This paper will focus on the impact of Non-Profit Organization management strategies on the Ghanaians’ Immigrants job satisfaction in Maryland. The study further expounded on the impact of voluntary motivation strategy on organizational management effectiveness in charity environments. In order to give clarity and focus, the study examined the impacts of transactional, transformational, and passive avoidant management on organizational effectiveness in Maryland.
The full volunteer range in charity job inclusion presented by Avolio & Yammarino, 2013 is being used successively in this regard, thus is a valid study.
Communication skills and effective organizational management strategies are some of the concerns critical for contemporary organizations. Vogelsang (2005) said that a number of organizations in the United States of America fail because of poor management and ineffective communication and segregation.
The impact of these strategies is, however, unlimited to organizations business settings; it has concerns about volunteer organizations, and all professionals and personalities included. Volunteerism should be a part of the clauses in an organization duty. Consequently, the managers of non-profit organizations in Maryland will need to devise ways of optimizing from the contributions of the immigrant volunteers (Fisher & Cole, 1993).
The effectiveness and success of non-profit organizations are mostly determined by motivational strategies and leader’s ability in developing and satisfying the volunteers. Although non-profit management have devised different kinds of strategies and curbed various communication challenges in organization settings, they have failed to recognize the critical role of immigrants’ accommodation and volunteer utilization. Thus, most managers run non-profit organizations with biased management approaches that fail to address issues of delegating roles to immigrant volunteers. Even though they control the activities’ network in their organizations, they fail to manage the non-profit organizations effectively in terms of utilizing volunteers even the native ones (Marshall & Rossman, 1999). This affects the relationship between the resident professionals and foreigners in organizations. Therefore, it is significant for managers to be aware that they have a role of rising volunteers’ motivation to give them job satisfaction. Although the reward of a job is payment, the chance to work satisfies a professional.
The study explains the impact of non-profit organizations management strategies on professional Ghanaian immigrants and their effectiveness in Maryland USA. It explains the impact of volunteer work motivation as a strategy that organization managers use to create worker satisfaction on the professionals. It shows the motivation and accommodation steps taken so far by the non-profit organizations management to make use of the unemployed professionals.
Significance of the study
Profession exercise and practices are critical issues whether paid or voluntary in either a private or an organizational context. Their significance is brought about by the time they spend on the work and the passion they have for their work.
Their inclusions in any work even in charities buy influence, which moves other workers’ performance and their job satisfaction. Although more non-profit organizations’ management researches focus on the importance of leadership, (Zohar & Tenne-Gazit, 2008), somewhat little investigation is done to volunteer motivation as a strategy of job satisfaction. It is critical to strategize foreigner’s inclusion in jobs by non-profit organization management to increase the volunteer’s motivation and their job satisfaction. Few studies have only examined church volunteers, and not other charity organizational fields to show the relationship between the job inclusions through volunteer motivation as a strategy to give job satisfaction.
By exploring the impact of the non-profit organization, management strategies on the Ghanaians’ immigrants towards job satisfaction in Maryland promote motivational management styles on job satisfaction for volunteers. This study contributes to bringing important insight towards motivating, developing, and including volunteers in jobs to make them feel satisfied professionally.
Purpose of the Study
The purpose of this study is to examine how the motivational strategies used by the non-profit organization managers affect job satisfaction of Ghanaians’ professional immigrants in Maryland, United States. It is to create a platform for the professionals denied jobs on the Ghanaians immigrants as they familiarize with the US focus.
The theoretical framework used for this study is the theory of epistemological development. This is because the theory addresses ways of knowing adults needs. Perry’s theoretical work has been in use at length in many aspects of higher education. The approach provides information on the cognitive-structural change that emerges according to development and learning. According to Perry’s theory, research and application present guidance on ways of facilitating academic development allowing insight in the pedagogical challenge of the dissertation.
The relationship between volunteer job motivation in non-profit organizations and job satisfaction of the Ghanaians professional volunteers are the main focuses of the study. The specific research questions include:
- Is the Ghanaians immigrants’ volunteer motivational strategy considerably correlated with their job satisfaction?
- Is the non-profit organizational management leadership considerably correlated with immigrants’ job satisfaction?
- Does volunteer organizational leadership reflect a positive effect on the overall charity work motivation than transactional work?
- Do the immigrants’ demographic characteristics of the volunteers account differences in job satisfaction? (i.e., age, gender, years of being volunteer and different professions)
Nature of the Study
The study has a qualitative focus. Qualitative research is regular with understanding of how students approach their work of creating successful dissertation problem statement, which is the basic focus of the dissertation. It gives details which are not numerical but characteristics and qualities.
Assumptions and limitations of the Study
It is assumed that volunteers do not get job satisfaction because they are not a paid staff. It was also understood that volunteers get job satisfaction only in churches and not in other charity organizations. The study was bound not to include its exercise to other organizations apart from the non-profit sector.
Organization of the Dissertation
The study is made up of five chapters. The first chapter introduced the background and the study importance, research questions, samples and population, and the study assumptions. The second chapter examines the relevant literature to effective management, organizational voluntary jobs, motivations, and job satisfaction, together with their previous studies and theoretical bases in dealing with the job factors. The third chapter gives methods and procedures employed in the study. Chapter four present the data analysis and finally, chapter five is in divisions of the following sections: purpose summary, findings discussion, volunteer leadership implications, and future research recommendations.
Avolio, B. J., & Yammarino, F. J. (2013 ). Transformational and Charismatic Leadership: The Road Ahead. West Yorkshire, UK: Emerald Group Publishing,.
Fisher, J. C., & Cole, K. M. (1993). Leadership and Management of Volunteer Programs: A Guide for Volunteer Administrators. San Francisco, CA: Jossey-Bass.
Marshall, C., & Rossman, G. B. (1999). Designing Qualitative Research. New Delhi, Singapore: SAGE Publication.
Vogelsang, J. D. (2005). Journal for Nonprofit Management. An annual publication for those concerned with developing excellence in nonprofit management, 2-45.
Zohar, D., & Tenne-Gazit. (2008,). Transformational leadership and group interaction as climate antecedents: A social network analysis. Journal of Applied Psychology, 93(4), 744-757.