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Effective Leadership Practices of Pa...

Artry, Anthony.

Effective Leadership Practices of Paid and Nonpaid Leaders of Volunteers: A Case Study.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Effective Leadership Practices of Paid and Nonpaid Leaders of Volunteers: A Case Study.
Author:	Artry, Anthony.
Published:	Ann Arbor : ProQuest Dissertations & Theses, 2018
Description:	182 p.
Notes:	Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.
Notes:	Adviser: Shawn Judson.
Contained By:	Dissertation Abstracts International80-03A(E).
Subject:	Management.
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10751328
ISBN:	9780438614673

Effective Leadership Practices of Paid and Nonpaid Leaders of Volunteers: A Case Study.
Artry, Anthony.

Effective Leadership Practices of Paid and Nonpaid Leaders of Volunteers: A Case Study. - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 182 p.

Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.

Thesis (Ed.D.)--University of La Verne, 2018.

Purpose. The purpose of this study was to identify effective leadership practices used by paid and nonpaid leaders of volunteers.

ISBN: 9780438614673Subjects--Topical Terms:

180005
Management.

Effective Leadership Practices of Paid and Nonpaid Leaders of Volunteers: A Case Study.
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245 1 0 $a Effective Leadership Practices of Paid and Nonpaid Leaders of Volunteers: A Case Study.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2018
300 $a 182 p.
500 $a Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.
500 $a Adviser: Shawn Judson.
502 $a Thesis (Ed.D.)--University of La Verne, 2018.
520 $a Purpose. The purpose of this study was to identify effective leadership practices used by paid and nonpaid leaders of volunteers.
520 $a Methodology. This collective case study employed a semistructured in-depth interview process. The participants consisted of 12 leaders of volunteers from megachurches in San Bernardino and Orange Counties. Six were paid leaders of volunteers, and 6 were nonpaid leaders of volunteers. The participants were asked 2 sets of interview questions. The initial set included introductory questions that gave background information on the participants regarding their leadership roles within their organizations. The second set consisted of the formal interview questions.
520 $a Findings. This research found similarities and differences in the leadership practices of paid and nonpaid leaders of volunteers. Sixty-six percent of paid leaders of volunteers cited encouragement as an effective leadership practice when leading volunteers, and 50% referred to religiosity as an effective leadership practice. Three of the 6 participants (50%) discussed leading by example/participative approach as an effective leadership practice. Of the 6 nonpaid leaders of volunteers, 33% cited making the volunteers feel comfortable, leading by example/participatory approach, trainings, and empowerment/autonomy as effective leadership practices. Both paid and nonpaid leaders of volunteers shared the same leadership practices: 42% cited leading by example/participatory approach, 42% cited encouragement, and 33% cited appreciation and religiosity as effective when leading volunteers.
520 $a Conclusions. Understanding the strengths of volunteers, together with the leaders' concern for the volunteers' well-being (and their volunteer assignment), assists the leaders by ensuring the volunteers are serving in a capacity they are accustomed to and comfortable with. Depending on the skill level of the volunteers and the task to be completed, there is not one leadership practice that is better than the others. The wants, desires, needs, concerns, and feelings of the volunteers should be considered by their leaders.
520 $a Recommendations. The differences in leadership practices between the paid and nonpaid leaders of volunteers could assist both types of leaders. For instance, nonpaid leaders of volunteers have the potential to benefit from focusing on volunteer retention when leading volunteers. Conversely, focusing on volunteers' well-being has the potential to assist paid leaders of volunteers in their leadership practices.
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856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10751328