another dimension of volunteering – the personal value:
You can’t put a price on the feeling of what you can get out of it – you can’t.
April 22, 2015
A few weeks back I received notice of a piece of newly-published New Zealand research on digital proficiency in the NFP Sector. It came via my email inbox of course, and though I am no great shakes in computer literacy and technological competency I do know what a necessary asset these skills are for all things volunteering, and for volunteer organisations.
I have lamented for a long time about the often poor and inadequate use of technology. Goodness, it’s nearly five years since I wrote about making websites attractive for volunteers. And still I come across inadequate and out-of-date information, misleading links, and a sort of stone-walling that looks like the organisation has something to hide. I’ve preached about more effective use of social media too, and making space for volunteer on-line participation.
Anyway the analysis of digital proficiency in the research is pretty-much spot on. The report says the NFP Sector is under pressure to do more with less: Government wants to reduce spending; traditional sources of funding are shifting; and supporters want to see the impact of their investment. Organisations that are digitally proficient are better placed to respond in a challenging environment, and there are gains to be made across a range of NFP operations.
It is possible these findings could be extrapolated to a global sphere: “there is no significant difference between IT capability levels between metropolitan and regional-based organisations, or across Australia and New Zealand”. That is not to say Aussies and Kiwis are just the same: there are distinct cultural differences, despite our neighbourliness.
Other results show that less than half of research participants have an IT plan; that there is a positive correlation between IT capability and revenue generation; and that capability is not relevant to organisation size and complexity. And still 11% of organisations do not have or use a website. There’s a heap of challenges to make IT more productive of course, starting with affordable and skilled technical resources. Staff training is high on the list, and making the most of new IT developments is also important.
But wait, there is more. A Facebook link turns up: Tech is Everyone’s Job. Because Tech is also the space for innovation, and lack of staff training and opportunities to test new processes becomes a barrier to effective organisation progress. Right? Just see what Chief Executives are missing when they refuse to use social media.
There is a heap of stuff available urging digital proficiency. There’s also a deal of research and statistics on internet connectivity and use. What about volunteer involvement in their organisation’s on-line activity?
When the idea of volunteers being let loose on social media is raised I hear objections that come close to outrage. I sigh, for this indication of such a lack of trust, that volunteers will abuse the system and risk the organisation’s credibility – which I note is a slur rarely applied to paid staff. With a well-drafted policy to cover and manage perceived risks (and there are examples) volunteers could prove a real asset in promoting good news and even attracting donors’ attention.
Let’s make volunteers and volunteering digital-friendly, and up on the spectrum of technological competence – as well as getting some up-skilling in digital proficiency for organisations.
March 16, 2015
A bunch of leaflets landed in my letterbox this week. They were inside an envelope from a UK publisher of academic works who keeps hoping I will purchase another book. This time the promotion was all about new publications on safety in the workplace. I groaned.
I am, at best, ambivalent about safety and the regulatory environment that is imposed in workplaces. I grew up learning the consequences of climbing trees without a safety net, and there was never a playground swing sheathed in protective rubber. I cycled everywhere on open roads without a care (or a helmet) and later drove a car with a few elements of recklessness. I learned my risk-taking limits through practical experience and without any disastrous consequences. So when I find a person in a hi-viz vest is designated sole responsibility to shepherd pedestrians round a bit of roadworks, I confess to being offended by the assumption that I have no common sense, don’t know my road rules and that I will deliberately create mischief for the roading project.
Of course the flip side of this kind of over-protection is the high accident rate in farming and forestry industries, in manufacturing and on our wharves, resulting in serious injury and death. It seems there is enough management and worker carelessness out there to give cowboys a bad name.
I take a closer look at those leaflets and the blurbs that tell me a little about the content of the books. There’s a whole library of them, all more or less dealing with safety in the workplace, with titles like The Field Guide to Understanding ‘Human Error’; The Past and Future of Safety Management; and The Human Contribution. The common point seems to be the ‘human factors’ that contribute to accidents. Even company bonuses have potential for perverse consequences when attention to major hazard risk is diverted to financial incentives – that’s the book titled Risky Rewards.
There are also a number of titles about ‘resilience engineering’, as in changing human behaviour. Being resilient is all about shifting safety from being protective to becoming productive, increasing the number of things that people do right instead of engendering risk. In my earthquake-risk city resilience is not a new concept: we have been urged for some years now to prepare ‘for when the big one comes’.
