Journal Summary on Sociology – Sample

Journal Summary

Conflicts in volunteer work

The article reveals that people make mistakes, using the ad hoc management practices and the supervision of volunteers. It is worth noting that paid staff do not have the skills and have not been trained to effectively handle the supervision of volunteers. As such, an organization suffers because of the possible conflicts that emerge between paid workers and volunteer. Therefore, the human resource department should clearly include a code that guides the supervision of volunteering worker. It is important for the top leadership to be aware of the specific needs and the skills that volunteers need to discharge their duties efficiently. The management charged with managing volunteers must show a willingness to discuss the problems that volunteers face in the workplace. It is important to support training and minimize the drain of staff time and the situations they are likely to provoke. If an organization fails to invest in building its infrastructure to manage the volunteers, it could have a negative impact on volunteers, leading to a high number of employees leaving the organization.

The executive directors should be on the frontline of hiring volunteers, as they champion volunteer programs. It is crucial for the director to receive appropriate training and ensure accountability for the volunteer program. Nonetheless, a significant number of organizations have failed to invest sufficiently in training of staff and supervising of volunteers. It is also important to consider the issue of resistance, especially when taking the volunteer supervision role.

Employee welfare

The article has pointed out the problems that organizations face as they try to engage volunteers who suffer from mental or physical disabilities. The lack of sufficient investment in improving the welfare of employees has led to organizations lacking the capacity to introduce volunteer positions that align to the needs and interest of individuals suffering from disabilities. When the volunteers are not well trained, they show significant weaknesses in cultural competence and other staff members may not be aware of the practices necessary when collaborating with volunteers suffering from disabilities. Indeed, creating volunteer positions that favors people with disabilities is a great starting point for the organization in taking care of the needs of all employees in the organization. The process of integration of volunteers with disabilities in the organization requires an organization to seek advice or get help from organizations that have managed to integrate successfully volunteers with disabilities to their program. This is critical because an organization will know what works among potential volunteers.

Approach to volunteer conflict issues

The case study revealed the possibility of a conflict between paid and volunteering when it comes to their deployment in different areas. The conflict may be subtle and it could be caused by a lack of communication between volunteers and staff, evidenced through the breakdown of the feedback system between the volunteer managers and the volunteer. As such, there is a need to define staff and volunteer roles, to ensure that the organization has the capacity to deal with turf issues and the insecurities in these groups. An organization needs to take a proactive approach when it comes with assessing the relationship between staff and the volunteers. An organization has to consider surveying the volunteers, clients, and staff members, as it creates awareness on the volunteer-staff climate. The organization is better placed to include changes where there are symptoms of poor volunteer-staff relationship and limit the possibilities of weakness that might jeopardize the relationship between different categories of workers.

References

Rimes, H., Nesbit, R., Christensen, R., & Brudney, J. (2017). Exploring the Dynamics of Volunteer and Staff Interactions. Nonprofit Management & Leadership 28(2), 195-213.