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Women in Voluntary Organization 1
DOI: 10.1007/s11266-010-9143-7
Women in Voluntary Organization 2
and implicit rules, behaviors and shared meanings that enable people
(Hatch, 1997; Schein, 1992). Scholars have identified both the factors
that perpetuate it. These factors include the potential latitude for
(Chatman, Polzer, Barsade & Neale, 1998), reward systems (Kerr &
(Gordon, 1991), and control and leadership style (Schein, 1992; 1996).
particular moments, the organizations rites and rituals (Trice & Beyer,
1984), its myths, legends and stories (Martin, Feldman, Hatch, &
Sitkin, 1983), and its values, symbols and language (Hatch, 1993).
norms, rules, that characterize the organization and the way in which
2004). At the same time, the organizational culture forms from the
Women in Voluntary Organization 3
studies have focused on the factors that can help or hinder women in
As Eagly has described (Diekman & Eagly, 2000; Eagly, Wood, &
gender role and typical leader roles tends to create prejudice that takes
two forms:
women, and
Women in Voluntary Organization 4
and desired in leaders. The second type of prejudice stems from the
negatively evaluated for these violations (Carli & Eagly, 2001; Eagly
& Carli, 2007), even while they may also receive some positive
their leader role, and conforming to their leader role can produce a
prejudice that is, the negative reactions [which can affect future
choices and behaviors] that women may experience when they behave
Women in Voluntary Organization 5
organizational culture. Both the data and the literature clearly indicate
that it is the context that sets the requirements for the players in the
organization, and the more they adapt to the expectations for their role,
civil society (as suggested by Dekker & van der Broek, 2004, people
behavior which differ from those of the for-profit groups with which
they are familiar, and thus provide them with an opportunity to bring
express.
women who are active in voluntary work account for 50.8% of Italys
leadership roles, and in 70% of all cases these roles are performed in
(i.e., at least 60%). Out of all VOs, 30.2% are made up largely or
VOs with both male and female members, 37.7% have between 0 and
age (in the predominantly male VOs, this percentage is 40.9%), and
63% are women who turn to voluntary activities at the end of their
women in VOs is due to rules, values and norms which accept, hold
and include all members and take into account the needs of
everybody?
and
Method
and rules proposed and cultural elements that characterize the Italian
VO, thus:
Women in Voluntary Organization 8
the managers?
volunteers roles?
statistical analysis.
Participants
safeguarding human and civil rights, and health care). Personnel from
men, ages ranged from 16 to 73, and the median was 45 (N=91). As
23.07% spend 10/20 hours per week (17.59% women), 17.59% (same
and men), 35.17% from over 10 years (same % of women and men),
through the software is to analyze the words and find the internal
frequency of both entire words and their reduced forms (the words
Women in Voluntary Organization 11
root) (Matteucci & Tomasetto, 2002). In the second stage, the 2 test is
frequently in a class than in the rest of the corpus (the measure is the 2
the unique words, the hapax legomena that occur only once. The use
of which they are a part and the situation in which they are
conversely, the fact that a term is under-used may mean that it is not
Results
form was 8, and there were 1568 hapaxes. Of the 619 elementary
context units or ECUs that were classified, the program analyzed 413,
homogeneity and diversity. For each class, the first ten words
[Figure 1 here]
[Table 1 here]
indicates, are more homogeneous than class II. Classes I and III refer
members. Classes I and III contain the words that the interviewees use
culture:
The men are very competitive and less willing to work together,
theyre highly focused on themselves. On the job, competitiveness
is linked to productivity, here in volunteer work other factors come
into play. But if theres a bit of competition they dont leave
room for them. (female, age 54)
In some VOs, there are rules and norms that would encourage
Women have never really shown what theyre worth before now
women are beginning to wake up. Its the same in my VO, they
complain but when the time comes for deciding whos going to lead,
they dont step forward, theyve got sort of an old-fashioned
mentality, a different way of looking at things. (female, age 24)
How tasks are assigned depends on the kind of work involved. In
some services, its better for girls to be in charge, while in others
its better to have boys. For instance, I cant see a boy heading our
eldercare group, just as I dont see a girl for our football group, even
if shes kind of a tomboy. (male, age 19).
A woman has to show that shes at least ten times better than a man
to be given the same role, its always the same old story... its also
Women in Voluntary Organization 14
true that a woman has family obligations that a man doesnt have...
raising children, for instance, isnt as hard as it used to be now you
have a right to maternity leave and all the rest but it still has an
impact on your job, and even on volunteer work I mean, I can
hardly leave the baby alone for hours, can I? I stepped down as
president, because I just couldnt keep up with everything I had to
do. (female, age 35)
My wife is a volunteer, too. Before the baby was born, we said wed
take turns for our volunteer work, but in the end we couldnt
manage for the moment, shes had to give up, and well just have
to see how it goes. (male, age 42)
preside over the VOs values and rules, which may change over time.
