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Pevnaya Maria Vladimirovna. Volunteering as a social phenomenon: management approach: dissertation ... Doctor of Sociological Sciences: 22.00.08 / Pevnaya Maria Vladimirovna; [Place of defense: National Research Nizhny Novgorod State University named after N.I. Lobachevsky "] .- Nizhny, 2016
Introduction
CHAPTER I. Theoretical and methodological foundations of the research of volunteering 24
1.1. Conceptualizing volunteering as a sociological concept 24
1.2. Volunteering as a subject of theoretical and sociological study 58
1.3. Scientific Approaches to Researching Volunteering 75
1.4. Specificity of the management approach to the research of volunteering 89
CHAPTER II. Historical trajectories of volunteering development abroad and in Russia 103
2.1. Volunteering in European Countries: Genesis and Development 103
2.2. Formation and development of volunteering in the USA 121
2.3. Development of volunteering in Russia: problems and contradictions 139
2.4. Comparative analysis of global trends in the development of volunteering 161
CHAPTER III. Specificity of social management of volunteering in Russia through the prism of systemic, community, institutional and activity approaches 183
3.1. The model of the social management system of Russian volunteering and the methodology of its empirical research 183
3.2. Institutional arrangements for social management of volunteering 199
3.3. Resource community of Russian volunteers 220
3.4. Volunteer Activities: Professionalization and Management 244
CHAPTER IV. Social management of volunteering as a subject of sociological analysis (based on research materials in the Sverdlovsk region) 264
4.1. Characteristics of volunteering as an object of management at the regional level 264
4.2. Volunteering Management Challenges in the Region 282
4.3. The concept of regional management of volunteering development 304
Conclusion 322
Literature 326
Introduction to work
The relevance of research due to the need to understand the nature of ambiguous, contradictory social phenomena, processes, movements in modern Russia and the need to improve social management of the behavior of various communities actively involved in them. Volunteering is one such phenomenon. The specificity of social management of it is predetermined by the peculiarities of the community and activity characteristics of this phenomenon, the plurality of management structures affecting the interests of volunteers and regulating their activities at the international, national and local levels.
The volunteer movement is not limited to different countries and territories. In 2014, 1 billion people over the age of 18 worked as volunteers in the non-profit sector (21%), 2.2 billion people helped strangers (48.9%). At least once a year, 23 million Russians (19%) volunteered for NGOs, and every third (32%) provided free aid to those in need.
The need to study the management of Russian volunteerism is determined by its inconsistency. A self-organized high-resource system, which includes a set of social associations, groups and sub-communities of volunteers and manifests itself, realizing a certain social function, is faced with the intervention of the state system aimed at ordering volunteering or exercising control over it. External influence on it is increasing, aimed at expanding its boundaries, increasing the number of volunteers. At the same time, the internal aspirations of individual organizations, groups and volunteers to maintain autonomy are manifested. The practices of interaction between volunteers at the community level are permeated with contradictions, their behavior is associated with a choice between independence and submission, coercion and freedom,
1 CAF. World giving index 2015. URL:
cooperation and rivalry, centralization and decentralization, solidarity and protest.
The presented dissertation makes it possible to formulate the sociological foundations of the study of volunteering, as well as to model the social management of volunteers and their activities in our country, taking into account real management practices, the processes of self-organization of various sub-communities of volunteers when comparing them with projects for the development of volunteering created by the state.
Dissertation problem acts as contradiction between the actively developing social phenomenon of volunteering in the world, reflecting global trends in conjunction with its national characteristics, and the imperfection of the mechanisms for managing volunteers and their activities that are emerging in Russian society, which determine the conditions for its implementation and effectiveness.
The degree of scientific elaboration of the problem. Volunteering is poorly represented as an integral object of theoretical research in sociology. Some of its aspects are studied only from the 2nd floor. XX century Nevertheless, such scientific problems as the division of labor, solidarity, group interaction, labor, professional vocation, which were developed in the XIX - early XX centuries. O. Comte, G. Spencer, K. Marx and F. Engels, E. Durkheim, G. Simmel, F. Tennis, M. Weber, can be regarded as fundamental foundations of sociological research of volunteering, its methodological guidelines. The ideas of T. Parsons, R. Merton, D. Homans, P. Blau, L. Coser, R. Dahrendorf, D. North make it possible to apply macrotheories to the analysis of volunteering. In the formulation of the research problem, the concept of social capital, the theory of structuration, trust
Comte O. Positive policy system; Spencer G. Foundations of Sociology; K. Marx, F. Engels Communist Manifesto; Durkheim E. On the division of social labor; Simmel G. How is society possible? Tennis F. Society and community; Weber M. Basic sociological concepts.
Parsons T. About the structure of social action; Merton R. Social structure and anomie; Homans G. Social behavior as exchange; Blau P... Exchange and Power in Social Life; Coser L. Functions of social conflict; Dahrendorf R. Paths from Utopia; North D. Institutions, institutional changes in the functioning of the economy.
and social movements of P. Bourdieu, E. Giddens, L.D. Gudkov, A. Touraine, F. Fukuyama, P. Shtompki, I.A. Khaliy, V.A. Yadov, explaining the fields of interpersonal, intragroup and intergroup relations by highlighting their structures and actors.
The development of the problems of the development of public activity, civic and social participation, urban management, technologization of management at its various levels, presented in the works of E.M. Akimkina, A.A. Merzlyakova, M.A. Osipova, V.I. Patrushev, A.I. Prigogine, M.V. Rubtsova, A.V. Tikhonova, Zh.T. Toshchenko, O.A. Urzhi, V.A. Shilova, V.V. Shcherbins.
In the international sociological community, intercountry projects are being implemented, a number of national studies of volunteering have been carried out, and some of its types are being studied 3. H.K. Anheier, F. Wardell, S. Zimek, D. Lishman, L. Salamon, D. Smith, S. Sokolovski, K. Tilly, C. Tilly, M. Haddock, S. Shen consider volunteering as an element of civil society, as participation and the involvement of the population in the activities of the third sector. The works of D. Brudney, C. Wang, K. Wu, R. Goldberg-Glen, L. Hastings, S. Zrinschak, C. Kang, R. Knaan, F. Handy, D. Husky-Leventhal, as well as the works of M. Bresnahan,
1Bourdieu P. Forms of capital; Giddens A. Organization of society: outline of the theory of structuration; Gudkov L. Trust in Russia: meaning, functions, structure; Touraine A. The return of a person acting; Fukuyama F... Trust: social virtues and the path to prosperity; Shtompka P. Sociology of social change; Khaliy I.A. Social movements as the innovative potential of local communities; V.A. Yadov Modern theoretical sociology as a conceptual basis for the study of Russian transformations.
2 Akimkin E.M., Shilova V.A. The problem of urban development management in the regional aspect; A.A. Merzlyakov
Civil social participation as a universal technology of social management; Osipova M.A.
Sociology of management: problems of determining the subject area; Patrushev V.I. Foundations of general theory
social technologies; A.I. Prigozhin ; Rubtsova M.V. Manageability and
power: the relationship of concepts in the sociology of management; Tikhonov A.V. Sociology of Management: Fundamental
and applied knowledge; Toshchenko Zh.T. Sociology of Management; Urzha O.A. Social activity of the population
municipalities: factors and conditions; V. V. Shcherbina Subject, status and problems of sociology
organizations.
Lough B. International volunteerism from the USA 2004-2010. 2012; Smith K., Lockstone L. Event volunteering: international perspectives on the event volunteering.
Anheier H., Salamon L. Volunteering in cross-national perspective: initial comparisons; Smith D., Shen C. The roots of civil society: A model of voluntary association prevalence applied to data on larger contemporary nations; Wardell F., Lishman J. Ziemeck S. The economics of volunteer labor supply: an application to countries of a different development level. 2003; Sаlаmon L., Sokolowski S., Haddock M. Measuring the economic value of volunteer work globally: concepts, estimates and a roadmap to the future; Tilly C., Tilly C. Work under capitalism.
P. Dekker, M. Lapinski, S. Smith, S. Smith, L. Holman are aimed at studying the motivation of volunteers from different countries, their different sub-communities.
Since the end of the twentieth century. the theory of volunteer labor is being developed. S. Shaumbri and K. Einof specified that volunteering is studied as work, prosocial behavior or leisure. D. Wilson and T. Rottolo identified a group of socio-demographic, institutional and cultural theories of volunteer work. M. Musik, K. Holmes considers volunteering as a type of activity that increases social capital.
The management of volunteers in organizations is being studied by L. Velens, M. Jagers, S. Kilpatrick, P. Orpin, K. Stirling, as well as S. Studer, G. Schnurbein. I. Beigbeder, D. Brudney, A. Williamson, L. Hastings, A. Jill-Lacrouse, C. Marcuello, L. Mays, J. Prakner, F. Huckle, M. Halla, D. Husky-Leventhal.
Since the beginning of the XXI century. in our country, volunteering as a resource for charity, as one of the practices of civil society is being studied
Handy F., Hustinx L., Kang C., Cnaan R. A., Brudney J., Haski-Leventhal D., Zrinscak S. A cross-cultural examination of student volunteering; Wang C., Wu X. Volunteers' motivation, satisfaction, and management in large-scale events: an empirical test from the 2010 Shanghai World Expo; Cnaan R, Goldberg-Glen R. Measuring motivation to volunteer in human services; Yeung A. The octagon model of volunteer motivation: results of a phenomenological analysis; Dekker P., Halman L. The Values \u200b\u200bof Volunteering: Cross-Cultural Perspectives; Smith S., Lapinski M., Bresnahan M., Smith S. Conceptual aspects of altruism in cross-cultural perspective.
Chambr S., Einolf C. Is volunteering work, prosocial behavior, or leisure?
Rotolo T., Wilson J. State-level differences in volunteerism in the United States: research based on demographic, institutional, and cultural macrolevel theories.
Wilson J, Musick M. Toward an integrated theory of volunteer work; Holmes K. Volunteering, citizenship and social capital: a review of UK government policy.
Wellens L., Jegers M. Effective Governance in nonprofit organizations: a literature based multiple stakeholder approach; Stirling C., Kilpatrick S., Orpin P... A psychological contract perspective to the link between non-profit organizations ’management practices and volunteer sustainability; Studer S., Schnurbein G. Organizational factors affecting volunteers.
