The document discusses incentives for voluntary work in Finland based on survey results. It finds that most participants have done voluntary work for 3+ years and have educational backgrounds other than a university degree. Most live in urban areas and are retired. The majority do voluntary work regularly and view it as a source of personal development and learning new skills. Some see benefits like training, supervision, and rewards from their community organizations. Rewards include excursions, events, and badges. Younger volunteers and those unemployed place more emphasis on training and rewards as incentives for voluntary work.

1. Incentives to Voluntary Work
Anitta Pehkonen
VVH seminar 11.6.2015
Helsinki

3. Background Information
I Have done voluntary work
– less than three years 16%
– three years or more 78%
– I have not done voluntary work 6%
My educational background
– university degree 37%
– something else 63%

4. • Living environment
– rural area 36%
– urban area 64%
• Life situation
– I am a student 5%
– I am in working life 47%
– I am unemployed 5%
– I am retired 37%
– Something else 6%

5. • 79,2 % of the participants was
women
• Age
– Under 26 years age 4 %
– 26-40 years age 21 %
– 41-60 years age 39 %
– Over 60 years age 36 %

6. I do voluntary work
– Regulary 56%
– Occasionally 38%
– I don’t do voluntary work 6%

7. Individualistic orientation
resources, personal
development, well-being

8. Personal development
Volunteering is a source of personal
development.
• Learning new things
• Self-development
• Interests
Individualistic orientation: self-development

9. • On average 2,8 %
• High-educated 3,6%
• Unemployed 6,7 %
Individualistic orientation: self-development

10. ”Interaction is a central element
of volunteering. My aim is to gain
better language and
communication skills.”
Yksilökeskeinen orientaatio: kehittyminen

11. ”Learning new things. In volunteering
activities it’s possible to gain experience
of supervising others, which would
otherwise be impossible at this age
(22). It’s also possible to gain other
employability skills such as
communication and public speaking and
cooperation with others.”
Individualistic orientation: self-development

12. Community orientation
Organisation,regard, training
and supervision,
community support, rewards

13. Training and supervision
The volunteers receive training
and supervision for their tasks,
and support within the community
(also professional support).
Community orientation: Training & supervision

14. • On average 4,7 %
• Unemployed 6,7 %
• Younger than 26 6,1 %
• Volunteered for less than 3 years
6,5 %
• Urban-dweller 5,2 %
Community orientation: Training & supervision

15. ”A volunteer needs proper
initiation, training, opportunities
to keep up their abilities,
professional support, a sense of
community, recreation and
regard.”
Community orientation: Training & supervision

16. ”Training gives you certainty,
which is then reflected in your
activities.”
Community orientation: Training & supervision

17. Rewards
The volunteer receives material
awards or her expenses are covered.
• excursions and events
• Special training events
• Badges and other types of rewards
Community orientation: rewards

18. • On average 3,2 %
• Younger than 26 5,3 %
• Unemployed 5,0 %
• High educated only 2,1 %
Community orientation: rewards

19. Community orientation: rewards
”The Red Cross organises training
events and recreational
excursions to e.g. spas”

21. Thank You 