The Perceptions and Needs of Volunteers at a University- affiliated Public Garden

Abstract

<jats:p>University-affiliated gardens enhance the teaching, research, and outreach missions of the university. Attracting and retaining volunteers is challenging but important for the success of most public gardens. The objective of this case study was to determine the perceptions and needs of volunteers at a university-affiliated public garden. In a focus group format, participants' responses were analyzed to determine the benefits of volunteering to both the participants and the university. Benefits were categorized into three groups: material, solidarity, and purposive. Material benefits are tangible rewards that are equated with monetary or resource gain. Solidarity benefits are social rewards from being in a group. Purposive benefits are rewards from achieving a goal or mission. This study documents the shift of volunteer motives from deriving purposive to solidarity benefits as the garden grew and expanded. Concomitantly, the goals of the university-affiliated garden shifted from purposive to material benefits. Our results confirm that garden volunteers are like other groups of volunteers in that they expect specific benefits for their participation, and their needs may fluctuate over time. Thus, a public garden may need to adjust reward systems to maximize the positive impact of volunteers. The university would benefit from an efficient support system to help volunteers meet their desire for helping the organization. To retain volunteers the university needs better training programs, a more flexible volunteer work schedule, and more recognition ceremonies. This study has implications for any institution that uses volunteer support to accomplish its mission.</jats:p>

Motivation and Retention of Iowa Master Gardeners

“…Meyer (2004) stated that more than a quarter of Master Gardeners in the Minnesota program left due to dislike or disappointment with the program, or failure to acquire enough horticulture education. Haynes and Trexler (2003) found that organizations must be cognizant of the quality and scope of training programs to ensure that the training meets volunteers' needs. The perceived quality of training materials and educational activities are key to the organization's success.…”

Can Self‐Determination Theory Explain the Self‐Perpetuation of Social Innovations? A Case Study of Slow Food at the University of Wisconsin—Madison

“…Consistent with Hodgkinson and Weitzman () and Hobson et al (), we find that the feeling of belonging appears to facilitate both recruitment and retention. Haynes and Trexler () further reported that feeling connected to others became the major motivation over time. This appears to be true for our participants for whom even menial tasks, such as dishwashing, were fun when done with others or for their community.…”

Why Master Gardeners Stop Volunteering: Lack of Time

“…Reports show the highest initial motivation for people who volunteer as a MG is to learn horticulture and help others (Rohs and Westerfi eld, 1996;Schrock et al, 2000b). Haynes and Trexler (2003) found public garden volunteer motives shifted over time from mission-related to social benefi ts. A lack of time might be interpreted in this survey as a change in priorities.…”