The Changing Profile of Volunteerism – Implications for Community and Voluntary Organisations at local level

Chapter 4 Data Analysis

This Chapter presents the findings of the postal questionnaire survey carried out with a selection of volunteers from small-scale community and voluntary organisations affiliated to the County Carlow Community Network for the purposes of this dissertation.

Socio-economic Profile of Study Volunteers

Age Profile

The author received a total of 84 questionnaires, (57.5%) out of a possible 146 questionnaires by the cut off date. Of these 84, 35 were male and 49 were female. See Table 1 in the Appendix for further details. The majority of respondents were in the 46-65 year old age category – 46.4% or 39 people. 29.8% of respondents were aged between 26-45, with 11.9% aged over 65. Only 10 people surveyed were aged 25 or under, with 3 of these under 18 years of age. 53.8% of females were aged between 46-65, while 37.1% of male respondents were in this age category. A further 20% of male respondents were aged over 65, with 6.1% of females in this age bracket.

Economic Status

The economic status of volunteers in the study was ascertained using the same seven categories as the CSO Quarterly Household Budget Survey. See Table 1 in the Appendix for summary of economic status of volunteers sampled. 57.1% of volunteers in the study are economically active, that is “working for payment or profit”. It is not surprising that only 10.9% of volunteers surveyed are “looking for a first job” or are “students”, reflecting the low representation of young people among the survey sample. 10.7% describe themselves as being “engaged on home duties”, all of these are women. A further 13% are “retired from employment”, with 7.2% “unable to work owing to permanent sickness or disability”. These figures suggest a very low involvement in the community and voluntary sector in Co. Carlow by those who are not at work.

Educational Attainment

13% of Respondents have a Primary Education only, while 19% had completed their Intermediate/ Group Certificate. 33% of the total sample has completed their Leaving Certificate, with the majority of respondents, 35% having attended a Third level College or University. There is no significant difference between males and females in relation to the educational attainment of the sample. See Table 1 for summary of educational attainment levels of study sample.

Nature of Voluntary Activity

The volunteers surveyed for the purposes of this research study invest a considerable amount of time and energy in voluntary activity and are involved in a wide range of community/ voluntary groups in County Carlow, see Table 2 in the Appendix. The following data is useful in that it provides a useful picture of the nature of voluntary activity in County Carlow, however as the sample is small, no major conclusions can be made as to the number of hours spent volunteering per month. The majority of respondents from this survey, work with Local Environmental/ Development Organisations – 20 respondents for on average 14.5 hours per month. 18 respondents work with youth and sport clubs for on average 15.5 hours per month. 12 volunteers work on average 12.5 hours per month with organisation for People with Disabilities. A further 11 people work with Church Groups and Organisations for approximately 12 hours per month. The 3 volunteers with First Aid Organisations volunteer on average 20 hours per month, which is similar to those volunteers working with Animal Welfare Groups and those on a number of Committees. It is clear from these figures that a significant amount of time is spent volunteering by the survey respondents. It is also worth noting that many of the respondents are involved with more than one type of organisation, therefore they have increased demands on their time.

Informal and Formal Volunteering and the type of voluntary activity

It is important to note that respondents gave more than one response to this question, and the following data represents the total number of responses for each category. The majority of respondents volunteered in the formal way, with an organisation, 167 responses, while 48 people indicated that they were involved in voluntary activity on a one-to-one basis in an informal setting. The majority of respondents were involved in meeting/ committee work as part of an organisation, 45 responses, followed by fundraising with 34 responses. 23 people indicated that they were engaged in conserving/ improving the environment with an organisation, while 20 respondents gave their time as a sports coach. Other types of formal voluntary activity that respondents were involved in included, campaigning/ advocacy, 10 responses, advising/ counselling, 9 responses and teaching/ training with 8 responses.

On the informal side, the majority of respondents visited elderly or sick people on their own, 14 responses, followed by a range of activities, all with 5 responses, including supervising/ assisting activities, sports coach/ official and conserving/ improving the environment. Other informal activities that respondents were involved in included fundraising, advising/ counselling and first aid/ rescue service, all 4 responses.

Other types of voluntary activity that respondents engaged in included operating a telephone help-line, animal welfare work and meals on wheels.

Number of Paid Staff

45.2% of respondents volunteer with community/ voluntary organisations with one or more paid staff, while 53.6% volunteered with organisations serviced purely by voluntary effort. 1.2% of the sample surveyed did not reply.