Beigbeder Y. The role and status of international humanitarian volunteers and organizations; Brudney J., Williamson A. Making government volunteering policies more effective; Gil-Lacruz A., Marcuello C. Voluntary Work in Europe: Comparative Analysis among countries and welfare systems; Hackl F., Halla M., Pruckner G. Volunteering and the State; Haski-Leventhal D., Meijs L., Hustinx L. The Third-party model enhancing volunteering through governments, corporations and educational institutes.
I.E. Korneeva, I. V. Mersiyanova, O. I. Kholina, L.I. Jacobson as a manifestation of political life in the region - F.A. Barkov, Yu.G. Volkov, A.V. Serikov, V.V. Chernous 2, how the practice of forming public interests is studied by L.I. Nikovskaya, A.V. Sokolov, V.N. Yakimets. In the works of D. Volkov, S. Goncharov, I.I. Ivanova, E.S. Petrenko, P.V. Shevchenko presents volunteerism as a resource for modernization development, as a form of enhancing civil participation of citizens, in the articles of A.G. Istomina, O.A. Oberemko - as protest participation, 5 in G.E. Zborovsky, I.A. Klimova, A.A. Kuzminchuk, E.V. Onishchenko, O. N. Yanitskiy - as a volunteer movement, in the publications of M.A. Vaskova, S.I. Samygin - as citizens' activity 7. In the works of L.I. Sikorskoy, N.V. Tarasova reflects the pedagogical aspects of volunteering. Focus on the specifics of adolescent and youth volunteering N.A. Ageeva, L.F. Kozodaeva, G.V. Olenin, on professional socialization - L.V. Tarasenko. The problems of involving volunteering in social work are studied by L.V. Bolotova, L.V. Vandysheva,
I. V. Mersiyanova, I. E. Korneeva Charity and Russian participation in civil society practices: regional dimension; I. V. Mersiyanova, L. I. Yakobson Philanthropy practices in Russia: involvement and attitude of the population towards them; Kholina O.I. Institutionalization of volunteering into the structure of Russian civil society.
Barkov F.A., Volkov Yu.G., Serikov A.V., Chernous V.V. Social and political moods of youth in the southern region: the potential of social and protest activity.
The practice of forming and defending public interests: the experience of Russian regions.
Volkov D., Goncharov S. Potential for civic participation in solving social problems; Ivanova I.I., Petrenko E.S. Vanguard groups are the backbone of Russian volunteerism; Shevchenko P.V. The social role of Moscow volunteering.
Istomina A.G., Oberemko O.A. Legitimation of the protest participation of volunteers.
Zborovsky G.E., Kuzminchuk A.A. Social community of volunteers through the prism of temporal strategies of their behavior; Klimov I.A. Constructive and protest movements as a resource for changing social practices and institutions; Onishchenko E.V. Prospects for the development of the volunteer movement in Russia; Yanitskiy O.N. Social activism in Russia: yesterday and today.
Vaskov M.A. Samygin S.I. Ideology of civic identity in the management of the Russian urban space.
Sikorskaya L.I. The pedagogical potential of volunteerism in the socialization of student youth; N.V. Tarasova Volunteering as a historical and pedagogical phenomenon.
Ageeva N.A. Professional volunteering as an effective means of socializing students; Kozodaeva L.F. Volunteer activity as the basis for the education of moral qualities of student youth; Olenina G.V. Pedagogy of social and cultural design and promotion of youth civic initiatives.
10 L.V. Tarasenko Dynamics of students' professional expectations during the period of study at the university.
A.A. Klepikova, E.Yu. Menshchikova, Z.Kh. Saralieva, N.I. Dap,
I.A. Stepanova due to the specificity of the field of this profession.
The works of V.P. Busygina, M.A. Burchakova, L.A. Kudrinskaya, E.V. Popova, A.V. Trokhina, V.V. Khozhempo are dedicated to the work of Russian volunteers in various sectors of the economy. I.E. Gorodetskaya, T.V. Dyakova, G.A. Kapranov, T.A. Lisovskaya, E.A. Shekova, A.A. Schlichter summarizes the experience of volunteering abroad. Analysis of the scientific literature shows that today there is a large number of disparate empirical studies of volunteering. In modern realities, a holistic sociological study of volunteering as a social phenomenon is required.
An object dissertation research - the social phenomenon of volunteering.
Dissertation subject - social management of volunteering in the socio-cultural space of modern Russia.
Purpose of the thesis - to develop a conceptual framework for social management of volunteering aimed at its development in Russia.
Thesis objectives:
To reveal the methodological foundations of sociological research
Bolotova L.V. Organization of volunteer activities as an aspect of the university training of future social workers ; Vandysheva L.V... Family volunteering as a promising direction in social work with families; Klepikova A.A. Volunteers of a charitable organization in a public institution for people with severe disabilities: constructs of volunteering and professionalism; Menshchikova E.Yu. Social work and volunteering: the value-based and practical aspect of interaction in the higher school environment; Saralieva Z.Kh. Social work system: structure, principles of functioning; Stepanova I.A. Formation of mobility of future specialists in the social sphere in volunteer activities; Skok N.I. To the question of the impact on adaptation of limited human health.
Busygin V.P., Popova E.IN... NGOs and volunteering; Burchakova M.A., Khozhempo V.V. Volunteering as a form of social responsibility of the state, society and business; Kudrinskaya L.A. Volunteer Labor: An Experience of Theoretical Reconstruction; Trokhina A.V. Employment of Volunteers in Russia: Formation and Regulation.
Gorodetskaya I.E. Volunteerism in the United States; Dyakova T.V. Volunteering as part of the educational process in American high school; G.A. Kapranov Volunteering in the USA; Lisovskaya T.A. Concept volunteering in the minds of Americans; Shekova E.A. Volunteer labor in the field of culture in the United States and Russia; Shlikhter A.A. Directions and mechanisms of interaction between socially responsible business and the US non-profit sector.
social management of volunteering and the essence of the management approach to its research.
Explore the formation of various types of volunteering development in different countries and carry out their comparative analysis.
To develop conceptual provisions and a model of social management of Russian volunteering.
5.
Analyze the institutional mechanisms of social
volunteering management in Russia.
To reveal the specifics of the resource of the volunteer community of Russians.
Analyze the features of social management of volunteering in the region.
Develop a concept and model for regional management of volunteering development.
Research hypothesis: if social management of volunteering does not develop holistically, it deforms the essence and intensifies the contradictions of this social phenomenon. Social management of volunteering can have a positive impact on the existing constructs of social actions of people as potential and real volunteers, if it maintains a balance of organization and self-organization.
Theoretical and methodological foundations of the research constitute a systemic, institutional, community and activity approaches. The systematic approach led to the disclosure of the integrity of the research object as a global phenomenon, made it possible to identify the problems of social management of Russian volunteering. The institutional approach (P. DiMaggio, D. North) makes it possible to explain how volunteering develops, to highlight the institutional mechanisms of social management, thanks to which the rules, norms and its structures are constantly reproduced.
The activity approach defines the research logic in considering the professionalization of volunteering at different systemic levels. A community-based approach focuses the research perspective on analysis
structure, resources, and characteristics of the community of volunteers. These approaches in their unity are implemented in the activity-activist paradigm (P. Bourdieu, E. Giddens, A. Touraine, F. Fukuyama, P. Shtompka, V.A.Yadov) and actualize the possibilities of researching social management of volunteering.
We proceed from the assumption that institutional changes are the result of human practices, and individuals as actors are the key elements of constantly transforming social systems. They are included in interpersonal, intragroup and intergroup relationships, which determine the emerging social management of volunteering as a structure of interaction between different agents. The work analyzes behavioral interaction, which can be considered in the form of exchange relations (P. Blau, D. Homans) between volunteers and those who, at different levels of social management of volunteering, enter into this interaction with them.
A special place in the research concept is occupied by the ideas of H. Anheier, D. Wilson, T. Rottolo and L. Salamon, showing the institutional influence of political regimes, religion, economics, state social policy on volunteering in different countries.
The empirical base thesis includes the results of research conducted by the author in 2012–2015. in the Sverdlovsk region:
A questionnaire survey of students from 14 universities of the Sverdlovsk region (N \u003d 1802; sample type - randomly stratified; 2012).
A questionnaire survey of volunteers of the Sverdlovsk Region from 18 to 65 years old, participating in various types of volunteering (N \u003d 1208, sample type - randomly stratified; 2014).
All-Russian online survey of young volunteer activists (N \u003d 930, sample type - spontaneous; 2015). Participants of thematic communities in various social networks uniting students of Russian universities were surveyed.
4. In-depth semi-formalized interviews with NPO leaders
Sverdlovsk region of various types, heads and employees of government agencies and social services with expert knowledge in the field of volunteer management, practical experience of interacting with them (N \u003d 27; 2014). The selection was carried out by the "snowball" method.
5. Content analysis of groups and publics of volunteers in the social network "Vkontakte", 2015 The sample is continuous - 107 communities of the Sverdlovsk region, selected by keywords in the search: volunteers, volunteers, help, kindness.
The work carried out a secondary analysis of data from all-Russian projects Conditions for enhancing civic participation in small and medium-sized cities of Russia (FOM, 2013-2014); A resource of the volunteer movement of vanguard groups for Russian modernization (FOM, 2012); Potential of civic participation in solving social problems (Levada Center, 2014), Russian non-political activism: sketches for a portrait of a hero (Center of the Verge, 2012), Attitude towards charity in Russia (VTsIOM and Dobro Mail.Ru, 2013), All-Russian studies 2008-2014. Center for Civil Society and Non-Profit Sector Research, National Research University Higher School of Economics.
Scientific novelty of the research:
The essential-meaningful interpretation of volunteering as a social phenomenon is formulated, its structure and functions are characterized.
The author's methodology of sociological research of the phenomenon of volunteering has been developed, built on the integration of the management approach with methodological (interdisciplinary) approaches: systemic, institutional, community and activity. The key provisions of the study of volunteering management as a social phenomenon are formulated.
For the first time, an analysis of the problems of the development of volunteering in different socio-cultural, political and economic conditions is carried out to identify the dominant types and identify global trends in its development.
A model of social management of a community of volunteers is presented, its key characteristics are determined.
The legal, resource-organizational and cultural mechanisms of social management of Russian volunteering are identified and investigated.
The key resources of the community of volunteers are highlighted, taking into account the variety of types and areas of volunteer activity, and its professionalization in Russia is shown.
