Management of the Non-Profit Organizations Research Proposal

Management of the Non-Profit Organizations - Research Proposal ExampleNPOs, on the other hand, do not usually provide for substantial financial compensation, since most, if not all, of its work force atomic number 18 volunteers. As such, workers be motivated more by their love and dedication to the mission of the organization and the cause for which it stands. Because of this constitutional difference, workers in NPOs cannot be persuaded to remain with the organisation and contribute their best by the usual means of increasing pay and monetary incentives. Although volunteers are drawn to the hypothecate because of the psychic income, such may not be sufficient to sustain the commitment of these volunteers in the long term, without the necessary and appropriate support and action by the homophile resources manager. The threats posed by the social and physical environment on the continued commitment of an NPOs volunteer staff will remain a source of challenge to its HR managers, which this dissertation shall aim to explore. Introduction Not too long ago, there was a clear dichotomy of organizations according to their character and purpose. The common taxonomy of organizations distinguished them according to whether they were business corporations, organizations supporting philanthropic causes or social development purposes, or unrestricted administrative organizations. Business organizations worked to maximize profit, public administrative organizations advanced the goals of the government, and the social cause-oriented organizations worked towards the development of marginalized sectors of society. Recently, there has emerged a changing trend in how organizations are expected to operate. Business organizations can no long-lived be motivated by the single goal of realizing profits it must actively pursue a corporate social responsibility design and sustainability program integrally with its main operations, in order to return to society a portion of its profits for the benefits it enjoys as corporate citizen. Non-profit organizations, on the other hand, are compelled to portray the necessity of operating on a self-sustaining basis it can no longer rely on its previous sponsors and donors who had so generously back up it during more prosperous times, because of the deep financial crisis that will continue to defy recovery efforts for some time to come. Even as many business organizations ask been forced to close, NPOs, because of their less financially tenable position, are forced to face economic realities and find ways and means to become financially self-sustaining. There are implications to the obscuring delineations between the types of organizations. Business organizations are becoming increasingly socially oriented, while NPOs are assuming activities that are increasingly economic. These affect the manner in which human resources are expected to perform and how they are engaged. Conceptual framework The term employee engag ement may immediately be considered a misnomer in the sense that NPO workers are mostly volunteers rather than employees. As such, they are normally not bound by an employment contract where they commit to discharge a particular knack of duties in exchange for a predefined monetary compensation. NPO workers perform their duties of their own accord and volition, and correspondingly excel in these duties out of a sense of dedication to get ahead the cause of the organization. Granted that there exists already a greater affinity and identity