"Volunteers don't get paid, not because they're worthless, but because they're priceless." ~ Anonymous
Organizations may vary in what services they provide, but
each one is driven by the individuals who believe in their mission and vision
to help their community. It literally takes a team to be successful at
providing a service and this success is what interest more volunteers to join
the organization. Volunteers are priceless. “Their impact is much
the same as that of donors of financial gifts, and they are a precious asset
that nonprofits need to nurture and cultivate” (Worth, 2009, p. 204).
Volunteers do a double service to their community; at the same time they are
providing a service to their community they are educating themselves through
nontraditional experiences. Through their “engagement they acquire a
range of skills, knowledge, attitudes, and values; such learning is often
unintentional and unconscious” (Mündel & Schugurensky, 2008, p. 51).
The Western Washington University Human Service Program {for more info} requires a minimum of 360 hours of
supervised field work and 20 hours of field observations. Through these
experiences I have observed the vast difference among interns, volunteers, and
paid employees. To conclude my experience with my experience with the
Western Washington University Human Service Program {for more info} I proposed,
developed, and implemented a volunteer survey for the Capstone Portfolio {for
more info} course. I surveyed volunteers at the Habitat for
Humanity of Island County Furniture Store (HHICFS) {for more info} to acquire data to support my assessment on why volunteers volunteer
based on Maslow’s Hierarchy of Need.
Volunteer Survey
Volunteerism does not discriminate against age, gender, or
martial status. Volunteers can vary in age, but each stage of development
requires different needs met. Of the HHICFS {for more info} volunteers, 58%
report to be in the early to middle adulthood and 42% in their later adulthood
(see Figure A);
with 75% being female (see Figure B).
Because of the larger reported early to middle adulthood, I anticipated having
more volunteers reporting to be single, but 55% reported being married, 27%
single, and 18% widowed (see Figure C).
Sigelman & Rider (2008) noted that the early to middle adulthood consist of
individual who are in their 20s to 40s whereas those in their later adulthood
who are in their 50s or older. Sigelman & Rider (2008) noted Arnett
(2006) that individuals experiencing early adult hood are “exploring their
identities; lead unstable lives filled with job changes, new relationships, and
moves; are self-focused…focused on their own psychological needs” (p. 8).
Shields (2009) Peterson (2004) explains that “older volunteers are motivated by
social responsibility while younger volunteers today are more interested in
recognition” (p. 140). Both of these age groups are experiencing age
norms in which are “society’s way of telling people how to act their age” and
social clock “a person’s sense of when things should be done and when he or she
is ahead or behind the schedule dictated by age norms; including when one
should be married (Sigelman & Rider, 2008, p. 4).
For one reason or another, we strive for recognition.
Volunteers, interns, and employees often go beyond the organization’s
expectation and their recognition often enhances their experience to become
reoccurring member of the organization. From the surveyed volunteers, the
average HHICFS {for more info} volunteer has
volunteered for approximately 2.33 years and 8.5 hours a week. Once
committed, volunteers “commit a significant amount of time to, and in many
cases have part of their identity tied up in, the amount of work they do in the
community” (Mündel & Schugurensky, 2008, p. 51). Half of the surveyed
volunteers are involved with multiple organizations (see Figure D) and
approximately 45% of the surveyed volunteers taken on multiple roles within an
organization (see Figure E).
I have observed that volunteers are committed to organizations that recognize
their volunteers with incentives, treating them as if they were employees, and
continuously showing their gratitude for their dedication. Fuller (2004)
notes, “recognition is to the psyche what nourishment is to the body…when I see
you seeing me, I feel that I exist. When I see you seeing me see you, we
exist” (p. 47). Volunteers devote so much of their time to an
organization and rely on their peers to recognize their efforts.
Organizations that continuously show their appreciation will often have a
history of reoccurring supporters who “primarily derive their job satisfaction and
intent to remain with the organization from their satisfaction of relatedness
needs on the job” (Boezeman & Ellemers, 2009, p. 911).
For the purpose of this volunteer survey, I focused on
Maslow’s Hierarchy of Need to determine if the organization was providing a
service to the volunteer, if the volunteer was providing a service to their
community, or a mix of both. I did not provide any questions in regards
to self-actualization, but I did question the volunteers if their needs were
met to suffice physiological, safety, love and belong, and esteem aspect of
Maslow’s Hierarchy of Need.