A typology of regional sub-communities of volunteers has been built, the problems of social management of volunteering in the Sverdlovsk region have been identified and systematized.
The main provisions for the defense:
1. Systematization of the results of theoretical and empirical research has made it possible to formulate a number of meaningful interpretations on the basis of identifying the essential features and principles of volunteering. The key definition is given from the standpoint of a systems approach. Volunteering is defined as a social system of interacting volunteer structures functioning in a wide context of social, economic, political relations, producing volunteer practices, reproducing legitimate norms, traditions and patterns of behavior of different sub-communities of volunteers, as well as the rules of their activities based on universal human values.
New theoretical concepts have been developed - semi-volunteering and quasi-volunteering, characterizing the objective processes of transformation of volunteering and reflecting the complexity and contradictory nature of the development of volunteering. Semi-volunteering is a volunteer practice in which volunteers have difficulties in their self-identification as volunteers, difficulties in the perception of other volunteers as
like-minded people, there is not always a sense of satisfaction from volunteer work. As a rule, they are implemented within the framework of the main employment field. In some cases, the work of volunteers can be aimed at helping familiar people. Quasi-volunteering means imitation of volunteering, in which there is no real labor contribution of volunteers in the process of providing gratuitous assistance to people in need.
It is proved that volunteering as a complex sociocultural phenomenon
has a multi-level structure, and its functions can be internal and
external orientation. The main functions of volunteering include
mobilization, function of social stabilization, formation and development
civil society, regulatory, stimulating, communicative, and
also functions of socialization, formation of social, cultural and
symbolic capital, self-knowledge, self-affirmation and
professionalization. The functions of stratification of the volunteer community and the rationalization of volunteering as an activity were identified as latent ones.
2. The specificity of sociological research of social management of volunteering is determined by the framework of the ontological and epistemological aspects of the studied social phenomenon. It is proved that the first one consists in the unity of the characteristics of the phenomenon itself and those social conditions and processes with which it is closely associated, in the assessment of the internal and external context, in the study of the structure, in the definition of the principles and functions of volunteering. It is emphasized that the epistemological aspect includes the analysis of volunteering and the possibility of managing it through the interconnection of the systemic, institutional, activity and community approaches.
It is substantiated that the integration of approaches plays a decisive role in the methodology of researching the social management of volunteering, which makes it possible to consider the conditions for the formation of a social system of volunteering on a certain socio-cultural basis from two positions. First, through the analysis of the self-organization of various sub-communities of volunteers who produce
rules of interaction and standards for the implementation of their activities in
everyday practices. Secondly, through the assessment of projects for its development, based on
from state interests and real planning practices and
designing future scenarios... As a concept constant
the research explores the community of volunteers. In social management
its members are subjects of transformative activity, and not
object of manipulation. Research on key aspects of management
community of volunteers is based on the fact that different types of interactions
volunteers of different sub-communities permeate all levels of society
(societal, institutional, regional, local,
organizational), and different types of volunteer activities have specific characteristics and require a differentiated approach in the theoretical development and practical implementation of managerial influences on volunteers as actors.
3. Based on a comparative analysis of volunteering in the United States, EU countries and Russia, the trajectories of its development in traditional democratic, mixed and post-Soviet type, identified global trends in the development of volunteering, including an increase in the number of areas of volunteering and forms of volunteering, which determine the complexity of the structure of the community of volunteers and their management at all levels (organizational, territorial, national); maintaining the heterogeneity of the volunteer community in different types of society. The problems are the change in the motivation of volunteers, its increasing transformation from altruism to pragmatic, in some cases even selfish reasons, individualization and discretion of volunteer activities.
4. Productivity of the model of social management of volunteering is substantiated as a tool for logical analysis of real processes of volunteer management. The model reflects the interconnection of correlating or interacting with each other elements that have a managerial impact on volunteers and their activities as objects of management. Into it
includes various subjects of management (authorities and local self-government, institutions of culture, education, health and social protection, non-profit and commercial organizations and their employees). It is characterized by the inclusion in the system of state regulation of the interaction of different social communities and the specifics of intracommunal interaction. It is empirically proved that the social management of Russian volunteerism is just beginning to take shape. It is characterized by: fragmentation of a spontaneously forming objective structure; tendencies towards state centralization of all management processes related to the volunteer movement. The functions of developing social management of volunteering are implemented at the regional level.
5. The main institutional mechanisms of social management of volunteering are highlighted: normative-legal, resource-organizational and cultural. The former influence the determination of the status of volunteers and various subjects of their management in our country, regulate their activities, and also determine the legal relations arising in real practice between volunteers, those whom they help, and those who organize the activities of volunteers in various structures. Resource-organizational mechanisms provide conditions for influencing the community of volunteers and its individual sub-communities as objects of management. They are launched mainly at the federal level of government, in fact, they are implemented by regional executive authorities, which build their regional policy in this regard, taking into account the resources available to them, the specifics of the potential of the territory, traditions and established practices of regulating the life of regional and local communities (municipalities) ... Traditions associated with historically fixed practices of collective activity of Russians, ideology and information policy aimed at shaping public opinion about volunteers and their activities act as cultural mechanisms.
6. The work identifies the resources of the volunteer community as a basis for
managing the development of this social phenomenon in Russia. It is proved that
what volunteers can give away their personal resources (temporary,
professional, economic) society and power structures, based on
characteristics of their subjective resources - motivation and
life satisfaction. The age of the volunteers objectifies them
volunteering. Education and employment are closely related to
a time resource spent on volunteering. Educational and
professional capital of volunteers can accumulate in the process
volunteer activities. The author proceeds from the position according to which
changes in volunteer work, its convergence with professional
activities, along with the gradual formation of a certain community
professionals, reflect the essence of the professionalization of volunteering, the appearance in
Russian society of different types of professional volunteers. It is proved that
which constitute the core of the volunteer community and at the same time are
organizers of volunteer activities in our country, mainly those
people who are constantly employed in the social sphere and have certain
socio-psychological characteristics.
7. For the first time, various types were identified and analyzed
sub-communities of volunteers in one of the Russian regions. At first,
used typology criteria related to subjective resources
volunteers (motivation and life satisfaction) and related
resource of their time (plans and intentions for volunteering).
Self-identification of the respondent as a member of a given community and his moral
satisfaction from volunteering is emotional
a criterion for the significance of volunteering for the volunteer himself. Into typology
included real (46%), active (17%), passive (18%),
inactive volunteers (13%). Highlighted also random volunteers (6%).
Second, regarding the nature of volunteering in
the dissertation gives a characteristic of the main sub-communities of the Ural
volunteers: regularly working in non-profit organizations (32%), working from time to time (49%) and doing it rarely (19%). It was revealed that the peculiarities of social management of volunteering are determined by the lack of a strategy for promoting this activity in the region, the haphazard management of volunteers of different sub-communities and information support of their activities.
8. The author's concept, which determines the vector of systemic management of volunteering in the Sverdlovsk region, corresponds to the guidelines of the federal authorities and takes into account the regional specifics of the territory. Its essence lies in the development and creation of a system of interaction between authorities, third sector organizations, business representatives with volunteers, their organizations and associations, aimed at creating optimal conditions for the implementation of various types of volunteer activities and the functioning of a volunteer community while maintaining a balance of organizational processes and self-organization of its members ... As a conceptual goal, it is declared the creation in social management of such conditions that would contribute to the formation of many opportunities for converting volunteer resources into various benefits of society and the volunteers themselves of different social sub-communities. This goal is achievable by solving the following tasks: formation of a single information space in the region that maintains the high status of volunteering in the life of society; increasing the level of professional competence in the field of managing social initiatives of the population of subjects of social management by volunteers; creation of regulatory, organizational and resource mechanisms that ensure interaction with volunteers in the industry; stimulating the involvement of the subjects of the region's commercial sector in the development of volunteering. The author proposes a model for managing the development of volunteering in the region, which concretizes organizational and practical approaches that set the vector of regional policy for supporting volunteer initiatives of the population in various spheres of society, managerial mechanisms for its implementation and expected social
results.
The theoretical significance of the work. The developed methodology, built on the integration of the management approach with methodological interdisciplinary approaches, along with the concept of regional management of volunteering development proposed by the author, open a new direction of research, expand the field of sociology of management, complement its subject area. The author's approach to the study of volunteering and to the modeling of social management by it allows us to study various aspects of this phenomenon as a social phenomenon and sociological concept. The social management of volunteering fits into the international space, as well as into the conditions of state, public and regional regulation in our country. The connection between scientific knowledge and real practice of volunteering management actualizes the validity of the development of mechanisms that ensure the development of Russian volunteering, taking into account the processes of external control over the activities of volunteers and their self-government.
The practical significance of the work. The theoretical provisions, as well as the programs and tools of empirical research developed by the author, can be used to diagnose the problems of the development of volunteering in different Russian regions. The principles of social management of volunteering, which are highlighted in the work, are of methodological importance, which are advisable to use to clarify the regional policy in relation to the third sector and volunteering. The research data and conclusions of the dissertation can become the basis for the development of regional regulatory documents, create methodological and informational support for social management of volunteering.
The provisions and conclusions of the dissertation were applied in the courses: "Sociology", "Sociology of Management", "Theory and Practice of Social Responsibility", "Theory of Management".
Compliance of the dissertation topic with the requirements of the Passport of the specialty
VAK. The research was carried out within the framework of the specialty 22.00.08 - Sociology of management and corresponds to the formula of the specialty in the following points: 2. The conceptual and categorical apparatus of the sociology of management as a result of its interdisciplinary development. 5. The institutional level of governance as a special type of social interaction. 6. Factors determining the managerial behavior of individuals in social institutions and organizations. 11. Management activity in the structures of public authority: features of the organization, principles of rationality, problems of intra-organizational democracy. 24. Values, motives and orientation of the individual in the management system.
Approbation of the study. Reports and reports at 18 congresses and conferences, including 8 international: "" (Moscow, 2016), "Russian regions in the focus of change" (Yekaterinburg, 2015), "International Days of Statistics and Economics" (Prague, 2014, 2015 ), “Strategies for the development of social communities, institutions and territories” (Yekaterinburg, 2015), “Culture, personality, society in the modern world” (Yekaterinburg, 2009, 2015), “New Russia in the global political process” (Yekaterinburg, 2011); 10 Russian, including: "XV Dridze Readings" (Moscow, 2015), "Ural Social Readings" (Yekaterinburg, 2013, 2015, 2016), "Bakunin Readings" (Yekaterinburg, 2014), "Management of Risks Affecting the Level of Social childhood safety ”(Yekaterinburg, 2014),“ Patriotism in modern Russia ”(Yekaterinburg, 2012),“ IV VSK ”(Ufa, 2012),“ The phenomenon of everyday life in the philosophical dimension ”(Yekaterinburg, 2011),“ II Tyumen sociological forum ” (Tyumen, 2011).