One book blurb reminds us that even if humans are the major hazard in a safety system, they can also be the heroes, as a documentary on the Christchurch earthquake demonstrated. Here’s another reason to broaden our thinking beyond the blame and punishment regimes of safety regulations.
The reform of workplace health and safety in New Zealand has caused much concern for the community and voluntary sector, mostly for the extended responsibilities of employers and board members, and increased financial penalties if found at fault. Yet for most non-profit organisations and NGOs this is also an opportunity to review current obligations and practice, and to start encouraging a culture of ‘looking out for each other’, and speaking out about hazards and safe practice. That would go a long way to keep us all safe, much better than ‘turning a blind eye’ and thinking ‘that’s not my problem’.
Hang on a minute. Isn’t this ‘resilience engineering’ just the stuff of developing and managing a volunteer programme? In the selection and training process there is a constant assessment of individual risk elements, and the degree of risk that might impact on the volunteer roles and tasks to which they are assigned. We look out for the well-being of volunteers, for job satisfaction and retention as well as their safety. And volunteers, even if it is not their primary motivation, will find that the pleasure of participation and connectedness will also contribute to their resilience and their safety in the workplace.
The key to excellent health and safety management for volunteers, says a Factsheet on Volunteers, is good planning and good communication. But before you sit back with a got-it-sorted grin, best to check out how good you really are and whether all bases are covered.
February 7, 2015
Technically, all unpaid work is illegal, unless an employer can show it is a training opportunity.
This sentence leapt out at me recently when reading a columnist’s critique of internships. The writer was having a go at the dearth of jobs for new graduates, and the creeping elitism of tertiary education when being an unpaid intern is affordable only to children of the rich.
If unpaid work is illegal where does that put volunteering? Should we be nervous? And would we ever say ‘volunteering is not working’?
Of course not, except the question exposes – yet again – the looseness of English language. Have a go at writing synonyms for ‘work’ and I’ll bet in short order you’ll have a list of ten words, without even including ‘employment’.
Trouble is, ‘work’ gets conflated into ‘having a job’, ‘being employed’, ‘being paid for what you do’, and ‘work status’ is a defining personal concept in many contexts. To admit to being unemployed is not usually something to shout about. And all the while there are plenty of examples of ‘unpaid work’ that we undertake without question: mowing lawns and gardening, raising kids, ‘housework’, caring for aged parents – though we may not call these tasks ‘volunteering’.
Volunteering is work, no question. We have job descriptions and tasks to perform. We put much effort into our endeavours. The organisation will have policies which support our ‘work’ and recognise our rights, similar to employee conditions. We like to be included as ‘staff’ of the organisation, and sometimes we are happy to be referred to as ‘staff’, even if we are not paid. We are not too keen on situations where professional staff regard us as amateurs – that suggests our volunteer work is of lesser value to the organisation.
I am not hearing mumbles about volunteers encroaching on paid staff roles, nor of volunteers being seen as a threat. (Though there are concerns expressed in this nfpSynergy report, p12.) How far can we promote volunteering in the non-profit sector before there is a backlash?
But back to taking on an internship. “Whatever happened to the idea of paying for honest toil?” asks the columnist. Entry level career opportunities seem to have disappeared: it’s either a volunteer internship or flipping burgers and night-shift office cleaning. The struggle to get a foot on the employment ladder makes me wonder if gaining university qualifications are worth the effort. So it is good to see Student Job Search developing proactive partnerships with corporate groups, offering part-time permanent – and paid – positions for graduate students.
There are other anomalies related to ‘work’. New Zealand’s government office for welfare benefits is called Work & Income. A programme to get unemployed people into jobs is called Workfare. Mandatory ‘work for the dole’ is not formalised in New Zealand, and volunteering is a recommended option. We could not call compulsory ‘work experience’ volunteering, yet Volunteer Centres report growing numbers of unemployed people independently seeking volunteer positions for that purpose.
Internships and work experience placements are just a couple of indicators of changes in the employment market and job opportunities. The level of required skill has been raised; unskilled paid work is becoming hard to find. There is no longer a life-long certainty of employment; demand for technological expertise is increasing. Businesses and organisations get restructured at regular intervals. Businesses are bought and sold, and down-sized, and reports of staff lay-offs are reported frequently. So volunteering has become a popular occupation while waiting for the next spell of employment.
