Why People Volunteer - Free Essay Sample

Introduction

There are several reasons why people choose to volunteer. As suggested in the empathy-altruism hypothesis theory, the ability to understand and share feelings with a person in need makes one help (Branscombe & Baron, 2016). The different ways we sympathize include emotional empathy, empathy concern, and empathy accuracy (Branscombe & Baron, 2016). In this theory, people tend to help those in need out of genuine concern for their welfare. The motivation in this theory is the need to reduce the problem that another person is facing.

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Models

Another theory that explains why we volunteer is the negative-state relief model (Branscombe & Baron, 2016). The theory explains that human beings come forward to help others to reduce negative moods (Branscombe & Baron, 2016). By doing this, they ease themselves from emotional discomfort. According to this theory, we get rewards when helping others (Branscombe & Baron, 2016). For this reason, we occasionally offer our services to the needy. We also feel that assisting another person will brighten our mood, especially when we are sad.

Additionally, the theory of empathic joy hypothesis suggests that the desire to help another person is due to the positive feedback or reaction that the needy show when they receive assistance (Branscombe & Baron, 2016). They appreciate us instilling a habit of assisting them because one always wants to see other people happy. Another theory that explains why we volunteer is the competitive altruism (Branscombe & Baron, 2016). This theory states that we help others with the view of benefitting from the donation in the future. By doing this, we are building our status and reputation and hope to gain from the process.

Kin selection theory states that we volunteer to assist our relatives, thus, ensuring that our lineage continues for future generations (Branscombe & Baron, 2016). We sacrifice and help our relatives to ensure the survival of future generations and guarantee continuous reproduction. Another way that people volunteer is through defensive helping (Branscombe & Baron, 2016). In this theory, we protect ourselves from the threats that are from other groups to safeguard our interests (Branscombe & Baron, 2016). We offer assistance to another group that poses a danger maintaining the status of our group. Another theory is the diffusion of responsibility, which states that a person is less likely to receive attention during an emergency when surrounded by many people because everyone is waiting for another person to make a move (Branscombe & Baron, 2016).

What Increases Motivation

While offering services to the needy, it is necessary to motivate the participants to increase their capabilities. One way to encourage volunteers is to expose them to prosocial models (Branscombe & Baron, 2016). When they learn about these theories, they will have the desire to attend to the needs of the less fortunate. Another way of motivating individuals is by frequently playing prosocial games (Branscombe & Baron, 2016). The games will help in preparing their thoughts and build cognitive outlines that relate to helping the needy. Additionally, we can motivate individuals by showing appreciation (Holladay & Gwozdek, 2018). Showing gratitude will create a positive experience for the volunteers and help attain the objectives of the initiative. Showing gratitude does not have to be in terms of reward but a pivotal component to embed in the communication process. Additionally, one should motivate the volunteers by providing regular training (Holladay & Gwozdek, 2018). Once they enhance their skills, they will be inspired to help, especially if they have the necessary expertise. It is also a platform that guides volunteers and provides them with the essential skills required to help the needy. This move will increase their ability and ensure that the program attains the goals of the program.

What Inhibits People From Volunteering

Social exclusion is a significant barrier to volunteering (Branscombe & Baron, 2016). It is the segregation from a social system's rights and privileges due to poverty or belonging to a minor group. Discrimination makes it hard for one to join forces or participate in activities such as volunteering. Also, people fail to volunteer because they put an economic value on their time (Branscombe & Baron, 2016). To some individuals, volunteering is a challenging task that requires payment for the services they offer. Thinking in this manner, thus, limits a person's ability to help the needy.

One reason people do not volunteer is due to inefficient skills (Hansen & Slagsvold, 2020). When one does not have the required expertise to perform a particular task, they are likely to refrain from such roles. It is a hindrance to the ability of individuals to offer their services. Poor communication between the charity center and participants also limits a person's ability to volunteer (Hansen & Slagsvold, 2020). When a person requests the facility for an assignment, the charity center's failure to give feedback will prevent the person from offering his or her services. Effective communication is vital in ensuring that those who are willing have a task to perform. Additionally, job requirements hinder the ability of individuals who are employed to volunteer (Hansen & Slagsvold, 2020). They spend most of their time performing the needs of the workplaces and have less free time to offer their services to the needy.

Overcoming Barriers of Volunteering

Various barriers hinder the process of volunteering. One of them is the lack of a specific role (Hansen & Slagsvold, 2020). Failure to find a suitable activity to offer assistance hinders the ability of a person to volunteer. The solution to this barrier is to seek help from a volunteer organization where the manager will find an activity that suits a person’s interests. Individuals who do not see the value of volunteering must combat the stereotypical image and accept that they come from different social backgrounds. Realizing the difference in social life will create the need to help those in need (Hansen & Slagsvold, 2020).

Another barrier to volunteering is a lack of response from the charity center (Hansen & Slagsvold, 2020). When those willing to help but do not receive approval or a suitable position, it is difficult for them to offer their services. The solution to this barrier is to seek another charity or a different role that requires intervention and deliver the service instead of letting the opportunity pass (Hansen & Slagsvold, 2020). The main barrier to volunteering for the working class is insufficient time (Hansen & Slagsvold, 2020). It is as a result of strict schedules and the demands of the firm’s activity. Those who are employed can overcome this barrier by utilizing the days that they are off duty. All employees are subject to leave where they are free from office tasks. This opportunity gives them the chance to volunteer and offer their services to the needy (Hansen & Slagsvold, 2020).

Conclusion

Recruiting volunteers is a sensitive task that requires special attention. There are several factors to consider to facilitate successful recruitment. One of the recommendations is to have an elaborate plan (Holladay & Gwozdek, 2018). Planning is critical as it gives way forward and helps the participants of the activities to prepare themselves. It will enable them to dedicate the set time to volunteering, thus avoiding absenteeism cases where other members have other responsibilities.

Another way of attracting more participants is to be specific about the time the activity will take (Holladay & Gwozdek, 2018). Informing members of the time the process will take helps attract those who feared to commit to volunteering. This move will increase the number of participants, especially if they have to dedicate minimal time. Another way to increase recruitment is to assign duties according to interest and ability (Holladay & Gwozdek, 2018). Volunteers are more comfortable performing tasks that suit them best. This move will not only attract more people but also ensure that the results achieved are high.

References

Aufl, Boston.Hansen, T., & Slagsvold, B. (2020). An “Army of Volunteers”? Engagement, Motivation, and Barriers to Volunteering among the Baby Boomers. Journal of Gerontological Social Work, 1-19. https://www.tandfonline.com/doi/pdf/10.1080/01634372.2020.1758269

Baron, A.,& Branscombe, R. (2016). Social psychology, 11/E.

Holladay, M., & Gwozdek, E. (2018). Assessment of Michigan dentists' and dental hygienists' perceptions toward obtaining continuing education credits for volunteering in community-based clinics. American Dental Hygienists' Association, 92(4), 43-50.
https://jdh.adha.org/content/jdenthyg/92/4/43.full.pdf.