The results of the thesis are reflected in 60 publications with a volume of 71.53 pp. (personal contribution 57.13 pp), including in three monographs of 48.43 pp. (personal contribution 35.43 pp.) and 25 articles in publications from the list of the Higher Attestation Commission of the Russian Federation.
The thesis consists of an Introduction, four chapters (15 paragraphs), a Conclusion, a bibliography and annexes.
Volunteering as a subject of theoretical and sociological study
Russian researchers consider volunteering as a form of public charitable activity, which is characterized by the absence of strict regulation and the involvement of a wide range of actors. This position is adhered to by S. I. Kubitsky, L. F. Babkina, A. V. Vlasova, who define “volunteering as a kind of charity, as a public (ie, non-commercial and non-political) activity in the proper sense of the word” 71.
L. V. Bolotova gives the following conceptual interpretation: “Volunteering is an activity form of charity, motivated by the humanistic value orientations of a subject who does not aim to obtain material benefits for himself, and is expressed in the form of non-forced altruistic labor aimed at social support of people who are not him in family, neighbors, friendships and other personal ties. Its axiological meaning is selfless service to people. In the aspect of university training of social work specialists, it is the independent work of students in institutions of the social protection system of the population and public organizations of a social profile ... ”72. It seems to us that this is one of the typical definitions of Russian scientists, where the following characteristics are highlighted: 1) volunteering as an active form of charity; 2) altruistic orientation of activity without material gain, without compulsion; 3) the subject of volunteering is motivated by humanistic values; 4) the object of activity - social groups that require social support.
I. V. Mersiyanova and L. I. Yakobson characterize “volunteering (volunteering) as disinterested individual or collective activity for the benefit of other people or society, as a kind of philanthropic practices” 73. Let us emphasize that we are talking about activities as charity, as helping the poor, the needy74. I. Yu. Menshchikova's work also demonstrates the narrowing of the field of volunteering to the sphere of social work, which is characteristic of the Russian approach75.
Russian authors often reduce definitions of volunteering to the altruistic nature of activity, to the manifestation of humanity and mercy, to selfless service to people, and they refer to the “ethos of service, salvation” 76. L. E. Sikorskaya writes: “We consider volunteering as a form of social service carried out according to the free will of citizens, aimed at disinterested provision of social services to people, their support, protection, and personal development” 77. In the cited article, volunteer activity is defined as a factor in fostering tolerance among modern youth, as one of the most important areas of their socialization. As a result, the author reduces the essential meaning of volunteering to volunteer social work.
LF Kozodaeva defines “volunteerism as one of the most widespread types of social activity of the population” 78. She writes that volunteer activity is based on charity, performs the function of preserving and transmitting spiritual traditions, acts as a mechanism for compensating for deficiencies in social justice, and is a means of establishing ideas and values \u200b\u200bof goodness and mercy in society.
In our opinion, most of the definitions are characterized by: emphasizing the procedural nature of volunteer activities; highlighting such functions of volunteering as targeted socialization of youth, preservation and transmission of cultural values, spiritual traditions; identifying the key motives of volunteers, which are altruistic and at the same time pragmatic.
The ethos of service, a moral obligation expressed in volunteering, combined with pragmatic goal-setting, can bring a certain satisfaction to a person. In connection with the problem posed, I. V. Mersiyanova and L. I. Yakobson note that volunteering is work and in this sense cannot be leisure79. This point of view is hardly fair, since the very concept of "leisure" has different interpretations and is not limited in the modern sense only to the sphere of entertainment and pleasure. The main idea is that leisure can provide sustainable satisfaction of the physical and spiritual needs of each person, which is greatly facilitated by volunteer activities in their free time. This is the position of R. A. Stebbins shown above, which we share.
Another interesting approach to the definition of volunteering is presented by A.A.Klepikova, who considers this phenomenon through the category of the profession as an activity characterized by specific skills, knowledge and practices. Analyzing the work of volunteers in one of the specialized social institutions, she writes: “Volunteers do not represent their activities as a moral, altruistic vocation, but build their identity, primarily as professional workers” 80. We are talking about the same type of activity, functionally implemented in different ways by social workers and volunteers. At the same time, the author singles out a number of significant differences in the activities of volunteers, which consist in the formation of a special ideology, defined by its own system of norms, freedom from the restrictions that professionals in the sphere of social work have.
In the analysis of approaches to the definition of volunteering through professional activities and activities carried out in free time, the unifying principle is the implementation of the labor function. Thanks to this foundation, a number of general characteristics of volunteering are manifested, the essence of which is reflected in the category of "freedom". We are talking about freedom of choice, freedom of expression, freedom of action for volunteers. L. A. Kudrinskaya notes that the category of freedom is key to understanding the essence of volunteer labor. The formation of volunteer labor is closely related to the liberation of labor from all types of coercion: social, economic, administrative and legal, ideological. She shares the classical understanding of freedom as a conscious social necessity. This freedom is based on the self-sufficiency of the individual in the material and spiritual spheres81. It is in volunteering that it manifests itself not only in relation to goal-setting, but also to the possibility of its implementation in the objective-objective component of activity.
Comparing the above Russian definitions of volunteering with foreign interpretations of this concept, a number of significant differences can be distinguished.
In the definitions of foreign authors, unlike those found in Russian scientific works, as a rule, there is no clarification of the object of labor and the specification of its results. It seems to us that this is due to the fact that in many respects the definitions reflect the features inherent in the phenomenon itself. For example, the breadth of the spread of volunteering, its complex ambiguous structure characterizes foreign volunteer practices. In this vein, we can talk about the dynamic spread of volunteering in many areas: culture, sports, politics, real and virtual spaces. The results of volunteer work can be linked in time to the needs of various social groups "here and now", and can be oriented towards the future. Volunteering can affect the interests of individuals, or it can be focused on a territorial community or society as a whole. From our point of view, the essential characteristic of volunteering in this context is the social significance and the positive nature of the activity.
Another key difference between foreign and Russian interpretations is the prioritization of the axiological and social meanings of volunteering. For Russian authors, the first place is the value of volunteering for society, for foreign authors - the value for members of various communities, the volunteers themselves. Foreign interpretations are based mainly on pragmatism, while the Russian approach to the definition of volunteering is more social. It seems to us that the above-named author's positions do not contradict, but substantially complement each other. As a key essential characteristic of volunteering, one can single out both its axiological and social meanings. They consist in the objectively existing significance of the phenomenon for society, in the subjective understanding of the social value of volunteering among members of the social community, as well as in the subjective assessments of the value of the activity by the volunteers themselves through satisfaction with its process and results.
Formation and development of volunteering in the USA
Through understanding the ontological aspect of the universal principles of management, established by real management practices, in the study of volunteering, we will single out “subjects of management practice”, “practical actions” and “objects” to which these actions are directed. Representatives of executive bodies of state power, professionals of the third sector, specialists of state social services, and volunteers themselves can act as subjects of management activity in relation to volunteering. As an object in the theoretical field of consideration of volunteering, let us consider the joint activity of volunteers as a process of achieving certain goals of their work. A key productive goal of true volunteering is to help specific people in need. In cases where the above goal is replaced by some other one, for example, organizational (holding an event, providing services, etc.), systemic crises appear, generating conflict situations and leading the volunteering system itself to destabilization.
By integrating the capabilities of managerial and systemic approaches in the study of volunteering as a social system, this phenomenon is “personified” within national boundaries with its own structure, structure, arrangement of people as actors. Analysis of the standardized system of relations between volunteers uniting in various sub-communities, social movements, volunteer and charitable organizations, as well as the study of such structural elements as national, regional and municipal centers for the development of volunteering, resource centers, international organizations aim the study at modeling the system of social management of volunteering ... Within its boundaries, the social actions of volunteers are "programmed", connections are established between individual systemic elements. In addition, such an approach allows one to obtain a systematic understanding of the values \u200b\u200band norms that act as a connecting and unifying principle of this system, of the formal and informal norms of interaction of various elements within it, which are important for the implementation of social management and planning of targeted control actions on this system and individual subsystems. ...
Regarding the interpretation of social management, we note that in the work it is considered as “a form of information interaction between people, characterized by the fact that one of the parties develops solutions, communicates them to the executor, controls their implementation, and the other party executes these decisions. Social management is a“ through ”type all levels of government in society ”. As one of the basic principles of understanding the social management of volunteering, the author considers the inclusion of “soft”, indirect forms of influence on the object into the system. According to OA Urzhi, "this mediation is that in practice control is carried out by those factors, that is, external conditions that contribute to the realization of the needs and interests of people." With regard to volunteering, two types of targeted management actions appear to be possible. In the first case, the management of volunteer organizations, communities and sub-communities of volunteers can be carried out in conditions when the "rules of the game" are dictated from outside, centrally and unified. In the second case, managerial activity is born in the self-management of volunteers. In this sense, volunteering is a self-governing system capable of autonomous functioning, self-organization and self-regulation.
Based on the essential value of volunteering, associated with the voluntariness of choice and some freedom of action of volunteers, social management of volunteering should not be coupled with the manifestation of the power of some people over others at the inter-institutional level of interaction. For example, the desire for strict control on the part of state authorities over all ongoing processes associated with volunteer activity and initiative of the population, reduces the opportunities for the emergence and development of self-government on the part of volunteers themselves. The manifestation and implementation of power in this vein is associated with the definition of its tasks as “subordination of all subjects of the system to the will of the bearers of power” 174.
MV Rubtsova emphasizes that management is not necessarily associated with power, it does not require the use of power as a strong-willed basis for decision-making. In her opinion, “ideal governance does not resort to power, it provides governance on its own. Power is applied in the case of decisions that will not receive support. In this regard, the very fact of the use of power is considered as evidence of the loss of manageability ”175. We consider it necessary to supplement and concretize the statement that “as such, governance is not necessarily associated with power” 176.
