The generation of “Japanese work style transformation” requires volunteer organizations making a design to accept various relationship. However, their activity will not be maintained without enough time of commitment by volunteer officers.
A choice for multiple jobs
“Japanese work style transformation” accelerate people to have side jobs not only in my office but also among society. However, I wonder if about 30% of my Facebook friends may exceed 80 hours of overtime working per month where they include outside activities.
Since excessive working absolutely exhaust people, we must not force it to others. Certainly, some people can work infinitely where they have selected their work and they can visualize value from their work, they must not impose their work styles to others. I am so busy but so happy because I am working under the blessed working environment. On the other hand, some people have gotten into the death loop that they must have multiple jobs for requirements from social or their familiar circumstances. I may also fall into such the situation.
Performance index for a volunteer team
Since volunteer teams cannot acquire new commers easily in such a society, “making a design to accept various commitment” should be important. This is my conclusion from 8 years work in my current team.
What kind of people can make the best value in non-profit voluntary organizations without objective evaluation indices such as salary or goal attainment level? I say “the member who paid the most time for their activity” as my ultimate answer. We can regard the member who works constantly without remarkable skills as a high performer rather than the member who works temporarily with eminent talents in a team which acts continuously. Because there are no objective evaluation indices except “time.” Exceptionally, we may also highly evaluate the member who raises funds or resources for their activity because money is also an objective index. Additionally, we regard people who can recruit a lot of new-commers as “time-payers” because they provide a lot of time as a result of leverage from their commitment.
So, do people who can provide only slight time really make no value?
A design to accept various commitment
As I have mentioned, people who can provide only slight time is rare in this age. We should open the office to their talents with much respects.
Nevertheless, an organization need to pay the cost to manage members, that is, some people must reduce their additional time. Especially, volunteer officers should make efforts in exchange for their main activity. Particularly in this age, people’s value become more divergent. For this reason, we absolutely need to design our community to accept and utilize various way of commitment more effectively. And we also should reject the member if we cannot receive enough return of complex management costs.
My belonging cannot maintain their balance of the community design because of bipolarization into less-committing members and eager-committing members. My conclusion as 8 years work is that the volunteer officers should pay a lot of time of them even if the organization pay them wages to break through this deadlock. Because, such management work is a time consumption activity which sacrifices (1) commitment for our essential activity, (2) outcome from our essential activity and (3) ability which they can achieve, even though it is a worthwhile job. Every institution not only zoos and aquariums should decide if it wants to enhance its activity or working with establishing a volunteer team.
Less, my position called “advisor” was my greatest mistake because it has been only a critic who had provides only comments without paying enough time. I become to the end with no value if I cannot make some outcomes.
I will try my best also this year.
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