Ohio 4-H Agents' and Volunteer Leaders' Perceptions of the Volunteer Leadership Development Program.

Abstract

The subject of volunteerism has been covered In numerous studies (Boyce, 1971; Naylor, 1976). The popularity of the subject Is further reflected In the fact that today volunteers continue to plan an increaslng role In our society. The 4-H program is one of the major program areas of the Cooperative Extension Service, and, as an out-of-school youth educationa I program, relies heavily on volunteer leaders for the success of the program. These volunteers contribute their time, talent, and effort to further the goals of the extension organlzatlon. Several studies have addressed the role of 4-H volunteers In enabling the achievement of 4-H goals. Some of these studies have emphasized the reasons for volunteering and the effectiveness with which an agency may utilize its volunteer personnel (Boyce, 1976; Naylor, 1973). The considerable amount of literature on 4-H volunteers clearly indicates that the central and important role of these volunteers in the organization cannot be overemphasize d. Two pert i nent issues that need to be addressed regarding the role of volunteers include an understandIng of why people volunteer and the establishment of a systematic program for the development of volunteers. An aspect of the latter issue is the focus of this study. Basic continuing changes In society as well as changing leader roles make it imperative to have a viable program for the development of 4-H volunteers. Dol an (1969) presented a leadership development process that had seven subprocesses or phases: Leader identification, leader selection, leader orientation, leader training, leader utilization, leader recognition, and leader evaluation. Following a review of literature for this study, the authors identified and grouped the 4-H volunteer leadership development program components under six subareas, viz: (a) recruiting, (b) training, (c) motivation, (d) recognition, (e) retention, and (f) supervision. Purpose and Object I ve The main purpose of this study was to determine the level of importance of these six areas of volunteer leadership development as perceived by volunteers and by 4-H agents. The perceptions of the volunteers were seen as paramount since they were the target for the leadership development program and since their direct participation In identifying the level of importance of the development area would reflect the level of emphasis they perceived as necessary for each area. The perceptions of the agents were deemed necessary since they were responsible for plannlng, conducting, coordinating and evaluating county educational programs for 4-H and youth. Specifically, the objectives of this study Included: