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題名 | 學校志工招募步驟及運作策略之探討=The Recruitment Processes and Operational Strategies of School Voluntary Workers |
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作者 | 柴在屏; 李嵩義; Chai, Tsai-ping; Lee, Sung-yi; |
期刊 | 中州學報 |
出版日期 | 20060600 |
卷期 | 23 民95.06 |
頁次 | 頁179-194 |
分類號 | 526.49 |
語文 | chi |
關鍵詞 | 志工; 招募步驟; 運作策略; Voluntary workers; Recruitment processes; Operational strategies; |
中文摘要 | 志願服務已成為社會主流價值,志工顯然為新世紀的重要資產。志工是學校重要的人力資源,因此學校的經營管理者應該要了解志願服務參與者的背景與參與動機及特質,才有助於學校對於其目標族群的了解,並可為招募學校志工及其實際運作時的參考。本文首先探討志工參與學校志願服務的動機及影響因素,可知在現今求新求變的社會環境,學校志工似乎已能重視本身自我的概念和需要,彈性運用個人生活時間,並從參與學校活動中獲得自我滿足與提升生活品質,而不同的個人特質及階段可能會有不同的參與動機,整體而言,個人成長、自我價值的追求、自我效能的肯定是志工參與動機或工作滿足之重要因素。其次,從社會環境因素、志願服務機構與組織因素及參與民眾因素分析學校志工推展的困境,歸納出當前之困境:(一) 學校人員造成的困境,包含學校主事者的偏差觀念、人力不足,缺少專責單位及教師認同度不足等。(二) 組織運作造成的困境,如義工召募不易、定向輔導未落實、義工訓練不一、缺乏規章約束管理及經費與設施不足等。(三) 義工本身的因素,包含角色定位不正確、參與時間不能配合、義工留任意願不高及義工家人不支持等。再次,提出學校志工的招募步驟包含三個步驟:(一) 籌畫階段;(二) 執行階段;(三) 建立志工組織等。最後,提出學校志工的運作策略,分別為(一) 組訓策略,包含課程設計、定期舉行志工座談會、配合志工專長與興趣、建立志工服務倫理及提供自我實現的機會等。(二) 管理策略,包含專人專責督導管理、過時激勵、建立志工慰問機制、加強志工交流、落實志工服務手冊內容、預算編列管控、志工人力資源、管理資訊化及建立支援性志工等。(三) 考評策略,包含適時獎勵與表揚及建立意見回饋管道等。結合社會人力資源,協助學校推動各項業務,是時代大環境的潮流與趨勢,適當的運用學校志工不僅能提供社區民眾參與學校活動機會、也可使閒暇時間與寂寞問題得以待解;讓希望投身奉獻社會的心力得以散播,以解決普遍存在的社會問題不也是為一項對國人具正面鼓勵價值。有鑑於此,志工的參與已經被視為是學校不可或缺的人力資源,如何建立互益、互動的工作環境,使志工願意長期留任,將志工工作視為一項快樂之事。 |
英文摘要 | With voluntary service is becoming a mainstreaming value, voluntary workers have obviously become one of the important assets of the society. In view of the fact that voluntary workers are the valuable human resource of schools, school administrators need to take into account their backgrounds, motivations for participation and personal traits. This will enable schools to have a better understanding of this specific group of people on the one hand and may also serve as a basis to which schools may refer when recruiting voluntary workers and operating practically on the other hand. The aims of this study areas follows; first of all, to investigate the motivations and influential factors underlying people's participating in school voluntary services. It is found that in the advent of an exponentially changing society, voluntary workers are aware of their self concepts and individual needs. In addition to making the flexible use of time, they can also obtain self satisfaction and uplift their living standard. Personal growth, search for self value, and acceptance of self accountability are the important factors leading to voluntary workers' participation motivation or job satisfaction, though personal traits and developmental stages may result in different motivations for participation,. Second, based on factors such as social environment, voluntary service institution and organization, and participating people, the researchers analyze the problems with the promotion of voluntary workers. The researchers identify the following problems: 1) problems caused by school personnel, including leaders' biased concepts, shortage of manpower lack of responsibility-assuming units, and teachers' lack of identity; 2) problems caused by organizational operation, including difficulty of recruitment, failure to implement directive guidance, inconsistency of training, lack of regulations, and budget and facility shortage; 3) volunteer-related factors, including uncertainty of role play, inability to meet schedule requirement, unwillingness to assume a second term, and lack of family support. The study further proposes three stages of voluntary worker recruitment: 1) the stage of planning, 2) the stage of implementation, and 3) the stage of establishing volunteer organization. Finally, the study suggests three strategies of volunteer management: 1) the strategy of organizing and training. Including designing curriculum, holding regular conferences, meeting volunteers' individual interests and specialties, establishing volunteer service ethics and providing opportunities for self actualization: 2) the strategy of management, including specific personnel for supervision and management, timely encouragement, mechanism for counseling volunteers in trouble, enhancing interflow between volunteers, effective implementation of the content of volunteer's handbook, budget control, computerized management of volunteer human resources and establishing bach-up volunteers; 3) the strategy of evaluation, including timely encouragement and acknowledgment of achievement, and establishment of channel of opinion feedback. Over the past years it has been a trendy to utilize community manpower to assist in school operation. Voluntary service provides community people not only with opportunities to participate in school activities but also with chances to make the best use of their leisure time. Those interested in social service may therefore dedicate their efforts to schools. Undoubtedly, voluntary service has been regarded by schools as an indispensable human resource. It is important therefore to create a work environment of mutual benefits and interactions so voluntary workers may feel happy and would like to stay longer. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。