Industry Research Project Assignment 1: Volunteer Retention Strategies

This report, submitted by Mohammed Keita, analyzes the challenges faced by the organization Rescue and Care for Wildlife, which relies heavily on volunteers for its operations. The research investigates the difficulties of securing adequate funding, a sufficient number of volunteers, and the high turnover rate due to untrained volunteers. The report explores the importance of resolving these issues to improve project management and enhance the care provided to animals. It identifies key factors that influence volunteer commitment, such as satisfaction with the organization's performance, organizational identity, and culture. The report suggests strategies to increase volunteer retention, including involving volunteers in organizational goal-setting, fostering a positive working environment, and providing incentives. The research aims to improve the organization's human resource policy to minimize volunteer turnover and enhance overall project success. References include works on productivity, strategic planning, employee motivation, and non-profit leadership and management.

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SOUTHERN CROSS UNIVERSITY
ASSIGNMENT COVER SHEET
Student Name: Mohammed Keita
Student ID No.: 22457413
Unit Name: Industry Research Project Assignment 1
Unit Code: MNG93217
Tutor’s name: Yvonne
Assignment No.: 1
Assignment Title: 1
Due date: 14 May 2018
Date submitted: 14 May 2018
Declaration
I have read and understood the rules relating to awards (Rule 3 Section 18 – Academic
Misconduct Including Plagiarism) as contained in the SCU Policy Library. I understand the penalties
that apply for plagiarism and agree to be bound by these rules. The work I am submitting electronically is
entirely my own work.
Signed: Mohammed Keita
Date: 14 May 2018

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Introduction
The organization that we intend to conduct research on is called Rescue and Care for Wildlife.
This organization carries out rescue work for wild animals that have been injured or abandoned
by providing them a shelter as well as the necessary security, rehabilitation, and food. The
organization requires a large number of volunteers due to the huge numbers of animals that are
brought in to the center every day (Berman, 2014). However, the organization cannot offer
remuneration; therefore, it completely relies on volunteership.
Research Question
This paper analyses the following question;
1. How a animal rescue organization can run through volunteership?
Research Field
This project belongs to the field of human resource management research.
Literature Review
In the system of positioning of non-profit organizations, activation of volunteer movements takes
place, which in a radical way transforms the institutional framework of volunteer activity,
producing the development of various forms, social partnership. Socially-oriented non-profit
organizations are becoming an institution that allows them to solve social and economic
problems while simultaneously creating civic responsibility of the population(Berman, 2014).
The author has structured the direction of social practice of volunteer activity according to the

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type of social development needs. An algorithm is presented, the development of corporate
volunteer movements
What are the Real Pressing Problems Faced by the Partner Organisation?
For an organization that relies greatly on donations in terms of grants for running the operations,
one of the biggest challenges is getting the adequate funding. With minimal funding, the
organization cannot accomplish a considerable degree of work. Largely, Rescue and Care for
Wildlife depends on volunteers for labor, because it is not possible for them to remunerate or
maintain salaried employees. The other major challenge that the organization faces is a lack of
sufficient volunteers (Lazaroiu, 2015). The organization does not receive as many requests for
volunteership as would have been sufficient. On an average, the organization requires nearly 30
volunteers who are working full time due to the amount of work the organization requires to do.
However, it operates with half the number, and at times, the number even falls to about seven to
ten volunteers. This lack poses a major challenge because a tremendous amount of work requires
to be completed, but the strength of the workforce is inadequate.
A second problem for the organization is that, to a large extent, volunteers who join the
organization are untrained. The organization is mainly involved in the rescue and rehabilitation
of wild animals. Therefore, it would ideally require personnel with a background in the field of
wildlife conservation (Dagenais et al., 2017). However, in reality, most of the volunteers that
approach the organization are untrained in this area, and thus, the organization is forced to
provide them training for a minimum of two weeks to familiarize them with the kind of work
required of them. This problem is compounded by the fact that some of the volunteers leave the

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organization after serving for an extremely short period; therefore, the organization is compelled
to train a new round of volunteers all over again.
The high turnover of volunteers poses one of the greatest challenges for the organization.
Volunteer retention is a huge problem, and in the past, has paralyzed many projects undertaken
by them (Renz et al., 2016). The other major problem faced by the organization is that some of
the projects they undertake have to be left incomplete, because the volunteers who were working
on it left the job.
Necessity to Resolve These Issues
Solving these problems is important for the organizations as it would enable them to manage
their projects in a better manner. Volunteer retention is their central aim. This is because it
allows the continuity of projects. If this issue is resolved, the wild animals can be served and
protected in a better way (Bryson, 2018). Second, the organization should have volunteers who
are motivated and consequently perform their jobs better. A motivated employee does not quit
their job after some time, and therefore, solving these problems will ensure that the organization
has an adequate and effective workforce.
How is This Work Important for the Organization?
This research will assist Rescue and Care for Wildlife improve its human resource policy in
order to minimize volunteer turnover.
Overarching Research Aim
The organization can employ the following strategies to increase volunteer retention:

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One of the ways in which the organization is changing this aspect is by offering volunteers a
chance to be associated with the organization by involving them in the process of setting the
organizational goals, because this allows them a sense of involvement in the social work. Other
strategies include creating a happy and healthy working culture and providing some incentives to
the volunteers.
Research Question
Factors that affect volunteer commitment
Satisfaction with organization’s performance. One of the strongest factors that determines
whether a volunteer will commit to the organization or not is its performance. This organization
is a non-profit organization, so the only parameter that the volunteer can use to gauge their
performance is that if they are taking care of wild animals in an effective and consequential
manner. Unfortunately, this can only be assessed by a person who is passionate about this line of
work, and this is the reason due to which most volunteers do not stay with the organization for a
long period, because they are not passionate about conservation work (Beltrán and Bou, 2018).
Organizational identity. Volunteers want to be involved with and committed to an organization
recognized by the community. If the volunteers’ motive is offering assistance only, an
organization that provides such services will be a good place for them to offer their work.
Organizational culture. An organization that enjoys a good working environment is another
factor that determines volunteers’ possible commitment. A friendly working environment is
easier to commit to.
Keywords: volunteer, retention, human resource

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References
Berman, D., 2014. Productivity in public and nonprofit organizations. Routledge.
Bryson, J.M., 2018. Strategic planning for public and nonprofit organizations: A guide to
strengthening and sustaining organizational achievement. John Wiley & Sons.
Beltrán-Martín, I. and Bou-Llusar, J.C., 2018. Examining the intermediate role of employee
abilities, motivation and opportunities to participate in the relationship between HR bundles and
employee performance. BRQ Business Research Quarterly, 21(2), pp.99-110.
Dagenais-Desmarais, V., Leclerc, J.S. and Londei-Shortall, J., 2018. The relationship between
employee motivation and psychological health at work: A chicken-and-egg situation?. Work &
Stress, 32(2), pp.147-167.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, p.97.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.