Volunteering is a combination of giving without asking something in return but expecting to fulfil other desires.
Discussion about the vivid issues of volunteer’s motivation with the key experts from PwC and Sochi 2014 Olympic Games Organizing Committee.
Topics: Volunteer experience, Corporate volunteering. Volunteer movement development in Russia. Tips and tricks of volunteers recruitment and retention.
Lead the Change begins with a 8 week program which takes 40 passionate individuals on a rigorous journey to explore themselves inside-out, to internalise the challenges of the country through hands-on exposure. They hone their leadership skills by learning from role models and experts in the social development domain and employ design thinking to undertake a time bound social action.There is a strong focus on deep self-awareness and starting the process from within. Beyond the program, we help participants build their social enterprise by connecting them with mentors and helping them build a team.
New to volunteer management? Looking for a refresher on the basics? This webinar will walk you through the three primary Rs - recruitment, retention and recognition. We'll discuss the most popular program components such as interviews, orientations, volunteer handbooks, and more. And, we'll talk about the importance of managing risk for your program and your organization. All attendees will also receive a sample packet with examples of program documents and program assessment checklists to help you evaluate your existing program.
Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past.
What truly motivates employees is the opportunity to grow and make a real difference in the world.
Intrinsic Vs. Extrinsic Motivators
There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
Download our free ebook:
https://www.officevibe.com/resources/10-pillars-employee-engagement
Read the full article on Officevibe's blog:
https://www.officevibe.com/blog/secret-employee-motivation-infographic
Designed by éloïtsmi
https://www.behance.net/eloitsmi
A comprehensive list of volunteering and volunteer travel opportunities across India, compiled by India Untravelled (indiauntravelled.com) and The Alternative (thealternative.in).
Lead the Change begins with a 8 week program which takes 40 passionate individuals on a rigorous journey to explore themselves inside-out, to internalise the challenges of the country through hands-on exposure. They hone their leadership skills by learning from role models and experts in the social development domain and employ design thinking to undertake a time bound social action.There is a strong focus on deep self-awareness and starting the process from within. Beyond the program, we help participants build their social enterprise by connecting them with mentors and helping them build a team.
New to volunteer management? Looking for a refresher on the basics? This webinar will walk you through the three primary Rs - recruitment, retention and recognition. We'll discuss the most popular program components such as interviews, orientations, volunteer handbooks, and more. And, we'll talk about the importance of managing risk for your program and your organization. All attendees will also receive a sample packet with examples of program documents and program assessment checklists to help you evaluate your existing program.
Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past.
What truly motivates employees is the opportunity to grow and make a real difference in the world.
Intrinsic Vs. Extrinsic Motivators
There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
Download our free ebook:
https://www.officevibe.com/resources/10-pillars-employee-engagement
Read the full article on Officevibe's blog:
https://www.officevibe.com/blog/secret-employee-motivation-infographic
Designed by éloïtsmi
https://www.behance.net/eloitsmi
A comprehensive list of volunteering and volunteer travel opportunities across India, compiled by India Untravelled (indiauntravelled.com) and The Alternative (thealternative.in).
International Dual Career Network - Annual Review 2013IDCN
IDCN is a collaboration of Companies, NGOs and Academic institutions with the purpose of facilitating the job search for mobile employee spouses, and providing member companies access to a turnkey pool of Talent.
The Triple Effect is a project initiated by Takatof Foundation, the corporate responsibility arm of PwC Egypt.
At the Triple Effect, we believe that the key to sufficient safe blood is via the empowerment of donors in promoting regular voluntary non-remunerated blood donation.
Playing with hierarchies and circles - Experimenting holacracyAlexandra Lederer
In May 2011, I thought about experimenting a new concept to get things done in the L&D space: engage different experts to deliver outcomes, with no hierarchical reporting, no minimum required contributions and no monetary reward. On paper it looked like it was doomed to fail.
By end the end of 2012 the results were mind blowing and kept improving in 2013, so in March 2014, I thought to extend this concept of 'circles' to drive employee engagement and develop a relevant employee value proposition for our staff.
In Oct 2014, I've been told this may be called 'holacracy' - one of the latest management trend - an approach where we "grant special protection to employees to experiment with ideas. It is governance of the organization, through the people, for the purpose. It enables the organization to find and express its deepest creative capacity."