Physiological needs contributes to the basic essentials of life; consisting of nourishment, shelter, and personal security. Approximately 18% of the surveyed volunteers noted that while volunteering for HHICFS {for more info} it was their primary source of physiological needs for that day (see Figure G). Simons, Irwin, & Drinnien (1987) noted that “they are the strongest needs because if a person were deprived of all needs, the physiological ones would come first in the person’s search for satisfaction” (para. 5).
Safety needs are uncontrolled “thoughts and behaviors…adults have little awareness of their security needs except in times of emergency or periods of disorganization in the social structure” (Simons, Irwin, & Drinnien, 1987, para. 6). I had the questions focused more on the health aspects of safety rather than physical security, in which approximately 10% of the volunteers report meeting these needs while volunteering (see Figure G) .
DeGenova (2008) notes that there is a “universal longing to be attached, to relate, to belong, to be needed, to care” (p. 6). DeGenova (2008) noted Erick Erikson (1989) suggesting that “the achievement of intimacy is one of the major goals of life” (p. 7). Simons, Irwin, & Drinnien, (1987) notes that “Maslow states that people seek to overcome feeling of loneliness and alienation. This involves both giving and receiving love, affection and sense of belonging” (para. 7). I was anticipating that the results would define a large percentage of widowed volunteers (see Figure C), but only 16% of the surveyed volunteers report having their love and belonging needs met while volunteering (see Figure G).
Once we have fulfilled our physiological, safety, and love and belonging needs-we are in tune to our personal needs. We do certain things and become involved with specific programs to help suffice our need of self-esteem from our peers. Fuller (2004) notes that “if we do not contribute something to others – make ourselves public in some way-a part of us dies. To be invisible is to be deprived of even a chance for recognition” (p. 48). It is not surprising to have approximately 56% of the HHICFS surveyed volunteers reporting that this is their primary need met while volunteering (see Figure G) . Simons, Irwin, & Drinnien (1987) notes that “humans have a need for a stable, firmly based, high level of self-respect, and respect from others…are satisfied, the person feels self-confident and valuable as a person in the world” (para. 8)
Physiological needs contributes to the basic essentials of life; consisting of nourishment, shelter, and personal security. Approximately 18% of the surveyed volunteers noted that while volunteering for HHICFS {for more info} it was their primary source of physiological needs for that day (see Figure G). Simons, Irwin, & Drinnien (1987) noted that “they are the strongest needs because if a person were deprived of all needs, the physiological ones would come first in the person’s search for satisfaction” (para. 5).
Safety needs are uncontrolled “thoughts and behaviors…adults have little awareness of their security needs except in times of emergency or periods of disorganization in the social structure” (Simons, Irwin, & Drinnien, 1987, para. 6). I had the questions focused more on the health aspects of safety rather than physical security, in which approximately 10% of the volunteers report meeting these needs while volunteering (see Figure G) .
DeGenova (2008) notes that there is a “universal longing to be attached, to relate, to belong, to be needed, to care” (p. 6). DeGenova (2008) noted Erick Erikson (1989) suggesting that “the achievement of intimacy is one of the major goals of life” (p. 7). Simons, Irwin, & Drinnien, (1987) notes that “Maslow states that people seek to overcome feeling of loneliness and alienation. This involves both giving and receiving love, affection and sense of belonging” (para. 7). I was anticipating that the results would define a large percentage of widowed volunteers (see Figure C), but only 16% of the surveyed volunteers report having their love and belonging needs met while volunteering (see Figure G).