The same work analyzes the nature of the connection between the concept of "power" and management and controllability in the concepts and theories of M. Crozier, N. Luhmann and E. Giddens. The researcher emphasizes that M. Crozier sees in power a property that is inherent to all members of the organization to varying degrees, and E. Gid-dense correlates power with the ability of individuals to translate decisions into concrete actions and with the "mobilization of direction" set by the institutions of society. Thus, management within the framework of the social system of volunteering, in our opinion, has a resource of power, since it is a collective action, and the volunteers themselves are able not only to carry out volunteer activities, but also if there are alternatives in society for action and inaction in relation to specific social problems to seek recognition of their solutions.
This approach to understanding volunteering management is a form of social constructivism. The members of the volunteer community in the coordinates of time and space construct an objective reality woven from a multitude of contradictions, based on the dialectic of the individual and society, the personal identity of volunteers and the social structures in which they are included. In terms of its essential meaning, volunteering here manifests itself in extremely contradictory ways. On the one hand, it contributes to the “creation of oneself by a person”, on the other hand, it forms a social world and social structures, where volunteers implement different types of interactions in accordance with a set of rules of behavior, moral principles and prescriptions, values \u200b\u200bthat ensure their motivational dynamics. institutionalized behavior. In connection with this inconsistency, the understanding of volunteering management should be correlated with the understanding of the activity of volunteers themselves as subjects that produce and maintain the controllability of the system from within, as well as form various connections outside it, affecting the creation of institutional management mechanisms for this.
In the objective reality of modern Russia, the relationship between the institutions of volunteering management and the authorities, volunteers and officials is again a living contradiction. This is a kind of clash of intentions of officials who are trying to solve their bureaucratic problems, to use volunteers as a means of exercising power, while volunteers want to remain autonomous and independent in their actions. The place of the community of volunteers in the volunteering system in society and in certain territories is determined by their struggle to preserve their identity and independence.
It should be noted that today the Russian state, represented by officials, unilaterally influences certain volunteer sub-communities. The program of activities developed by the state (informational image of volunteer activity) does not always correlate with the needs and vision of their capabilities by the volunteers themselves. In addition, the majority of volunteer initiatives are implemented by volunteers on the basis of independently developed programs and implemented on the basis of self-government principles. As a result, in modern Russia there is no unity of management of the volunteer community and the processes of self-government in it. Attempts to absolutize the management influence on volunteers on the part of the state meet an ambiguous reaction from the volunteers themselves in Russia.
Against the background of the designated problem field, the key task of social management should be to achieve a balance between the levers of external management and self-government of volunteers, leading to the successful transformation of society and territories - regions, cities where volunteers live. In our opinion, this is possible and achievable if at various levels of government, along with taking into account the needs of the population, the requests of local governments, regional and federal authorities, will also take into account the desires and opportunities that determine the needs and interests of volunteers living in these territories.
Institutional arrangements for social management of volunteering
In the conditions of a liberal market economy, it is in the United States that the contradictory significance of volunteering in American society is clearly manifested, based on the understanding of the personal benefits of volunteers as actors, the economic benefits for the subjects of the commercial and non-commercial sectors of the economy, and social significance for the American society and its citizens.
On the one hand, in the US economic sector, company management is aimed at protecting shareholder property rights. Top management always strives to publicly confirm the value of the company by increasing its profitability. On the other hand, current management strategy makes American companies "pioneers" in the development of "corporate social responsibility" policies. This requires them to make serious investments in the implementation of social projects and the activation of corporate volunteering243. Such activities are associated with the global economic interests of American companies, which are turning into transnational corporations with a policy of intensive penetration into the markets of other countries. In our opinion, corporate volunteering is used rationally and is directly related to the concept of “benefits”. In the United States, it acts as a tool for achieving purely economic interests of corporations, forms the level of trust of government authorities, the population of other countries in the activities of the company, and ensures the recognition of its brand, goods and services.
In the activities of such organizations, as a rule, two models of corporate volunteering are implemented: “local services” and “international or cross-border services” 244. In the first case, employees of the company's regional offices are involved in the activities of local communities as volunteers. According to the second model of volunteering, company employees travel outside their country, as a rule, in the territory of countries of potential commercial interest for the corporation.
The development of corporate volunteering in the United States as a specific type of activity once again demonstrates how the concepts of personal benefit, economic benefit and social value are successfully implemented in such practices. Volunteering is becoming beneficial for employees of corporations, for the activities of corporations themselves in the formation of their internal corporate and foreign economic policies, for the state, which gains access to a new type of resources necessary for solving current social problems.
Another facet of the identified contradiction is reflected in the activities of highly qualified American volunteers who voluntarily participate in international volunteer programs and receive wages for their activities. The level of these incomes in reality turns out to be completely incomparable with the income that corresponds to the level of their qualifications. At the same time, the rationality of the voluntary choice made, as a rule, is associated with the implementation of scientific interests, interest in opening new areas of activity, career growth, job retention, etc.
The presented facts ultimately lead our study of volunteering in the United States to the realization that in American society it is not completely disinterested and entails a certain level of expectations by members of the volunteer community for compensation from the business environment and the state. American volunteering is characterized by a personal (intrapersonal) contradiction. On the one hand, volunteerism is presented and realized as a personal choice, on the other hand, it is associated with a deep inner-rooted motive (attitude, value orientation) for material success (or at least not loss), which influences the rational choice of an American citizen in favor of volunteering.
The community approach to the study of American volunteering allows us to designate the complex structure of the community of volunteers in the United States, included in the structure of American society as a whole, as the ninth problem identified in our study. According to official statistics, the American volunteer community is one of the largest in the world. Every year since 2002, the US Bureau of Labor Statistics collects data on the volunteering of citizens in the process of conducting an ongoing population survey.
countries over 16 years of age 245. After Hurricane Sandy in 2011, the number of volunteers reached the highest level in the country in five years, with 64.3 million Americans volunteering for various organizations during this period. The total number of volunteers involved in the activities of formal organizations in 2011 increased by 1.5 million people and amounted to 26.8% of the country's adult population. In total, volunteers worked in an organized manner 7.9 billion hours and brought the country $ 171 billion in income.
The demographic characteristics of US volunteers have been fairly stable since the first mass survey conducted across the country in 1970. Among American women, 29.8% worked as volunteers, among all men - 23.3% (according to surveys from 2009-2011) 246.
The number of youth volunteers also varies insignificantly, since 2002 the proportion of young volunteers aged 16-18 has been 27-32%, 19-24 years old - 18-20% of all young Americans in these age groups247. Among the generation of Americans born after 1980 (millennials), 21.6% of people worked as volunteers. The highest level of volunteering is found among middle-aged people. Researchers refer to volunteers born between 1965 and 1981 as "Generation X". There is some evidence that it is this age group that is most involved in corporate volunteering, which allows volunteers themselves to free up time for their families by receiving additional days off from their employer248. Among citizens born in the postwar period - from 1946 to 1964. (baby boomers), 29.2% of all members of this age group worked as volunteers. Among older Americans of retirement age, 23.9% 249 had volunteer experience.
Official statistics show the constancy of the potential of the volunteer community, whose members carry out their activities in an environment where society is faced with an increasing number of complex emergencies (natural disasters, terrorist acts, etc.) requiring the voluntary participation of citizens. However, the problem of the projected decrease in the number of volunteers and the allocation of a certain type of volunteer-inclined people among American citizens among them may be associated with urbanization processes. In this regard, one more, tenth sociological problem is actualized - internal territorial differentiation associated with the formation in the United States of social groups of citizens with different attitudes towards volunteering.
R. Florida noted in his work that a sociologist from the University of Texas R. Cushing, who tested the theory of social capital, human capital and creative capital, found an inverse relationship between indicators of the development of social capital (including volunteering) and regional growth and development of innovation. In this regard, she writes: “Places with a high level of social capital show a pronounced tendency towards“ social isolation ”and“ security and stability ”, differing from the lowest growth rates due to what R. Cushing called the“ closed door mentality ”250. Thus, in American society, according to the researcher, two types of society are being formed. One of them is marked by creativity, diversity, rapid population growth, not due to an increase in birth rates, but due to an increase in mobility and mixing of urbanized social groups, highly qualified specialists in different fields, representatives of bohemia, the mass media who have weak connections within their community and a smaller number of volunteers among their circle. Another type of society is characterized by the presence of closer social, one might say, community ties. Its members are backed by the church, and the core of civil society is from the working class and from rural areas. In a society of this type, there is always a large number of volunteers among the population.
Volunteering management challenges in the region
Consider the regulatory mechanisms for managing volunteering. Their structure can include really existing legal norms that determine the status of volunteers and various subjects of their management in our country, regulate their activities, as well as legal relations arising in real practice between volunteers, those whom they help, and those who organize the activities of volunteers in different structures when certain conditions occur.
After analyzing the practices of legal regulation of volunteering in various countries, O. V. Klenkina identified, in our opinion, three essential theses. First, the rigid "regulatory" model of legal regulation of volunteering activities reduces its effectiveness. Secondly, most federal states have adopted a single federal act on volunteering. Thirdly, all countries that regulate volunteer activities secure the rights of volunteer organizations to direct and indirect state support, with the inclusion of such support activities in the competence of one of the state authorities326.
It is interesting to note that the assessments in favor of the adoption of a federal law regulating volunteering in our country, and against this among our experts, were almost equally divided. Here are the most typical arguments of the supporters of the first position327:
“Well, there must be a norm! Until there is a norm, until there is a clear concept, until there is this regulation of interaction on the support of volunteer initiatives, we will not go anywhere! So everyone will do it is not clear what and how, how they can and want ”(8, 48 years). “The law is needed, maybe not in the form it was proposed ... The state should support the initiatives of volunteers, but this requires legal grounds. So far, only the state order for sports volunteers, and that's it ... ”(19, 43 years). “We have such a multi-subject nature of volunteering management in our region. Whoever wants to do what ... Even now we are guided by the FZ for the World Championship. At least it is written there, separated by commas, what services a volunteer should be provided with - a volunteer assistant! " (20, 40 years old). Let us present examples of the second position - some fragments reflecting the views of opponents of the adoption of a single law regulating volunteering in the country:
“The state should not regulate the activities of volunteers. Volunteers do something voluntarily ... They can plan the work of volunteers, coordinate it, evaluate its socially oriented NGOs, the current regulatory framework is enough for this. " (23, 40 years old) 328.
“Volunteers are happy to work for us, we do not need new laws in principle. Our relationships are built on trust, we set the rules of relationships ourselves, and we ask each other ourselves ... ”(25, 48 years).