How the volunteers sampled first became involved in voluntary activity

The prompt to become a volunteer for the individuals involved in this survey, came predominately from family, 21%, friends, 7%, or work contacts, 8%. 24 % of the sample surveyed first became involved in voluntary activity as a result of their desire to positively enhance and improve their community. 12% first volunteered as a result of their involvement as a member or participant of another voluntary group. 10% of respondents highlighted that their “belief in the cause” was the main prompt for their initial involvement in voluntary work. 18% indicated other prompts to become a volunteer. These included being asked to join, responding to an advertisement for volunteers in the local paper, through the church and having time on their hands. Other prompts included identifying the need for a service and becoming a founder member of a voluntary organisation in response to needs identified. Change of career was also cited as a prompt to become a volunteer. See Chart 3 in the Appendix for further details

Motivation for becoming involved in voluntary work

The desire to help other people and to see improvements in the community were identified as the two biggest motivations for becoming involved in voluntary work for volunteers surveyed in this research project, both factors received 18 responses. See Chart 4 in the Appendix Giving something back toothers was also identified as a prime motivation for volunteers, with 14 responses. 11 people identified the wish to new people as their motivation, while 6 people are motivated as a result in their belief for the cause and because they enjoy their voluntary work. 8 people indicated that their motivation is the desire to new people. A further 8 respondents highlighted doing “my bit for the community" as their motivation, while 5 people stated that they have time on their hands. 4 people are motivated by the fact that an essential service would only be provided through their voluntary efforts.

18 people identified other motivations for their involvement in voluntary activity. These included their own personal development, to make the area more environmentally friendly, to retain heritage of the County and from a civic duty. Other motivations included the opportunity to try new things, to be part of an organisation and because their children were involved. On individual volunteers because she “believes that participation can help us grow, it also gives us some control of our destiny”. On the environmental front, some individuals are motivated by their desire to increase marks and win prizes in competitions such as Floral Pride and Tidy Towns.

Main Rewards associated with volunteering

The main reward in volunteering for the volunteers surveyed in this research project is without a doubt, the satisfaction gained from making a difference – 24 responses, (See Table 5 in the Appendix). As one individual put it

“If I can help others by my efforts I get satisfaction from my voluntary work – let it be advice, fundraising, or shoving up my sleeves – I enjoy my voluntary work”

The creation of a better place/ community to live, in was identified by 9 people as their reward for volunteering –

“Looking out the window and seeing the fruits of our work, visitors commenting how nice a place to live”.

8 respondentsidentified “a sense of achievement” as their reward. Other rewards identified include “meeting new people and making friends” and “good fun”, both with 6 responses. 4 people highlighted “good results in competition” as a key reward. This is reflective of the high number of local environmental groups that are currently operational in County Carlow. These groups invest considerable time and effort to improving their areas for national competitions such as Pride of Place and Tidy Towns. A further 4 people outlined the satisfaction of providing a service that would not otherwise be provided as the main reward for them in volunteering.

Other rewards identified include being involved with other people and working together for a common cause, witnessing change in peoples lives and circumstances, and seeing children enjoy themselves as a result of your voluntary efforts. Using your skills to help others who need it and a feeling of being useful toothers were other reward identified. However, not all respondents were positive in their response. One individual commented

“Right now its hard to think of rewards, maybe I’m burnt out!”

Causes of dissatisfaction among Volunteers

54.8% of volunteers surveyed stated that they have experienced dissatisfaction in carrying out the voluntary work they do. 41.6% did not experience any dissatisfaction in their voluntary activity, while 3.6% did not reply.

The main reason for dissatisfaction among volunteers was a perceived lack of support from other parents/ people in the community with 15 responses. 11 people cited “Being taken for granted” as a main cause of dissatisfaction. Other important causes of dissatisfaction included all of the work being left to same few people, 9 responses, lack of co-operation, 8 responses, and lack of funding, 7 responses. Lack of resources, including facilities, staff, etc was identified as a significant causes of discontent, by 5 volunteers. 4 people highlighted lack of support from other agencies, and not providing expenses as a frustration for volunteers. See Table 6 in the Appendix for further details.

19 other causes of dissatisfaction were also identified. These included lack of focus within an organisation with no involvement from volunteers as to future direction, personality clashes and volunteers not being credited with work carried out. Other causes identified included not having an AGM every year, with the same people remaining on committees indefinitely, no training opportunities and seeing other people getting paid for what they do in a voluntary capacity. On a more serious note, seeing the damage and harm inflicted by people on animals also causes major dissatisfaction among voluntary workers. The difficulties associated with completing complex funding applications and the legal responsibilities relating to forming a limited company were also cited as causes of dissatisfaction.

Perceptions of voluntary work by others

The vast majority of volunteers interviewed in the course of this research perceive their voluntary work as being “very much” appreciated by the general population – 40.5%, while a further 52.4% of respondents believed that their voluntary activity was “to some extent” valued and appreciated. 4.8% were not sure, with 2.3% stating that their voluntary efforts were “not very much” valued or appreciated.

Main skills required for Voluntary Workers

The main skills identified by respondents, as a requirement for voluntary workers was overwhelmingly the need for good interpersonal skills, such as time, patience, understanding, dedication and willpower – 32 respondents. 10 people highlighted the need to be a good listener, while a further 9 people outlined the need to care and to relate well to your target group. 5 respondents stated the need to be able to work as part of a team.