Once we have fulfilled our physiological, safety, and love and belonging needs-we are in tune to our personal needs. We do certain things and become involved with specific programs to help suffice our need of self-esteem from our peers. Fuller (2004) notes that “if we do not contribute something to others – make ourselves public in some way-a part of us dies. To be invisible is to be deprived of even a chance for recognition” (p. 48). It is not surprising to have approximately 56% of the HHICFS surveyed volunteers reporting that this is their primary need met while volunteering (see Figure G) . Simons, Irwin, & Drinnien (1987) notes that “humans have a need for a stable, firmly based, high level of self-respect, and respect from others…are satisfied, the person feels self-confident and valuable as a person in the world” (para. 8)
Volunteers are the backbones of an organization and their work is priceless. Those involved are often motivated by their opportunity to make a difference in someone’s life one person at a time (Mündel & Schugurensky, 2008). Some may volunteer from the heart and/or be required to volunteer, but at the end of their experience they walk away a different person having new skills and a sense of respect from the organization. This survey has provided some substantial information about Habitat for Humanity of Island County Furniture Store volunteers and their contribution to the community while fulfilling their personal needs. If I were to conduct this survey again, I would revise the questions to further address how their involvement has made them more aware of their community needs and resources; and if race and cultural backgrounds contribute to becoming involved with particular organizations within their community.
I want to thank the Habitat for Humanity of Island County staff and volunteers for allowing me to conduct my survey. I am truly grateful for their guidance and efforts to assist me with this project and my internship.
I want to thank the Habitat for Humanity of Island County staff and volunteers for allowing me to conduct my survey. I am truly grateful for their guidance and efforts to assist me with this project and my internship.
Reference
Boezeman, E., & Ellemers, N. (2009). Intrinsic need satisfaction and the job attitudes of volunteers versus employees working in a charitable volunteer organization. Journal of Occupational & Organizational Psychology, 82(4), 897. Retrieved from Master FILE Premier database.
DeGenova, M. (2008). Intimate relationships, marriage, & families. New York: McGraw-Hill.
Fuller, R. (2004). Somebodies and nobodies: Overcoming the abuse of rank. Gabriola Island, BC: New Society Publishers.
Maslow's Hierarchy of Needs. (2009). Retrieved from Wikipedia: http://en.wikipedia.org/wiki/File:Maslow%27s_Hierarchy_of_Needs.svg
Mündel, K., & Schugurensky, D. (2008). Community based learning and civic engagement: Informal learning among adult volunteers in community organizations. New Directions for Adult & Continuing Education, (118), 49-60. doi:10.1002/ace.295.
Shields, P. (2009). Young adult volunteers: recruitment appeals and other marketing considerations. Journal of Nonprofit & Public Sector Marketing, 21(2), 139-159. doi:10.1080/10495140802528658.
Sigelman, C., & Rider, E. (2008). Life-span human development (6th ed.). New York: Thomson/Wadsworth.
Simons, J., Irwin, D., & Drinnien, B. (1987). Maslow's Hierarchy of Needs. (West Publishing Company) Retrieved from Psychology-The search for understanding: http://honolulu.hawaii.edu/intranet/committees/FacDevCom/guidebk/teachtip/maslow.htm
Worth, M. J. (2009). Nonprofit management: Principles and practice. Los Angeles: SAGE
DeGenova, M. (2008). Intimate relationships, marriage, & families. New York: McGraw-Hill.
Fuller, R. (2004). Somebodies and nobodies: Overcoming the abuse of rank. Gabriola Island, BC: New Society Publishers.
Maslow's Hierarchy of Needs. (2009). Retrieved from Wikipedia: http://en.wikipedia.org/wiki/File:Maslow%27s_Hierarchy_of_Needs.svg
Mündel, K., & Schugurensky, D. (2008). Community based learning and civic engagement: Informal learning among adult volunteers in community organizations. New Directions for Adult & Continuing Education, (118), 49-60. doi:10.1002/ace.295.
Shields, P. (2009). Young adult volunteers: recruitment appeals and other marketing considerations. Journal of Nonprofit & Public Sector Marketing, 21(2), 139-159. doi:10.1080/10495140802528658.
Sigelman, C., & Rider, E. (2008). Life-span human development (6th ed.). New York: Thomson/Wadsworth.
Simons, J., Irwin, D., & Drinnien, B. (1987). Maslow's Hierarchy of Needs. (West Publishing Company) Retrieved from Psychology-The search for understanding: http://honolulu.hawaii.edu/intranet/committees/FacDevCom/guidebk/teachtip/maslow.htm
Worth, M. J. (2009). Nonprofit management: Principles and practice. Los Angeles: SAGE