The legislative practice in relation to Russian volunteering has its own specifics. In our country, an attempt to adopt a unified federal law on volunteering was not crowned with success. A number of problems of the institutional regulation of volunteerism in Russia concern the essential and regulatory definition of the status of volunteers (volunteers), as well as the features, content and characteristics of the organization of their activities. This is how our informants highlight these problems:
“Today, in many NGOs and even in municipal administrations, volunteers are understood as everyone who comes to mass events. It turns out that such volunteers do not have to make any efforts, to help someone ... And statistics are not lame ... and no one breaks the law ”(20, 40 years).
“Today everyone defines volunteering and volunteer in their own way. What is real volunteerism? It can be practiced both permanently, on an ongoing basis in a public organization, or one-time. To do this, we have public associations, social movements ... Some of them participate one time. Someone cleaned the river, transferred my grandmother across the road, systematically translates it. What is it? Where is it fixed with us? There is no law, no understanding or clear interpretation ”(8, 48 years).
“Today we have volunteers going to Sochi, and volunteers are working in charitable organizations. Tell me, are they different people? Or are they engaged in different activities? " (6, 39 years old)
“The lack of a clear definition of who a volunteer is and where he can work interferes ... Until there is a clear understanding, there will be no normal assessment of public free labor among the population ... Perhaps this is a legislative initiative. This should be clearly defined ”(24, 47 years).
OV Klenkina supplements the list of the above-mentioned problems with “uncertainty in the legal framework of the Russian Federation of the status of organizations working with volunteers; significant difficulties in regulating the labor of volunteers by labor or civil law, as well as the difficulties of clearly defining the status of a minor volunteer ”329. We emphasize once again the importance of a clear definition in the legal discourse of the status of a Russian volunteer (volunteer), first of all, to identify the very concept of volunteering in the consciousness of Russians, and secondly - to systematize the legislative regulation of volunteering management.
According to Russian legislation, the list of activities of volunteers is clearly limited330. This legal norm reduces the possibilities of legal regulation of a number of already existing types of volunteer activities (consulting on financial or legal literacy, “free network communities” of experts, journalists, etc.), excludes newly emerging volunteer initiatives from the legal field.
In addition, not a single legal act today defines the legal framework for the activities of corporate volunteers. Federal legislation relatively clearly regulates only certain areas of volunteering in the country. These include, for example, the targeted development of sports volunteering or volunteering in the field of fire protection. In our opinion, such a policy is a consequence of the implementation of the tactics of responding to emerging problems in the absence of a planned strategy of state support for the development of volunteering in Russia as a whole. Indirect regulation of volunteer activities is carried out through regulation, control and limitation of the functionality of the third sector.
In general, the legal framework affecting various aspects of volunteering in Russia is fragmented. Most documents (concepts, programs, etc.) are declarative in their content. Russian normative legal acts of different levels are not always coordinated with each other and do not allow giving precise legal definitions of volunteering (volunteering), identifying the rights of volunteers and their scope of activity, explaining guarantees regarding their activities from the state, and also clearly clarifying economic and legal mechanisms stimulating the development of volunteering in the activities of the state and third sectors. In our opinion, the legislation does not form general norms in relation to volunteering of various types, the status of a volunteer or volunteer in the country is not determined, regardless of the direction of activity or the sphere in which he realizes himself.
"The regions were invited to take on the burden of providing, motivating and controlling the activities of volunteers." Almost all regulations of the constituent entities of the Russian Federation regulate only the volunteer activities of young people and are part of the federal strategy for the implementation of youth policy. The direct work of volunteers is coordinated by regional, municipal centers and agencies that support volunteer initiatives at the local level, whose activities are regulated, as a rule, by legislation regulating the third sector. At the regional level, the subordination and coordination of interagency interaction in relation to volunteering are not legally regulated.
Most federal documents do not consider volunteer work as a specific type of employment for Russians. According to the conclusion of the "Public Duma" 332 on the draft Federal Law No. 300326-6 "On volunteering (volunteering)", the work of volunteers, as in most developed countries, should be regulated at the legislative level precisely as a kind of employment of Russians in third sector organizations, clearly defining it terms and conditions.
For a detailed study of the experience of youth volunteer associations in the Perm Territory, it is necessary to understand the very phenomenon of volunteering: in its signs, types, areas of activity.
In our work, we will use two concepts of the same meaning: "volunteering" and "volunteering", as well as derivatives from these words, since this is due to the translation of words: the word "volunteer" comes from the French "volontaire", which in turn comes from the Latin "voluntarius", and literally means "volunteer", "willing".
The concept of "volunteering", and in modern Western sociology "volunteerism" is used to denote socially useful activities based on voluntary choice, reflecting the personal views and positions of a citizen, as well as his active participation in the life of communities, which improves the quality life, promotes personal prosperity and deepening solidarity in society.
Traditionally, in the Russian Federation, a volunteer is considered to be any individual, including foreign citizens and stateless persons, who contribute to the development of volunteering by carrying out volunteer activities based on the principles of volunteering. In the draft Federal Law of the Russian Federation "On volunteering (volunteering)" of 2013, volunteering (volunteering) is understood as "the totality of public relations associated with the implementation by individuals voluntarily in their free time (study) activities in the interests of recipients of volunteer assistance (volunteer) ".
A volunteer (volunteer) is considered to be “an individual who, in his spare time from work (study), carries out voluntary socially oriented, socially useful activities in forms and types without receiving monetary or material remuneration (except for cases of possible reimbursement of costs associated with the implementation of volunteer (volunteer) activities) ".
Volunteer teams carry out their activities in regional centers and small towns in the main areas:
· social protection;
· Ecology;
· Improvement;
· Prevention of alcohol and drug addiction;
· promotion of healthy lifestyles;
· Human rights activities;
· Preservation of historical and cultural heritage;
· Promotion of activities in the field of physical culture and mass sports;
· Assistance in the field of education, science, culture, art;
· Education, spiritual development of the individual.
The phenomenon of volunteering is considered in a number of works by Russian and foreign researchers. So, Potapova I.A. and Dzhumagalieva G.R. there are 4 types of volunteering:
1. mutual assistance or self-help (volunteering is aimed at helping other members of their own social group or community);
2. charity or service for the benefit of others (third parties);
3. participation and self-government (the role of individuals in the management process - from representation in advisory bodies of government to participation in local development projects);
4. education or promotion of any issues related to certain groups of society. Like any other type of social activity, volunteering has inherent and basic features. So, M.V. Singing in her article "Volunteering as a Sociological Problem" highlights the following signs of volunteering:
1.inclusion of volunteering in a broader context of social, economic, political relations;
2. the presence of its regulatory regulators based on universal human and humanistic values;
3. implementation of volunteering as a form of social interaction based on a combination of its national and international manifestations;
4. the presence of a procedural nature of volunteering;
5. implementation of volunteering in free time from the main work, the achievement of practical benefits, the presence of an organized nature of work;
6. the presence of the subject of volunteering such attributes as the absence of expectations of any material remuneration for the results of his work, a meaningful and conscious choice, a responsible attitude, satisfaction with the process and results of volunteering;
7. availability of social, economic, political, cultural resources of volunteering;
8. the presence of common values, interests, attitudes as the basis for the formation of the social identity of volunteering.
Based on the fact that volunteering is carried out with the aim of helping an individual, a group of people or society as a whole, it is important to note the fact that in the process of activity there is always direct contact with people. In this regard, the personal qualities of the volunteer play a key role. Thus, a volunteer may have great opportunities, a wide range of interests and advantages over other candidates, but there are a number of personal qualities that cannot be dispensed with. Among them, one can single out those that will allow solving problems of a social and pedagogical nature:
· Recognition and assimilation of values \u200b\u200bsuch as humanity, justice, self-determination, confidentiality, tolerance, disinterestedness and honesty;
· Conscious and reasonable use of one's own personal qualities and differentiated use of communication skills;
· Responsibility and self-discipline;
· Deep and sincere interest in solving the problems of the ward and positive results of work;
· The presence of personality traits that allow you to win over different people, inspire trust, a desire to cooperate, help and at the same time do not allow yourself to be manipulated, suppress yourself as a person.
The volunteer movement emerged in the west after the First World War and immediately attracted the attention of scientists from all over the world. The first to study it were representatives of the West.
American researchers H. Anher and L. Salamon, having analyzed the concept of "volunteering" in English, French, German and other languages, came to the conclusion that in Australia and Great Britain volunteering is defined as an institution of civil society, as a public sector, separated from the state and business ... In other countries, volunteering is classified as a public service. According to these authors, all existing definitions of volunteering are based, first of all, on the importance of volunteer work, which includes a combination of a number of characteristics: time measurement (volunteer employment: full-time or part-time), economic aspect (the volunteer receives payment for their work or not), as well as the social aspect (the volunteer works in the organization or independently).
M.S. Sheraden interprets volunteering as “services that are provided in an organized form of significant participation and contribution in the local, national or global community, which are recognized and appreciated by society with minimal monetary compensation for the participants”. In foreign concepts, the value of volunteering for the volunteers themselves is of great importance. This value is recognition in society, significance for this society, which is fixed in the minds of people.
Canadian sociologist R. Stebbins views volunteering as a serious leisure content with distinctive qualities, such as: episodic participation in social interaction, which will allow self-realization, as well as provide an opportunity to make a career.
Researchers from the American University named after D. Hopkins define volunteering as "a set of activities, as a type of work implemented in free time without any monetary compensation." From the point of view of European researchers, "volunteering is the sum of actions that citizens carry out for each other free of charge of their own free will."
Russian researchers do not stand aside and take an active part in the study of this type of social activity. They see volunteering as a form of public charitable activity, which is characterized by the absence of strict regulation and the involvement of a wide range of actors. In the definitions of Russian scientists, 4 characteristics of volunteering can be distinguished:
1. volunteering as an active form of charity;
2. altruistic orientation of activity without material gain, without compulsion;
3. the subject of volunteering is motivated by humanistic values;
4. object of activity - social groups that require social support.
I.V. Mersiyanov and L.I. Jacobson characterize "volunteering (volunteering) as disinterested individual or collective activity for the benefit of other people or society, as a kind of philanthropic practices."
The Russian approach, in contrast to the Western one, is characterized by the narrowing of volunteering to the sphere of social work. So, L.E. Sikorskaya writes: "We consider volunteering as a form of social service, carried out at the free will of citizens, aimed at disinterested provision of social services to people, their support, protection, and personal development."
