Volunteer motivation & satisfaction
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This document summarizes a case study on volunteer motivation and satisfaction at the 2004 Twin Cities Marathon. It begins with an introduction on motivation theory and literature reviewing theories of altruism and mixed motives. It then describes the study methodology of surveying 254 marathon volunteers. Results found most volunteers were female, average age 39, and well-educated. Analysis of survey data on motivations and satisfaction is also discussed. The conclusion emphasizes the importance of leaders understanding different motivations and tapping into them to effectively motivate diverse groups.
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1. The coercive leader is effective in times of crisis. He or she will make commands and expect others to follow.
2. The authoritative leader lays out the overall goals, but gives others the chance to choose how to meet those goals.
3. The affiliative leader focuses on people first, often laying out praise and building harmony.
4. The democratic leader wants to give everyone a voice in decision-making.
5. The pacesetting leader sets high standards and models these standards.
6. The coaching leader focuses on personal development and less on organizational goals (Goleman, 2000).
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This study investigated how physical attractiveness, social attractiveness, and self-esteem affect perceptions of desirability and reciprocity in online dating. 80 students viewed one of four fictional dating profiles that varied in physical and social attractiveness of the person depicted. Participants completed self-esteem and desirability/reciprocity measures. Results showed that profiles with high physical or social attractiveness were seen as more desirable. Profiles with both high physical and social attractiveness were seen as most desirable. Contrary to hypotheses, those with low self-esteem perceived higher reciprocity than those with high self-esteem. The study provides insight into how attributes affect perceptions in online dating.
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The document discusses different theories of motivation in the workplace. It covers content theories like Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory, which focus on understanding employee needs and what satisfies them. It also discusses process theories like Adams' equity theory and goal setting theory, which examine the psychological processes that translate needs into motivated behavior. Overall, the document provides a comprehensive overview of major motivation theories and their implications for effectively engaging and satisfying employees.
Motivation
This is a presentation on motivation, types and theories. Our motive defines our inner state of our mind, activates and directs our behaviour.
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Employee Motivation as a tool to implement internal Marketing.
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Due to the recent unethical scandals caused by the world’s leading companies, there are now growing attentions to Corporate Social Responsibility (CSR) issues. CSR and its motivations have been investigated both academically and practically for a long time, however it seems these studies are not sufficient for consistent and convincing results. Also little is known about Scandinavian based companies. In order to fill in the gap and make an academic contribution to this field of study, which aims to investigate impact of CSR on employees’ motivation, through a case study of Siddhartha Group, which is a Nepali business organization and one of the Nepal major players in the manufacturing industry. The authors chose the company in consideration of their high commitment in CSR activities and access to firsthand data. Also, this study delimited its research area for deep understandings, and conducted from the company perspective. Today each and every organization of the worlds wants to be market competitive, successful and wish to get regular progress. The present era is totally aggressive and organizations despite of size, technology and market focus are facing employee maintenance challenges. To overcome these fetters a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most vital part so they need to be inclined and influenced towards tasks fulfillment. Organizations must plan different strategies to compete with the competitors and for increasing the performance of the organizations in order to achieve success.
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Ambe Steels P. Ltd. was established in September 2009 in Lumbini zone at Gonaha VDC, nearby Bhairahawa city. It has been set up to manufacture TMT steel bars as well as other steel products using HSE Gmbh Thermex technology of Germany.
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Volunteer motivation & satisfaction
- 1. Volunteer Motivation & Satisfaction Rajkumar Adhikari A Case Study of 2004 Twin Cities Marathon
- 2. Objective of Presentation What Motivation mean ? To explain Motivation Theory To explore
- 3. Literature Review way of understanding volunteer motivations has been based on theories of altruism and selflessness (Phillips, 1982; Rehberg, 2005) The reasons for joining an organization not only included altruistic motives, but financial motives as well (Farmer and Fedor ;2001) numerous volunteer studies on social services have found different motivations such as altruism, social contact, personal interests, and emotional needs (Yeung, 2004)
- 4. Until the 80’s effective leadership meant: Being precise in making decisions Courage and audacity to develop new organizational strategiess. Today an effective leadership means: To dominate the art of motivaton Being capable to understand and comunicate with others Being capable to match people’s talent with the right activity/situation Servant Leaders inspire and motivate their followers Leadership and Motivation
- 5. . What is Motivation A motive is an impulse that causes a person to act. Motivation is an internal process that makes a person move toward a goal. Motivation, like intelligence, can’t be directly observed. Instead, motivation can only be inferred by noting a person’s behavior
- 6. Physiological Needs (hunger, thirst) Safety Needs (security, protection) Social Needs (sense of belonging, love) Esteem Needs (self-esteem) Self Actualization Maslow’s Hierarchy of Needs
- 8. Method ( Sample Selection) 3450 volunteers contributed their services Email was sent to the database of 1297 on-line volunteers The final set of respondents for the study consisted of 254 individuals (females=179; males=75).
- 9. Instrumentation The questionnaire consisted of three broad areas designed to achieve the purpose of the study. The first section included items assessing the motivations of volunteering. The second area included items assessing the satisfaction of individual volunteer experiences. The third a final section included questions tapping demographic information. The response format for the scale is a 7-point Likert-type scale ranging from Strongly Disagree (1) to Strongly Agree (7).
- 10. Results Respondent Profile of the 254 respondents 70.5% were female and 29.5% male The mean age was 39 years old, and ranged from 13 to 67 years About one half (49.2%) were married, 43.2% were single, 6.8% were divorced, and .8% were widowed Four out of 10 (40.5%) of the respondents were classified as holding college degree, 25.0% hold graduate degree, 18.3% of the respondents were college students, 10.3% were classified as graduate student status, and 1.6% hold a high school diploma.
- 11. Analysis
- 12. Conclusion People are motivated in different ways To effectively motivate others, leaders need to: Identify these motives Find ways to tap into them In large groups: need them all !!! Make them Happy & be Happy !!!
- 13. Question
- 14. Thank You