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  • Motivating Staff & Volunteers Working in Ngo: Group 9, Sec-D

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    This document discusses motivating staff and volunteers working for non-governmental organizations (NGOs). It begins by defining NGOs as non-profit organizations that are independent of government control and established by volunteers to provide humanitarian services and implement government policies in areas like human rights, health, and the environment. It then identifies some of the challenges NGOs face like limited funding, high staff turnover, and lack of cooperation between NGOs. It analyzes motivation through Maslow's hierarchy of needs and notes how low salaries, lack of respect, and job insecurity can negatively impact motivation. The document presents the results of a survey conducted with NGO employees to understand factors influencing their motivation like society's perceptions and financial incentives.

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    Group 9_Section D_Final Presentation

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    This document discusses motivating staff and volunteers working for non-governmental organizations (NGOs). It begins by defining NGOs as non-profit organizations that are independent of government control and established by volunteers to provide humanitarian services and implement government policies in areas like human rights, health, and the environment. It then identifies some of the challenges NGOs face like limited funding, high staff turnover, and lack of cooperation between NGOs. It analyzes motivation through Maslow's hierarchy of needs and notes how low salaries, lack of respect, and job insecurity can negatively impact motivation. The document presents the results of a survey conducted with NGO employees to understand factors influencing their motivation like society's perceptions and financial incentives.

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    © All Rights Reserved
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    12 views15 pages

    Motivating Staff & Volunteers Working in Ngo: Group 9, Sec-D

    Uploaded by

    r G
    This document discusses motivating staff and volunteers working for non-governmental organizations (NGOs). It begins by defining NGOs as non-profit organizations that are independent of government control and established by volunteers to provide humanitarian services and implement government policies in areas like human rights, health, and the environment. It then identifies some of the challenges NGOs face like limited funding, high staff turnover, and lack of cooperation between NGOs. It analyzes motivation through Maslow's hierarchy of needs and notes how low salaries, lack of respect, and job insecurity can negatively impact motivation. The document presents the results of a survey conducted with NGO employees to understand factors influencing their motivation like society's perceptions and financial incentives.

    Copyright:

    © All Rights Reserved
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    of 15

    MOTIVATING STAFF &

    VOLUNTEERS WORKING
    IN NGO

    GROUP 9, SEC- D
    Bhaskar Jyoti Saha (1311221)
    Lakshmi Reghunath (1311233)
    Mahesh Sarode (1311235)
    Shantanu Sinha (1311260)
    Shreya Shivani (1311262)

    NON-GOVERNMENTAL
    ORGANIZATION
    Non Profit Organization, independent of
    government control
    Established and driven by volunteers with
    common interests and goals
    Purpose:

    Humanitarian service for society


    Play pivotal role in implementation of
    government policies

    Work for specific causes- human rights,


    health, environment

    TYPES OF NGO
    Charitable NGO: Caters to needs of unprivileged
    Service NGO: Focuses on health, education,
    sanitation
    Participatory NGO: Group of people contribute
    money, material, manpower for development /
    implementation of project
    Empowering NGO: Helps create awareness
    among beneficiaries for alleviation of socio
    economic issues

    CHALLENGES FACED BY NGO


    Paucity / misuse of funds
    Attitude of people towards NGO
    Social acceptance of volunteers
    High staff turnover

    Lack of dedicated workers


    Poor inter-NGO cooperation

    POOR MOTIVATION- MASLOWS


    HIERARCHY OF NEEDS
    Low
    respect

    failing to fulfill
    Esteem Needs
    Poor social acceptance
    affecting
    Belongingness Needs
    Personal safety and security issues
    which threaten

    Security Needs
    Low Salary which hurts
    Physiological Needs

    OTHER CAUSES FOR LOW


    MOTIVATION
    Principal Agent
    Incongruence

    NGOs value doesnt


    match with individuals
    values

    Job Insecurity

    Frequent restructuring
    in NGO leads to poor
    job security

    Lack of Promotion
    and Career
    Growth

    Career growth
    opportunities of other
    sectors eclipse NGOsleads to attrition

    GENERAL RECOMMENDATIONS
    Alignment of employee objective
    and organization goal
    Employee focused HR policies
    Exposure to media for motivation
    and recognition
    Promotion, employee
    performance recognition
    Flexible working hours and
    gender friendly environment

    SURVEY- PARTICIPANTS
    Age

    Gender

    Education

    NGO
    Worked in
    Number
    of months
    in NGO

    Sector of
    NGO
    NGOPrimary /
    Secondary
    Employment

    STATISTICS OF PARTICIPANTS
    Age Group
    4%
    13%

    25%

    8%

    23 Years
    24 Years
    25 Years

    50%

    26 Years
    29 Years

    PROCEDURE
    Search
    Individuals with
    NGO work
    Experience

    Formulate
    Survey

    Question
    Understand behavior
    nuances, daily activities

    Based on understanding,
    survey questionnaire
    formulated

    Insight into mindset of an NGO employee


    Psychological behavior of an NGO employee

    HYPOTHESIS TESTING
    Societys
    Perception
    Motivation

    Financial
    Incentives

    RESULTS

    Societys
    Perception

    Financial
    Incentives

    R-square value of 0.261

    DISCUSSIONS
    Need for
    affiliationcollective culture
    of India

    External stimulus
    undermines our
    perception of selfdetermination

    RECOMMENDATIONS
    Encourage family & friends to
    visit & experience the NGO
    Improve visibility of the NGO in
    media

    Give Best Employee awards


    National/International
    certification so as to garner
    maximum credibility

    Motivation determines
    what you do

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