Presented at Organisational Learning Consortium, Sydney 26 November 2014.
Special thanks to Guillaume Kozinski and Marie O'Brien for their inspiring guidance and support, Fiona McCallum and Andy Brown for trusting me with this experiment.
El proyecto ENGAGE serbio de cerca, con particular atención a una empresa que ha integrado de manera efectiva sus objetivos sociales y de negocio a través de la participación en el proyecto
iMET is set to be a global community to develop, promote and encourage innovation, Mentorship, Entrepreneurship and Talent building with Practitioner’s or Doer’s perspective.
iMET activities thus enables an ecosystem of, for and by the professionals to participate, educate, incubate, collaborate and co-exist to make each other successful.
Industry Interface Program in Sundernagar Himachal Pradesh by iMET Global and Censud.
It has been six years since 4th Wheel embarked on its
journey to contribute to inclusive, participatory and
sustainable development in India.
This report aims to encapsulate the essence of
4th Wheel, reflect on what we have achieved so far and
outline future aspirations.
We thank you for accompanying us on our journey and
look forward to your continued support in the future.
The 4th Wheel Team.
All, social program design is complex, because people are.
4th Wheel Social Impact decided to tackle this challenge head
on, and we aim to strengthen development programs of
corporate houses, NGOs, social enterprises and
Government organizations, working towards a better India.
Read our story of the first 6 years of our organization.
Skills assessment in India is a rapidly evolving sector. Assessment can verify that individuals have the skills needed to perform a particular job and that the learning programme undertaken has delivered education at a given standard. It enables individuals to be benchmarked against their peers. It also has more intrinsic value in creating opportunities to motivate students and to give feedback.
With the current emphasis on skills development in India, increased focus on methods of assessment is inevitable. The
scale and diversity of the Indian education system provides significant challenges in terms of training assessors and ensuring both the quality and the comparability of assessments.
International Dual Career Network - Annual Review 2013IDCN
IDCN is a collaboration of Companies, NGOs and Academic institutions with the purpose of facilitating the job search for mobile employee spouses, and providing member companies access to a turnkey pool of Talent.
The Triple Effect is a project initiated by Takatof Foundation, the corporate responsibility arm of PwC Egypt.
At the Triple Effect, we believe that the key to sufficient safe blood is via the empowerment of donors in promoting regular voluntary non-remunerated blood donation.
Playing with hierarchies and circles - Experimenting holacracyAlexandra Lederer
In May 2011, I thought about experimenting a new concept to get things done in the L&D space: engage different experts to deliver outcomes, with no hierarchical reporting, no minimum required contributions and no monetary reward. On paper it looked like it was doomed to fail.
By end the end of 2012 the results were mind blowing and kept improving in 2013, so in March 2014, I thought to extend this concept of 'circles' to drive employee engagement and develop a relevant employee value proposition for our staff.
In Oct 2014, I've been told this may be called 'holacracy' - one of the latest management trend - an approach where we "grant special protection to employees to experiment with ideas. It is governance of the organization, through the people, for the purpose. It enables the organization to find and express its deepest creative capacity."
Presented at Organisational Learning Consortium, Sydney 26 November 2014.
Special thanks to Guillaume Kozinski and Marie O'Brien for their inspiring guidance and support, Fiona McCallum and Andy Brown for trusting me with this experiment.
El proyecto ENGAGE serbio de cerca, con particular atención a una empresa que ha integrado de manera efectiva sus objetivos sociales y de negocio a través de la participación en el proyecto
iMET is set to be a global community to develop, promote and encourage innovation, Mentorship, Entrepreneurship and Talent building with Practitioner’s or Doer’s perspective.
iMET activities thus enables an ecosystem of, for and by the professionals to participate, educate, incubate, collaborate and co-exist to make each other successful.
Industry Interface Program in Sundernagar Himachal Pradesh by iMET Global and Censud.
It has been six years since 4th Wheel embarked on its
journey to contribute to inclusive, participatory and
sustainable development in India.
This report aims to encapsulate the essence of
4th Wheel, reflect on what we have achieved so far and
outline future aspirations.
We thank you for accompanying us on our journey and
look forward to your continued support in the future.
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All, social program design is complex, because people are.