Volunteering will never be deemed illegal, yet with the way the world is going we might just see volunteering become an honourable profession.
January 18, 2015
From time to time I have wondered about absence of ‘organisation theory’ in training courses for managers of volunteers. The focus continues to be devoted to the components and processes of a volunteer programme and getting them right. Yet all the while we live and breathe within a structure that contains and at times constrains the work we do. The struggles a manager of volunteers can encounter are well-recorded and debated, but rarely set in the context of organisational realities. It’s as though we should know about organisations by osmosis – after all, we live all our lives in one form of them or other.
So when I discovered recently that Charles Handy had published a book outlining the characteristics of voluntary organisations I pounced on the old and tattered copy found in my public library. Handy was a go-to management guru of the late 20th century, the person who did for organisations what Myers-Briggs (and others) has done for our understanding of personality types. Who could resist Handy’s typology of organisations based on the characteristics of ancient Greek gods? (See Gods of Management, 1978.)
You can find out a bit more about these gods in Understanding Voluntary Organisations. And so much more about how to make organisations function effectively. This book is about organisations, not management, on the principle that better understanding will lead to better practice. As Handy suggests in this advice:
It is as foolish to try to run things without organisational understanding as it would be to go mountain climbing without the proper clothing and equipment.
The first part of the book is devoted to people in organisations. Handy writes about individual motivation, casting aside conventional theories on volunteering based on needs and focusing on our self-concepts. He reminds us that people like targets, they like to feel good and that we are all different: truisms that fit well with what we learn very quickly about volunteers. When it comes to ‘roles’, Handy shows how complex they can be: overlapping, confused, ambiguous, conflicting, and overloaded. “People in roles talk to other people in roles”, affecting our thinking and behaviour. When we slot people into role pigeon-holes we can get blinded by our expectations and forget to see the person in the role. There we have an explanation for the sometimes poor relations between paid staff and volunteers.
The chapter on groups covers standard theory and practice on teams, committees and group process, putting a framework on the do’s and don’ts of group work. The longest chapter in this section is on power and influence – forbidden topics, according to Handy, “especially in voluntary organisations”. Handy brings them into the light, both the negative and positive aspects, and calls for a better understanding based around democracy. There are plenty of cues here to support the practice of managers of volunteers.
Part Two is all about organising the organisation. Here you can find a chapter on the cultures of the Greek gods, with the proviso that organisations are not culturally pure, just like one’s dominant personality type is infused with others. Factors of size, work flow, environment and history can influence the cultural style.
The shape of organisation structures is determined according to division of labour, accountability and coherence. A structure is the skeleton which comes alive with people and groups and tasks “to get the blood running and the nerves and sinews working” – which implies the need to find ways to integrate different parts of the structure, something well-understood by managers of volunteers, even if we do not always know why or how to achieve integration.
Organisation systems are never more at risk of fall-out than when communications are distorted, by either sender or receiver, or a lack of clarity and distance. (How many volunteer offices are located down the far end of the building, some distance from the executive wing – and what does that communicate?)
The numbers game for accountability is just as fraught, depending on different levels of success and how to measure them. Handy’s answer is to be very clear about purpose; to be specific about tasks related to that purpose; and to establish a set of measures indicating what will mean success for each task – that’s the role of numbers. He emphasises the importance of numbers: neglecting this part of the system will distort organisational effort. There’s a message here for organisations struggling to find ways to measure outcomes and effectiveness.
The final chapter covers organisational change, that drive for growth and development that can also bring dislocation and disruption. We adopt blinkers to block change; we prefer predictability – and organisations rely on predictability to ensure efficiency – which just inhibits experimentation, innovation and creativity. Handy sets out the ‘levers of change’ which are the key elements of an organisation he has described previously: task, systems, structures and people. They are all interconnected, so change in one part will impact on all others (that is basic systems theory). He does not present a manual for change but does say:
If you want an exciting, developing, changing organisation, look for one where the individuals are themselves encouraged to be exciting, developing and changing.
Leadership, in case you are wondering, permeates all chapters in the book. It’s there in discussion on groups, on power and influence, on communication, and on organisational change and development. Handy points out that the word ‘management’ is found only in English, and its use in everyday contexts is not confined to organisations or running a business. Management theory is based on engineering models, he says, implying that “control of people is similar to the control of things, that people are resources to be counted, deployed and utilised.” Non-profit organisations are not immune to treating people this way.
Handy urges us to adopt the new metaphors of political theory, in thinking of organisations as societies or communities rather than as machines or warehouses. Look how we are currently investing more usage and practice on words like ‘networks and alliances’, ‘shared values’, ‘power and influence’ and ‘leadership’. Is it time to drop the word ‘management’ from our understanding of volunteer programmes and our job title?
Handy offers an explanation of voluntary organisations that tells us why things are as they are: he is not just repeating what we already know. There are times when lines between formal and informal organisations are blurred. Perhaps the book sketches the world we inhabit rather too lightly, and its publication date means there is no account of sector developments over the past 25 years. Yet the key messages resonate still, about people, tasks, structures and systems that make up our organisations. Understanding Voluntary Organisations is a short and easy read with plenty of examples and box inserts. Go find a copy if you can – it’s worth a read.
Handy, Charles (1988) Understanding Voluntary Organisations: How to Make Them Function Effectively. Penguin
December 7, 2014
Events took place all over the country. Various social gatherings, award presentations, a march down the main street of a regional town, and if you can call social media an event there was a field day of on-line interaction. The stories about the work of volunteers and by volunteers describing their own journeys just kept on coming. One contributor’s advice was ‘Milk it!’
There were public declarations of thanks and appreciation. Some statements illustrated why it was this day is important.
National organisation, health sector:
We could not deliver what we do if it wasn’t for the tireless efforts of volunteers. They contribute in many different ways, such as assisting with land and water based exercise classes, volunteering at children’s camps, helping at seminars, working in our offices, being on support groups, supporting us on our regional and national committees, advocating for our services, assisting with our annual appeal, and much more.
Government Minister for Sport and Recreation:
These volunteers – coaches, umpires, referees, the people who wash the uniforms, transport the teams, organise sausage sizzles and clean the clubrooms – they are the heart of sport in New Zealand. They also have a key role to play in the success of major sporting events.
Another health sector organisation:
About 2500 people have generously offered up their time in the past year, contributing more than 15,000 hours of unpaid work collectively. That’s a huge amount of time our volunteers have freely given up to shake buckets, help at events, carry out administrative work and speak at public events on behalf of the organisation.
A Regional Council responsible for environmental issues had this to say:
The volunteers have been involved in a range of projects throughout the region and in the past year. They have collectively given more than 26,500 hours of their time to activities such as fencing, planting, plant and animal pest control, building visitor facilities, bird monitoring, litter collection, mangrove management, sign installation and promoting safe boating. Through our combined efforts in the past year 106 ecological sites, 188.8km of waterway margins and 1449 hectares of highly erodible land has been protected. More than 100 tonnes of rubbish has been collected and many, many thousands of native plants have been planted and cared for.
Hurrah! Now we are starting to hear what we are thanking volunteers for, beyond their time and $$ saved for organisations.
And then there is the opportunity to put a stake in political ground. Another parliamentarian wanted to “celebrate volunteers by opposing regulatory burden”:
The current Health and Safety Reform Bill would treat volunteers – even casual ones – as workers, forcing organisations to take liability for the safety of people who have chosen to pitch in for events like tree plantings and disaster clean-ups. The practical effect of this regulation is obvious: it will be harder for communities to mobilise volunteer action. Ratepayers in particular will be hit hard, as local councils currently utilise volunteer labour for many vital services and initiatives.
We also got a reminder from Volunteering New Zealand and Volunteer Service Abroad (NZ) that volunteering is not just about domestic issues, and how the need to promote volunteering never ceases:
Every year, more than one million New Zealanders volunteer here and overseas, in their own communities and in countries facing hardship and poverty. Their goal is to work with those who wish to improve their lives, and the lives of others, in some way. On International Volunteer Day, the international volunteering community renews its call for volunteering to be seen as key to international and national development.
At the end of the day I was able to kick back with colleagues from Volunteering New Zealand. We toasted our achievements for the day and looked forward to imminent holiday time.
Quote of the day comes from the Chair of Volunteer Wellington’s Board of Trustees:
It’s hard to measure the impact of volunteering, but it’s easy to feel the difference we make.
The image above is by Ken Samonte, for Positively Wellington Tourism. See more here, especially re volunteering.
I’m signing off now for the year. I’ll keep beating my drum in 2015, though probably less often.