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Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
Putter & Johnson Presentation for CCOV
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Putter & Johnson Presentation for CCOV

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Transcript

  • 1. 51 Ways to Motivate Your Volunteers Stefanie Putter Colorado State University Stefanie Johnson University of Colorado, Denver A workshop for the Colorado Conference on Volunteerism
  • 2.  
  • 3.
    • Provide you with quality training
    • Gather feedback on our workshop
    • Invite you to future training opportunities
      • Goal-Setting
      • Feedback
    Our Goals
  • 4.
    • What do you like to do for fun?
    • What motivates you?
    Warm-Up
  • 5.
    • What is work motivation?
    • Why is motivation important?
    • What does work motivation look like?
    Why do people do what they do?
  • 6.
    • 1. McClelland’s 3 Need Theory (McClelland, 1965)
      • -nAch
      • -nPower
      • -nAffiliation
      • How do you motivate people who are…
      • high in nAch?
      • low in nPower?
      • high in nAffiliation?
    What theories help us understand motivation?
  • 7.  
  • 8.
    • 2. Job Characteristics Theory (Hackman & Oldham, 1980)
    • Skill Variety : The extent to which a job requires a number of different activities using several of the employee’s skills and talents.
    • Task Identity : The extent to which a job requires completing a whole piece of work from beginning to end.
    • Task Significance : The degree of impact the job is believed to have on others.
    • Autonomy : The extent to which employees have the freedom and discretion to plan, schedule, and carry out their jobs as desired.
    • Feedback: The extent to which the job allows people to have information about the effectiveness of their performance.
    … theories continued
  • 9.
      • How can you give your volunteers more...
      • skill variety?
      • task identity?
      • task significance?
      • autonomy?
      • feedback?
  • 10.
    • 3. Theory X, Theory Y (McGregor, 1960)
    … theories continued
    • Theory X
    • Inherent dislike for work and will attempt to avoid it
    • Has no ambition, wants no responsibility, and would rather follow than lead
    • Is self-centered and therefore does not care about organizational goals
    • Resists change
    • Theory Y
    • View work as being as natural as rest or play
    • Will exercise self-direction and self-control if committed to objectives
    • Will be committed if rewards are in place that provide self-fulfillment
    • Can learn to accept, even seek, responsibility
    • Can make innovative decisions on their own
  • 11.
    • Taking into account what you NOW know about motivation, what are some ways to motivate your volunteers?
      • Phase 1: Small group discussion
      • Phase 2: Share time
      • Phase 3 : What’s missing?
    51 ways to motivate your volunteers
  • 12. Phase 3: What’s missing?
  • 13. Strategies for Maintaining Motivation Over Time
  • 14. Some sample strategies:
    • For motivated workers:
    For unmotivated workers:
  • 15. Homework
    • Apply 1 or more motivational strategies in your own workplace
    • Think about what “success” will look like in your organization
  • 16. Any remaining questions? Feel free to email us if you want to continue this conversation! Stefanie Putter [email_address] Stefanie Johnson [email_address]

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