4th Wheel Social Impact decided to tackle this challenge head
on, and we aim to strengthen development programs of
corporate houses, NGOs, social enterprises and
Government organizations, working towards a better India.
Read our story of the first 6 years of our organization.
Skills assessment in India is a rapidly evolving sector. Assessment can verify that individuals have the skills needed to perform a particular job and that the learning programme undertaken has delivered education at a given standard. It enables individuals to be benchmarked against their peers. It also has more intrinsic value in creating opportunities to motivate students and to give feedback.
With the current emphasis on skills development in India, increased focus on methods of assessment is inevitable. The
scale and diversity of the Indian education system provides significant challenges in terms of training assessors and ensuring both the quality and the comparability of assessments.
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3. You want to know us
Karel De Baere
Philip Sladdin
Karina Khudenko
Ekaterina Pechenikhina
Marina Chekmysheva
Anton Lopukhin
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 3
4. We want to know you
Which AIESEC
region?
Are you an LCP,
MCVP, MCP?
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 4
5. Proud supporter of
Sochi XXII Olympic Winter Games and
XI Paralympics Winter Games
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 5
6. Why did you choose PwC’s
Workshop?
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 6
7. Agenda
I. Why do you volunteer? Career impact and valuable proposition
II. Non-monetary motivation, as part of value proposition.
III. Activating volunteers – Sochi 2014 Olympics organizing committee
IV. Power of non-monetary motivation
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 7
8. Why do you volunteer?
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 8
9. PwC’s 14th Annual Global CEO Survey
Millennials at work
4,364 graduates across 75 countries (Aged 31 or under)
Money isn’t everything. The biggest draw for millennials, is the
opportunity for progression.
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 9
10. Is an experienced volunteer a highly
valued hire? What is the value they
can offer?
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 10
11. Non-monetary motivation as part of
value proposition
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 11
14. Community
• Developing our Volunteering Policy
along these lines is a key point on our
agenda for this year.
• Last year, thanks to the PwC
Donations database, we raised and
donated almost 738,000 roubles.
• In early 2010 we adopted a policy
based on CR best practices that provides
staff with one working day per year
to do charity work.
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 14
15. What we do. Highlights
Knowledge and Cooperation with NGOs:
experience: Junior Charity Club
Achievement Russia This year 4 meetings
1,550 hours of pro were organised in
bono lectures were close partnership
given by PwC staff in with Charities Aid
universities Foundation
More than 100
volunteers from PwC
More than 300
Charity instead of gifts children from seven
orphanages
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 15
16. What we do. Highlights
Green Day
"We use so much paper in our
work that every single one of
us should plant a tree to give
back to nature." Natalia
Dovgal, Manager, TLS M&A Over the years, more
than 80 companies
have taken part in this
annual study and
some more than once
Leaders in Corporate
Philanthropy study
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 16
19. Sochi 2014 Volunteers Program
To involve the necessary number of volunteers required for successful implementation
Games
of the Olympic and Paralympic Winter Games in the City of Sochi in 2014
To provide involvement of volunteers into the work in the City of Sochi during
City
the Games
To maintain the infrastructure of volunteer activity in the country
Country created under the OCOG Volunteers Program as a key element of the*
Games' legacy
20. Volunteer program structure
2009-2011 2012-2013 2014 2014-2015
Phase I. Infrastructure development
1. Promotion of volunteer values
Phase II. Recruitment and training
2. Development of volunteer centers
Phase IV. Legacy
Phase III. Games
3. Development of IT-system
4. Legal support
5. Attraction and selection
6. Training
7. Work organization and management
8. Motivation and recognition
*
21. Volunteer Hubs in Russian
Universities
26 specialized volunteer
centers (14 regions)
Most presented regions:
Krasnodar region and
Moscow
Universities selected
within a Russian-wide
competition (126 bids)
Key tasks:
Promote volunteer and Olympic values and organize volunteering activities
in the University
Attract, select and train volunteers for Sochi 2014 Games
23. Volunteer Hubs
Silver Age University
Mission: To involve elder people into
active and constructive social lifestyle
Students: more than 2,000 people of
55+ age in 10 cities of Russia, including
Krasnodar and Sochi
Curriculum: computer literacy,
effective communication, foreign
language, healthy lifestyle
March 14, 2011: first 25 Silver Age
students got official Volunteer
certificates
24. Future plans of development
Volunteer centers are not
established only for Sochi 2014
project. They are encouraged to
realize lots of regional and local
volunteer projects
Plan to create an association /
umbrella organization of
volunteer centers
Involvement of volunteer
centers in national and
international projects
Service learning approach
Share of experience
57
25. Global Sports Forum Trophy Award
Sochi 2014 Volunteer Hubs Project
March 10, 2011: Global Sports
Forum in Barcelona, Spain
The competition for the most
innovative and effective sport
projects held as a part of Forum
Sochi 2014 program was
awarded by special Juan
Antonio Samaranch prize for the
development of volunteering
activities
26. Pre-games volunteers
Most of key Sochi 2014 events are organized with help of our volunteers
We realize pre-games program in Moscow and Sochi offices
2011 statistics
More than 950 volunteers in Sochi 2014 database
More than 4000 volunteer shifts in 54 events
More than 120 office volunteers have worked over 28 000 hours
26
28. Power of non-monetary motivation
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 28
29. «Fish bowl» discussion
Special rules Special set-up
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 29
30. Discussion rules
1 The discussion runs only inside the fish bowl.
2
Every participant can take place on a free chair
any time he/she has a question/comment or
would like to support/argue a position.
3 “5 min rule” – if nobody comes to the fish bowl
during 5 min, a facilitator is allowed to
nominate a fish.
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 30
31. Are you ready to activate your
volunteers?
Thank you
PwC Team
Sochi 2014
Activating Volunteers: The power of non-monetary motivation August 2012
PwC 31
Editor's Notes
Welcome to PwC WorkshopWe are glad to be here to get to know you and to let you know more about us while exchanging ideas.For the start let’s see who is here today.
My name is Philip Sladdin, I’m the current Global Information Leader at PwC.With me there are:Karel De Baere – CEO and Chairman of PwC Belgium and AIESEC ChampionKarina Khudenko – Partner PwC Russia and Alumni of AIESEC Russia. Ekaterina Pechenikhina – PwC Russia Assistant Manager, Human Resources Marina Checkmysheva – PwC Russia HR Consultant, Tax & Legal Services | Human Resource ConsultingAnton Lopukhin - Sochi 2014 Olympic Games Organizing Committee, Head of the volunteers management function
What about you?Ask to participants to raise their hands when hearing their region or current position.From which region are you from? – WENA, MENA, Asian Pacific, CEE, Africa, Iberoamerica.What is your current position in AIESEC? LCP – Local Committee President, MCVP – Member Committee Vice-president, MCP – Member Committee President?
Why did you choose PwC’s workshop?Ask to participants this question. 4 in total.
Why do you volunteer?Ask to 4 delegates their reasons for volunteering.
Share with delegates the facts and information we got from our publication called: Millennials at work. Document attached to read it.
Does a company want to hire a volunteer experienced? – Talk about the experience of working with +10 AIESEC volunteers/interns as GC and with AIESEC Int in general; also about the volunteers involved in PwCs CSR programme that you manage. The main factors that distinguish a volunteer from others.Value proposition offered by volunteer experienced
Explain the main concepts of Non-monetary motivation. Provide examples of non-monetary motivations used by organizations.
Provide facts and tools for management and implementation.
Power of non-monetary motivationGoals:• Participants understand how they can use the basic principles of non-monetary motivation at their everyday job in AIESEC• Participants understand “success factors” of non-monetary motivation management• Participants are aware of common mistakes
Fishbowl set-up: 2 rounds of chairs Fishbowl rules:1. The discussion runs only inside the fishbowl.2. Every participant can take place on a free chair any time he/she has a question/comment/example or would like to argue/support a position.3. “5 min rule” – if nobody comes to the fish bowl during 5 min, a facilitator is allowed to nominate a “fish”.Timing:5 min – explaining the rules, changing the chairs set-up30 min – Fishbowl discussionFirst question: • Isn’t non-monetary motivation concept used by a company just another way to earn more money with less cost?
Wrap up all the workshop, main thoughts and messages for delegates to think about. Delivery the bottles branded with Sochi and PwC to the 10 most proactive participants or with the best questions during the fishbowl.Leave an open question.Thanks for coming.Gifts delivery – Melissa will have a box whit all the scarf's and ties to provide to the all delegates as general gifts (giveaways).