If we compare the above interpretations of volunteering by Russian and foreign researchers, we can reveal a number of significant differences. In the definitions of foreign authors, as a rule, there is no clarification of the object of labor and the specification of its results. Another difference lies in the prioritization of the axiological and social meanings of volunteering. For Russian authors, the first place is the value for society, for foreign authors - the value for members of various communities, the value for the volunteers themselves. Foreign interpretations are based mainly on pragmatism, while the Russian approach to the definition of volunteering is more social.
In general, the indicated positions do not contradict, but only complement each other. The key, essential characteristics of volunteering can be considered: recognition of the objective significance for society, subjective understanding of the social value of volunteering among members of this community, as well as subjective assessments of the values \u200b\u200bof the activity by volunteers themselves through satisfaction with its process and result.
The success of social and pedagogical work with a person, a group depends on the voluntary participation of many people. In order to accomplish some tasks, the social educator needs to involve volunteers.
The principles of the effectiveness of the organization of the volunteer movement
In the work of a social teacher with volunteer assistants, the following recommendations can be distinguished:
as an independent task, it is necessary to consider the attraction of volunteer assistants from among children and adults who are interested in socially useful activities. It is necessary to support individual volunteers, strive to form initiative groups;
it is necessary to identify areas of activity in the implementation of which it is possible to cooperate with minors and adult volunteers. These areas should be relevant, understandable, have a sufficient "; degree of elaboration. It is not worth giving volunteers those areas of work where the social teacher himself is at a dead end or does not clearly represent the forthcoming volume and specifics of actions, otherwise cooperation between the specialist and voluntary assistants may end in mutual dissatisfaction. , and some volunteers will be disappointed and leave the ranks of volunteers;
it is advisable not to limit the participation of volunteers in the activities of the social service to one-time actions, but to plan their work, highlighting the immediate and long-term prospects. The activity planning process is carried out in conjunction with the support of the initiative of volunteers;
volunteer activities should receive a certain response, both from the leaders of the institution and from those with whom the volunteers work. Glasnost and a system of rewards (primarily of a moral nature) are indispensable conditions. This is of particular importance for child volunteers: thereby, their further activity is stimulated.
The main characteristicsinherent in volunteering:
Reward. A volunteer should not volunteer primarily for financial gain, and any financial reimbursement should be less than the value of the work performed.
Voluntariness. While the motivation for engaging in volunteering will probably always consist of several reasons, including peer pressure (or parental pressure) and community duty, it should be voluntary, without coercion.
Benefit brought.
Organizational structure. Volunteering can be organized or unorganized, carried out individually or in a group, public or private organizations.
Disorganized volunteering - This is spontaneous and episodic help to friends or neighbors: for example, caring for a child, assisting in repairs or construction, performing small assignments. It is the predominant form of volunteering in many cultures.
Organized volunteering is carried out in the non-profit, public and private sector, and is usually more systematic and regular.
Degree of participation. Although in most cases the degree of involvement in volunteering is constant, it can still be carried out with varying degrees of participation, from full involvement to episodic participation.
There are several different species volunteering:
Mutual help or self-help. People volunteer to help other members of their own social group or community.
Charity or service for the benefit of others.
Participation and self-government. The role of individuals in the governance process, from representation in government advisory bodies to participation in local development projects.
Education or promotion of any issues related to certain groups of society.
The main focus is on the following functions of volunteer resources:
Attracting volunteers (means and methods of PR).
Preliminary work before recruiting volunteers.
Recruitment of volunteers.
Ongoing work with volunteers.
People who want to become volunteers usually find an organization themselves and offer it their volunteer work. Also, organizations can themselves turn to society with a request to help in the implementation of their activities. At the same time, organizations quite often attract volunteers without thinking about the consequences of their actions and without conducting appropriate training. On the one hand, this can provoke rejection of volunteers by staff members, since they feel that they are being overly demanding and they, in fact, have no opportunity to volunteer. On the other hand, volunteers, that is, you, may feel frustrated because they do not feel that your knowledge and skills are in demand and that the activity brings tangible benefits 66.
Therefore, working with volunteers is not a spontaneous action, it must be preceded by thorough analysis and preparation, and you must know all the stages of work. The specialists of the organization should carry out the following work in the area of \u200b\u200bthe organization - prepare the field for volunteers, following the steps presented below.
One should start with planning the work of volunteers in the organization, which is one of the fundamental elements of volunteer management. Planning allows the management of the organization and employees to determine their expectations from the work of volunteers, makes it possible to achieve a common understanding of the goals of attracting volunteers by the Center, to determine the tasks of employees when working with volunteers and to anticipate and eliminate possible ambiguities and problems in advance. Of course, not everything always happens the way we plan it, but having a plan gives us more opportunities and confidence that we will be able to most adequately respond to changes, while spending the least amount of additional resources 67.
The planning tasks are to:
1) Determine what will be the role of volunteers in the organization;
2) Determine priority areas of work for volunteers, taking into account the needs of the organization, service recipients, volunteers themselves and other interested parties (for example, individual support, organization of events, assistance in organizing holidays, work with documentation, communication with a child, gaining professional experience, etc. .);
3) Determine how many volunteers are needed for a particular type of activity;
4) Provide and minimize possible risks associated with attracting volunteers;
5) Determine what kind of training and support the volunteers need;
6) Determine what resources are needed to enable volunteers to carry out their activities, and ensure that these resources are available;
When planning, it is imperative to be realistic, prioritize and not do the planning alone, but involve everyone involved in the volunteer work. Involvement in planning allows you to take into account different interests, and also subsequently facilitates the assessment of the effectiveness of planning and the activities themselves. Making decisions alone can be an overwhelming task for one person due to the lack of the necessary experience, information, time and authority.68
A way out of this situation can be the creation of a planning group, which will help to distribute the workload, attract representatives of groups that the work of volunteers can influence, and help in creating a clear understanding of the goals and objectives of working with volunteers. Parties to be involved in planning (planning team):
1. Employees (representatives of the organization) with the necessary experience and knowledge in areas such as public relations, management, program planning, volunteer leadership.
2. Active volunteers and past volunteers.
3. Representatives of service recipients (parents).
The participation of volunteers and service recipients in the planning organization can be ensured, for example, by conducting a survey and consultations with representatives of these groups, leaders of volunteer movements in educational institutions, inviting them to participate in a planning meeting, and providing comments and suggestions to the developed preliminary plan 69.
During planning, you need to find answers to basic questions:
1) "Why (why)?" At the beginning of planning, it is imperative to have a clear understanding of why or why the organization wants to attract or is attracting volunteers? Did a volunteer come to this organization? To answer this question, all volunteers involved in work planning need to have a common point of view on volunteering, that is, on the role of volunteers and the value of their contribution to the activities of the Center. Volunteers cannot be involved in the organization "just in case", "come in handy", "in reserve". Understanding this issue will serve as a guarantee that employees of the organization will treat volunteers as they deserve, that is, with attention, and will provide them with support, and volunteers will bring the necessary assistance.
The tasks that the organization pursues, attracting volunteers to the work, which he should know about:
1. Solving a specific problem of the target group (for example, organizing leisure time for an elderly person, comprehensive rehabilitation, an individual approach, etc.).
2. Solving a specific problem of the organization (for example, personnel).
3. Creation of the image of the organization (for example, the image of a mass organization).
4. Solving the volunteer's problems (for example, a measure of distracting a person from a difficult situation, a way to increase a person's social activity, organizing the leisure of a child with disabilities, etc.) 70.
Perhaps the organization is attracting volunteers to solve all of the above tasks, but still one or two of them will be priorities. Prioritization will help to properly recruit and train volunteers, as well as influence decisions about the use of resources. Having understood in general why or why organizations are volunteers and volunteers are organizations, it is necessary to decide in which areas of activity the volunteers will be involved and what exactly they will be doing. To do this, consider all the activities that the organization carries out in terms of the possibility of attracting volunteers to them. You can also consider the possibility of creating a new program with the help of volunteers, interests 71.
So, for example, we decided that we would attract volunteers for the program of individual support for families raising children with disabilities and, for example, the implementation of sports events for families and children, assistance to the accounting department in copying documents. In addition, we, for example, are interested in starting a new program, for example, the social integration of children with disabilities into society. Our next step will be to determine what exactly the volunteers will do in these 72 programs.
The term “volunteer” only says that a person acts of his own free will and does not receive financial reward for his work in the program, but does not provide an explanation of what the person is doing. That is, it is necessary to determine his position in the program. This can be an instructor, assistant, public relations specialist, organizer of a public action, etc. In addition to participating in the program, volunteers can also be recruited to work in commissions, judges, as coordinators, for example, in a daily rehabilitation program 73.
1) Areas of coverage of the program: program activities can take place in different areas of the city. In such cases, it makes sense to divide the territory into plots (microdistricts), attaching to each plot those volunteers who live nearby. In this case, you will need more volunteers, but the result will be significant savings in time and travel costs.
2) What free time do volunteers have: as a rule, for volunteers, study is the main (priority) activity, some students sometimes also work. They also have other interests as well as family and friends. Therefore, they can devote only part of their free time to volunteer work. It is believed that, on average, a volunteer can devote up to 12 hours a month to work in an organization. It should be borne in mind that these 12 hours also include the time for training a volunteer and preparing for events. Increased demands on the volunteer, for example, that he devotes more time to volunteering, can lead to the fact that the volunteer is faced with the need to make a choice and, most likely, leave the organization.
If, for example, the volunteer works only with the family (individual support project), then the volunteer must pay the family from 1 to 2 (this requirement is spelled out in the contract), if the volunteer is in the family for more than 2 hours, this is his initiative. With regard to events, the time is negotiated long before the event, in order to free up the volunteer's time. It is also possible to write a letter to an educational institution with the aim of exemption from classes.
3) Methods used: in the implementation of the program, various methods can be used, for example, lectures, mass actions, debates, round tables, distribution of printed information. Also, these events can be one-off or involve regular activities. Accordingly, depending on the method used, a different number of volunteers are required.
4) The number of recipients of the program's services and the degree of their need: there is a direct relationship between the number of people you plan to reach with your program, the degree of their need for assistance and the number of volunteers involved. For example, when implementing an individual support program for families raising children with disabilities, you should initially discuss with the family whether they need this service, write an application, and then assess the number of people to whom your organization, with the help of volunteers, will be able to provide services, and how often they need it. volunteer visits. So, out of 20 recipients of services, 5 may require daily visits, while the remaining 15 will receive volunteers once a week. But let us draw your attention to the fact that the agreement, which is concluded between the volunteer, family and the Center, indicates the number of meetings and the time the volunteer will spend with the family. Anything above the norm is a volunteer initiative 74.