In such cases, the leader must be able to adapt to the change and to the
volunteers needs:
The VO had a leader a man who was very strong, very effective,
hes the one who made it into an association, but since he was the
kind of person who works alone when he finally reached
Women in Voluntary Organization 15
members:
attract and retain members: since volunteer work is, as the term
and without pay, they look for organizations that reflect their own
they didnt criticize everything you said about how things could be
improved. (female, age 32)
regards the organization itself, its values, its rules, its norms:
The group doesnt offer any kind of strategy for coping with all the
demands of home and family, job and volunteer work, let alone
having programs to make it easier to handle all these
responsibilities. Pretty strange for an association that works with
womens problems, isnt it? All they tell me is that if you come,
thats great, if you cant come, thats OK too. I think thats a form
of coercion, even more than a direct order, because if you say that, it
means you dont need my help anyway. (female, age 47)
If the values and norms are not right for them, the volunteers
I dont understand the VOs that dont show any concern for their
own volunteers, who are these associations greatest resource as
a result, some people just dont come after awhile, and work comes
to a standstill. Its no wonder that people get fed up and go away,
and maybe even found another group, with different rules. (male,
age 53)
group is run, with methods that are too similar to those of for-profit
organizations:
celebrating participation are essential in the life of the VO, as they are
time and effort that would otherwise have gone into other activities
with family and friends, in many cases, such explain in this interview:
as
there are times when we all get together, like the group party...
every year during the Christmas holidays we have meeting where
we can all socialize with each other for a bit... its important for
feeling that were part of the organization. (female, age 53)
the big shots and politicos, and our families are invited, we wear our
uniforms (male, age 48). The volunteers emphasis that the lack of
recognition for what Ive accomplished its not that I want the
culture whose rules and norms are oriented towards attracting men and
VOs, who risk failure if they do not adopt flexible rules and settings
everybodys needs.
basis of mens and womens mentalities, and on the type of work that
(Connell & Messerschmidt, 2005). This does not mean that the
mentality cannot change in favor of new rules. But if VOs do not give
estranging them mentally from the content and context of their work
(Kerfoot & Knights, 1998, p. 20). As for the type of work engaged in
by the VO, the study described that, as Eaglys work has shown (Eagly
expectations regarding gender roles, and VOs are not exempt from the
social and cultural processes at work elsewhere (Table 1, class I). The
gender stereotypes and the VOs values and norms (see Eagly,
increase in the number of men as a factor that can disrupt the groups
is a risk that women will forgo key roles in favor of preserving the
which of the volunteer groups members are singled out for roles as
is required to guarantee and preside over the VOs values, norms and
rules (Pearce, 1993; Wood, 1981), so that the vision and mission that
classes I-III). It should be noted that some of the volunteers find the
a change in VOs and in the people both men and women who work
recognition for work done (Table 1, class II). The VOs ceremonies
are made up of rites and rituals that reinforce the type of conduct for
diversity, and to help balance the demands that a dual presence in the
workplace and the domestic sphere can entail. VOs are asked to
ethnicity and other areas) in their leaders and members, and from
membership (Cox & Blake, 1991; Gilbert, Stead, & Ivancevich, 1999).
aspire to lead the life which they can and want to do (Singh, 2002).
It was found that Italian VOs that are not oriented towards
inclusive rules for participation, put their own survival at risk: their life
of the factors that cause the VO to fall apart: in such cases, change
When volunteers do not agree with the rules and norms, they
more likely to take place in VOs where people are not bound by
sense of responsibility, and can choose to leave the group, change it, or
their needs.
inclusion and participation that extend to the young people who are the
future of volunteer work. The data indicate that one of the major
attract new people who can contribute to fuelling its mission and
organizational models are best for women, and how they can be
members needs.
Finally, we can say that VOs have the potential to evolve more
social class, religion or politics, and so on. The VOs network allows
all citizens to access the same services, and permits volunteers to get
Foley & Diani, 2001). Through volunteering, you lay down the rules
roles to women that can become examples of good practice for all
Notes
1 The program uses symbols to indicate the type of root. If the word is
followed by the symbol <, this means that only the root of the word is
example of the first type is the word actual< , which stands for
actuality, actualized, actually; for the second type, the word wom+
2 In 2003, for each organization that closed down, more than 10 new
Statistics, 2005).
Women in Voluntary Organization 25
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