NPM 506 Volunteer Management Assignment Sample SUSS Singapore

In this assignment sample, we will be going to discuss the NPM506 Volunteer Management Assignment Sample of SUSS, Singapore. The NPM506 Volunteer Management course provides an in-depth examination of the asset-based and task-based views of volunteer management.

The former focuses on how to align volunteers’ passion with nonprofit organizations’ overarching strategies, while students will be required to delve into self-concepts, work roles, and expectations for volunteering through this class as well.

The course will explore how non-profit organizations can best engage and manage volunteers to meet organizational needs. Students will learn about strategic frameworks for mapping an organization’s requirements, as well as the knowledge, skill sets, and abilities of good volunteer candidates.

The final module is a guest speaker with experience in managing successful volunteering roles from within the third sector or students may be given opportunities to go on-site visits at local community centers near campus that are looking for additional help through service projects.

This course was designed to give students an overview of current developments and issues in international aid work. Students will learn about the historical development of structural inequality within global relationships, the development of multilateral institutions such as the IMF and WTO, how policy is currently being made at these levels, how debates around trade liberalization have come to be framed by feminist critics, race theorists, or other scholars – or whether it has been denied a voice altogether.

TOA, GBA, TMA Assignment solution of NPM 506 Volunteer Management Assignment Sample of SUSS 

By the end of this course, students will be able to learn about the NPM 506 Volunteer Management module SUSS

1.Explain key theories and concepts of volunteer management.

Volunteer management is the growth and direction of volunteer-based service organizations. One way to achieve this is through recruitment, selection, training, supervision, and motivation of volunteers to optimize their productivity.

This last point – “supervision” – is important for a number of reasons. Volunteers are motivated by being able to contribute in a meaningful way. When they’re given constructive feedback, they see the benefit that their contributions have made to an organization’s mission statement. Without supervision, volunteers might be performing tasks without understanding how it contributes to an organization’s objective.”

Read also this sample: NPM 524 Develop and Create Value for Organisation and People Sample Assessment

2.Appraise different forms of volunteer motivation, with a view of matching them to non-profit organizations’ requirements.

We appraise different forms of volunteer motivation, with a view of matching them to non-profit organizations’ requirements by:

Evaluating the benefits of different types of motivation, and their relation to the development of effective volunteer management strategies.

Our review has identified that non-profit organizations require three kinds of volunteers. The first group is motivated by formal rewards such as recognition in publications or at an annual gala, a personal letter from a high-ranking official or founder, and/or a small gift like a pen or notepad with the organization’s logo on it.

Read also this sample–NPM510 Strategic Planning for Non-Profit Organisations Assignment Sample SUSS, Singapore

While this first type may be satisfied with less than frequent feedback (like once every few months), the second type will need more attention and supervision.

3.Review strategies for strengthening volunteer programs.

We can review strategies for strengthening volunteer programs through three key dimensions.

• First of all, the most successful volunteer organizations have a strategy that clearly defines what their mission is and how they make good on this pledge to improve the lives of people in need.
• Second, strong management with clear accountability promotes teamwork and allows volunteers to feel confident and supported when seeking opportunities to excel.
• Third, committed volunteers are an organization’s lifeblood; dedicated, enthusiastic supporters at the core of any outreach activity are critical not just for implementing but also for sustaining an effective program.

It’s important for any nonprofit worth its salt support these fundamentals if one seeks to be financially sustainable while serving people in need judiciously and compassionately.

4.Apply core principles of organizational behavior in a volunteering setting.

Apply core principles of organizational behavior in a volunteering setting by making sure the volunteers are like-minded and share similar values.

Organizations with cult-like cultures can be very dangerous for people who don’t know what to expect when they join because it’s important to understand the risks associated with joining such an organization.

By carefully selecting volunteers who share a common vision and mission, you’re reducing the chances that your volunteer group will fall prey to other forces like predatory leadership, dogmatism, or sectarianism. When you’re working with different perspectives, balancing collaboration with independence becomes much more difficult.

5.Relate volunteer management models to practical work situations.

It is possible to relate volunteer management models to practical work situations. For instance, the informal model can be related to the type of business where people come and go like drive-by customers, as opposed to a charity with someone sitting in an office all day accepting jobs from people who want to help out.

The formal model can be more of a corporate‐type environment with an assigned supervisor and action plans that are monitored regularly (somewhat like how employers would monitor employees), whereas independent volunteers could have no supervision at all but still have goals set for them every time they take on a new task.

6. Manage the attraction and retention of volunteers with effective human resource practices.

The more a volunteer feels recognized for their contribution, the more likely they will stick around with the organization. Engaging them in planning events is one effective way to do this.

Volunteers are typically recruited from your sphere of influence — your friends and family, neighbors, members of your church or club, and people you see on TV during fundraisers or appeals.

When those volunteers come into contact with other potential volunteers through a group activity such as an event or fundraiser when thanked for their efforts in contributing to the success of whatever that collective activity was building awareness and recognition is what builds a sense that they have contributed towards something bigger than themselves which can help make donors feel proud.

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