So, having a clear understanding of why your organization needs volunteers, and volunteers need an organization, how many and in what areas of activity they will be involved, you can move on to the next question.
The volunteer should imagine which of the employees will be involved in working with him, how long this work will take and what exactly it will be. It is necessary to know who is responsible for a particular activity in the organization, that is, to whom he can turn and to whom he is responsible for the work he does.
The organization should have a person who is responsible for working with volunteers in general and the volunteer should be familiar with him. The main thing is that this person should be the liaison between volunteers and staff members, families and other authorities, as well as between organizations and society in terms of attracting volunteers and summarizing their results 75.
The golden rule of the coordinator is the expression: "Charisma will help attract volunteers, but only competence will help keep them ...".
In general, the following tasks / list of responsibilities of the coordinator for working with volunteers can be distinguished:
1. Plan and implement the recruitment of volunteers.
2. Determine in which areas of activity the volunteers will be involved.
3. Prepare job descriptions for each volunteer position.
4. Conduct interviews, selection and assignment of volunteers to activities and direct supervisors.
5. Plan and implement orientation and training for volunteers.
6. Search and provide volunteers with resources to work.
7. Introduce daily registration of volunteer work (volunteer documentation).
8. Disseminate information about the activities of volunteers among the public and maintain links with other organizations.
9. Support volunteers as needed (additional training, counseling, information), letter of thanks.
10. Assess the organization of work with volunteers 76.
As a rule, the direct supervisor of a volunteer is an employee of the organization, who is responsible for the area of \u200b\u200bwork to which the volunteer is assigned. But it can also be an experienced volunteer - the leader of a volunteer group, who coordinates his activities with the person responsible for working with volunteers in the organization as a whole 77.
The basis for the effective activity of the direct supervisor of volunteers is the idea of \u200b\u200bwhat the organization expects from the volunteer, and he from her, and what support the volunteer needs. Good communication skills are essential for a volunteer leader - the foundation of any successful human interaction 78.
At this stage, the formulation of how or how the practical aspects of working with volunteers will be organized. Namely: a system for attracting and training volunteers is being developed, their role and job responsibilities, communication and reporting mechanisms, safety rules, as well as criteria for evaluating the organization and implementation of volunteers' work 79.
When planning a system for attracting and training volunteers, thanks to the previous questions, we already know for what specific work and how many volunteers we need, we imagine who will be involved in volunteers, that is, recruit, interview, train, guide and evaluate. Therefore, it remains for us to answer the following questions:
1) What methods will be used to recruit volunteers;
2) For how long (short, long) we attract volunteers;
3) What skills and abilities the volunteer should possess;
4) What resources are needed to recruit and train volunteers, and what resources the organization has.
When answering the question, what methods will be used for recruiting volunteers, we rely on the knowledge of our target group, that is, we must have an idea of \u200b\u200bwho we want to see first as our volunteers. And then we can choose and use the most effective methods of attracting 80.
The term of attraction depends on two factors: on the volunteer (not all volunteers are interested in being involved for a long time) and the program itself - how long it will last. Depending on how long you plan to attract volunteers, the decision will depend on what training to offer volunteers and what resources to invest in them. If you expect that the volunteer will be involved in holding not only one action, but will remain in the organization for at least an academic year, then in this case it is advisable to provide for him, in addition to the introductory, additional training (to maintain the quality of work) and provide motivational measures ...
Defining the role of volunteers, developing their job responsibilities, communication and accountability issues largely depend on the organization's volunteer work models 81.
1. Service Delivery Model:
1) The role of volunteers is the organization of leisure time, assistance in organizing, events;
2) Employees are responsible for recruiting, training and supervising volunteers;
3) The mutual responsibility of employees and volunteers is clearly stated;
4) Volunteer training is structured and mandatory;
5) Motivation of volunteers - the acquisition of new skills and the possibility of moving to paid positions.
2. Model "Helpers":
1) Services to clients are provided mainly by employees;
2) The role of volunteers is to help employees so that they can use their working time more effectively;
3) Training of volunteers is carried out on a case-by-case basis, as needed, most often includes practical training in specific skills in the workplace;
4) The recruitment of volunteers is carried out through personal contact with those who want to help.
3. Model "Activists":
1) There are no paid employees who manage the work of volunteers;
2) Volunteers independently determine their activities and their roles, depending on their needs, interests and capabilities;
3) Volunteer work provides an opportunity for personal and professional growth.
4. Model "Employees":
1) Employees and volunteers perform the same functions and work together;
2) The main difference is that employees spend more time on work than volunteers;
3) Both employees and volunteers are equally committed to the mission, purpose and values \u200b\u200bof the organization;
4) Personal example dominates as motivation, not administrative influence 82.
Having decided what model of work with volunteers you are using, you can move on to the extremely important moment of organizing the work of volunteers: to compiling a description of the work / job responsibilities of a volunteer. This document clearly regulates the expectations and requirements of each of the parties. Having a job description on hand, a volunteer knows what his activity is, what he can do and what he cannot, what support he can count on, who is his leader, how his performance will be assessed.
It defines:
Volunteer position in the program, for example, teacher;
Requirements, knowledge and skills that a volunteer must have to complete;
Works - pedagogical / medical competence;
The system of relationships between the volunteer and employees and clients - employees;
The amount of time it takes to complete the job;
The system of training a volunteer, monitoring and evaluating his activities - seminars for training, meeting sheets with the family (both the volunteer and the family fill out).
For volunteers to work, you need:
1. Premises. Practice has shown that if volunteers have nowhere to gather, motivation and work efficiency are reduced. If there is a room, volunteers have the opportunity to communicate, prepare for events, promotions, and exchange experiences.
2. Support. Nothing breaks up volunteer groups more than disdain for them and skepticism about their activities. The guys quickly understand this and leave.
Volunteers should be treated with the same respect as employees. Due to their age and lack of authority, volunteers cannot do many things. The volunteer group should have an adult participant or leader who is capable of solving problems of an “adult nature” 83.
A description should be provided for each position that will be volunteer or work performed. It shows what the organization expects from the volunteer and what the volunteer can expect from the organization. In doing so, the job description protects both the volunteer and the organization. The description of the volunteer's work allows you to plan and clearly define: the role and position of the volunteer in the program, the requirements, knowledge and skills that the volunteer must have to perform the work, the system of relationships between the volunteer and employees and clients, the amount of time required to complete the work, the training system of the volunteer , control and evaluation of its activities 84.
A volunteer job description usually includes the following sections:
1) The name of the organization;
2) The title of the volunteer position;
3) Tasks (what needs to be done);
4) Required skills and abilities;
5) Work schedule (number of hours per week / month, appointment period);
6) The immediate supervisor to whom the volunteer is accountable, reporting requirements;
7) Volunteer bonuses: training, obtaining a certificate, a system of reimbursement of volunteer expenses;
8) Probation and termination of activities;
9) Signatures of the parties.
It should be borne in mind that the descriptions of the volunteer's work should be regularly reviewed (at least once every six months), because the nature of the work and the functions performed may change, which will require changes. In this case, the discussion and revision of the job description should be carried out with the participation of the volunteer himself 85.
Volunteer participation in the revision of the job description is important in terms of consolidating his understanding of his functions, and is also a tool for monitoring and evaluating his activities. An example of a job description for a volunteer in the position of event organizer.
When a person expresses a desire to become a volunteer, it means that he wants to do it, but whether he will actually do it remains to be finally decided by both the volunteer himself and the organization to which he applies. For this, an interview is conducted 86.
The purpose of the interview is to determine if a potential volunteer is suitable for the organization, and also to select an activity for him that will satisfy both the needs of the volunteer and the organization.
Interviewing is important because the success of a volunteer program depends on the correct selection of the right person for the right place. Moreover, by accepting a volunteer and entrusting him with the work, the organization thereby shares with him the responsibility for his actions. Consequently, every person who wants to volunteer with an organization should be interviewed, no matter how well you know him or who recommended him. In addition, this is the best and fastest way to get to know a volunteer (learn about his skills and interests, better understand what activities will be most interesting for him). An interview provides a volunteer candidate with an opportunity to learn more about the purpose and objectives of the organization and what is expected of him 87.
If a volunteer knows about the specifics of his future activities and clearly understands the very procedure and criteria for selection to a volunteer organization, knows what an interview is, what stages it consists of, and what topics of interest a representative of the organization can ask is the first successful candidate for volunteers. In addition, the interview makes it possible to make further cooperation successful and save the organization, users of the services it provides, employees and volunteers themselves from possible troubles 88.
The volunteer gets the opportunity to openly weigh the pros and cons and only then decide whether the organization and what is offered to him are suitable for him. A volunteer must be sure that he will be doing a useful job and that the skills that he possesses will find a worthy application 89.
In most cases, interviewing a volunteer candidate differs significantly from interviewing a full-time candidate, although the purpose of such interviews is to select the most suitable candidates from among all candidates. The main difference is that the interview with the volunteer candidate should be conducted in a more informal and free environment, which requires more effort. The interview should be held no later than within the first two weeks after the potential volunteer contacted the Center.
The specialist will focus on the following points:
1. Beginning of the interview:
1) The specialist should tell you exactly how the interview will take place;
2) What brought the candidate to the organization and what he / she expects from this conversation;
3) Does the candidate have experience as a volunteer, if so, what kind;
4) What the candidate knows about the Center and its programs (will make it possible to understand how detailed the conversation should be);
5) About the organization, its principles, programs and the reasons why it attracts volunteers.
2. The main part of the interview:
1) What kind of work is interesting for a volunteer candidate;
2) The specialist will talk about the job that can be offered to the candidate, about the advantages that the volunteer will receive for himself;
3) You will receive a description of the work, and you will understand whether you have the necessary knowledge, experience and capabilities for this;
4) System of support and training in the organization.
3. Completion of the interview:
1) Questions that have not received an answer;
2) If it is interesting that the organization proposes to agree on the following actions;
3) Contact exchange 90.
Thus, planning work with volunteers takes a lot of time and further joint activities depend on this, as well as the one who will be the coordinator of this activity should be interested in this work.