The need for practical/ occupational skills was also highlighted, but to a much lesser extent. The need for administration and report writing skills in relation to completing funding applications was highlighted by 5 people, with a further 3 respondents indicating the need for practical skills such as first aid, driving, etc. Other skills required included the ability to look to the future and to assist with the creation of an overall vision for the organisation or group. Several people were of the opinion that a willingness to be involved was a key requirement and that “all skills can find their niche while many skills can be gained”.

Reasons for Cessation of Voluntary Activity

35.7% of the total sample have been involved in voluntary work and stopped for some reason. 61.9% had not stopped, while 2.4% gave no reply. Reasons for stopping included lack of time due to; family commitments – 8 people, work commitments – 3 people, and return to further education – 3 people.

Other reasons given included being unhappy with the direction that the organisation was going, lack of support from colleagues and structural problems in the organisation. Too many inefficient meetings was also cited as a reason for giving up voluntary activity - “meetings became a talking shop rather than being creative”. Another reason given was an aversion to change -

“Older members of the community did not welcome change, they didn’t welcome new members, especially if they were younger volunteers!. No way would they move into the present, let alone plan for the future”.

The cost of transport to and from the voluntary work was another reason given for cessation of voluntary activity.

Main supports provided to Volunteers by Community/ Voluntary Organisations

Volunteers have identified the informal supports provided by colleagues – paid and voluntary, as the greatest support they receive from their community and voluntary groups, (19 responses). In addition to this, 15 individuals currently receive training from the organisations they are part of, while 6 people do not receive any supports at all. 5 respondents receive assistance with fundraising for their voluntary work. Just 4 people are currently reimbursed for the expenses they incur during the course of their voluntary work. A further 4 people stated that they were supported with additional volunteers in order to effectively carry out their voluntary duties. See Chart 7 for details of current level of supports provided to Volunteers.

16 people highlighted other supports that are made available to them during the course of their voluntary work. These include administrative supports, equipment, volunteer recognition events such as a Christmas party or a weekend away, and information, i.e. regular newsletters and research updates. 2 people stated that they receive support from a number of community and statutory organisations such as Carlow LEADER, Carlow Tourism and Carlow County Council. Other supportsidentified include support from a National Coordinator and supports available through membership of the County Carlow Community Network.

50% of the volunteers sampled believe that this level of support is sufficient for their needs as a volunteer. 22.6% do not believe that this level of support is sufficient, while 27.4% gave no reply.

When asked what other supports were needed and how these could be provided, 14 responses were given. 2 people highlighted the need for additional resources, in particular money and volunteers. Other suggestions included seeking more support from parents to counteract the view that youth and sport for children are a babysitting service, and promoting the view that young people are very capable of engaging in voluntary work in the community. The need for community and voluntary organisations to provide out of pocket expenses for voluntary workers was also highlighted. In addition to this, additional support is sought from the County Council, particularly in the areas of environmental enhancement and litter prevention. Finally, 2 volunteers highlighted the need to feel supported by others in the voluntary work that they do.

The main challenges facing community and voluntary organisations
According to the volunteers who responded to this survey, attracting new volunteers is the single biggest challenge facing small-scale community and voluntary groups in County Carlow, 37 respondents highlighted this as the major issue. This is closely followed by the difficulties volunteers currently faced securing funding for community and voluntary groups – 25 responses. The challenges posed by modern living are cited as the third biggest challenge facing the community and voluntary sector with 20 responses. Issues identified include the fact that both parents in many households now have full-time jobs, and less free time and energy to spend volunteering. Also many towns and villages in rural parts of the County are struggling as a result of becoming dormitory villages, with residents commuting long distances to work and not participating in community life. 10 respondentsidentified the issue of generating interest in volunteering among the general population, while 8 people specifically identified the challenge of attracting more young people to volunteering with small-scale community and voluntary organisations. See Chart 8 in the Appendix for further details of main challengesidentified by volunteers.

There were 25 additional responses to this question. These responses included the provision of supports to enable people to volunteer, i.e. the need for sessional funded childcare, the rising age profile of existing volunteers, the challenge of building community spirit and a sense of pride in place, and the need for additional supports from statutory and community development agencies. Additional services and facilities to cope with the growing population in the County, especially for young people, has also been identified as a major challenge. The need for volunteers to feel valued and to be recognised for the voluntary efforts has also been cited as a challenge. One individual outlined the need to

“provide proper structures for volunteers so that they can feel that they belong and can give as little or as much time as they wish – feel that their contribution is valued”.

Ultimately one of the most fundamental challenges facing small-scale community and voluntary groups in the County is as one person stated

“ensuring that our voluntary efforts are sustainable”

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