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Volunteering at the 2012 Olympic Games: a tenuous psychological contract

Volunteering at the 2012 Olympic Games: a tenuous psychological contract. Dr. Geoff Nichols: University of Sheffield Rita Ralston: Manchester Metropolitan University . Volunteers at the Olympic Games. 70,000 Olympics and / or Paralympics Tasks organised by venues and roles

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Volunteering at the 2012 Olympic Games: a tenuous psychological contract

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  1. Volunteering at the 2012 Olympic Games: a tenuous psychological contract Dr. Geoff Nichols: University of Sheffield Rita Ralston: Manchester Metropolitan University

  2. Volunteers at the Olympic Games • 70,000 • Olympics and / or Paralympics • Tasks organised by venues and roles • Wide range of tasks • A critical part of the workforce, and contribution to ambiance

  3. Research questions • How do volunteers experience the psychological contract – the ‘deal’ • What components make it untenable? • Could inform management of volunteers at similar events

  4. Background • Episodic volunteers – at the biggest mega-sports event • Very strong motivation to be part of it • Psychological contract – influenced by experience • Programme management will predominate over membership management • Post-event euphoria

  5. Recruitment, selection, training • Apply on line [250,000 applicants] • Interviews – regionally • Orientation event • Roles training and venue training • Possible test events • Pick up uniform and accreditation

  6. Recruitment, selection, training • Months between application / interview / notification of place • Few weeks notification of training details • No expenses or accommodation • Early / late shifts, announced in May, June

  7. Methods • Interviews with 46 volunteers, mainly Sheffield / Manchester area • February – June 2012 • To cover: • demographics • experience of volunteering process • positive and negative experiences • point at which withdrew – if applicable

  8. Methods • Follow-up focus groups in September / October 2012 • To cover: • experience of volunteering • expectations exceeded, met or not met • experience of being managed • post-event feelings

  9. Expectations almost met Retired, volunteer at Munich Games • Interviewer lacked skills • Aware of costs of travel and accommodation – able to plan in advance • Opted for tent after orientation • Waiting to hear about shifts [Feb.]

  10. Still volunteering - expectations strained • Interview ‘I … felt like I was on some sort of MacDonald’s system’ • Orientation – wrong information / lack of refreshments / ‘all fluff’ • Poorly organised test event • Lack of shift information Very experienced and current volunteer

  11. Withdrawn from volunteering • Interview – could be 20 minutes on phone • Offered role she did not want to do – not using her skills • Calculated costs / accommodation / time away – did not ‘stack up’ • Withdrew – but contacts to reconsider – impression of LOCOG incompetence Third year student – language skills

  12. Elements of the psychological contract not met /strained • Costs– travel to the interview, ‘orientation event’, role training, venue training, accreditation and uniform pick up, test events • The inflexible process of the interview • Not using volunteers’ skills or experience • Wasted time and expense

  13. Elements of the psychological contract not met /strained • Accommodation – having to find it • Minimal tangible personal rewards: no complimentary tickets for events • Volunteers away from the main venues might feel remote from the experience • A lack of food • Waiting for information

  14. Elements of the psychological contract not met /strained • Lack of information – ‘drip fed’ • Inaccurate or contradictory information • Demands of great flexibility • Demanding shift times • Clash with commercial values • Feeling taken for granted

  15. At the Games • Tsunami of positivism – collective enthusiasm • Overcame previous negative impressions • Shifts, transport etc – better than expected • Strong identity as a GM – and as part of small team

  16. At the Games • Still some negatives • Variable team leaders • Poor training • Underused • Poor communication – contradictory information • Working alongside poorly motivated paid staff • BUT – not the anticipated problems of transport, shifts, accommodation.

  17. Further questions • How does the PC vary by prior experience of volunteering and by personal circumstances? • How perceptions change during and post-games – more analysis? • How does an event of this size get the optimum balance between the needs of the event, and the needs of the volunteer?

  18. Thank you for listening. Questions........ Dr. Geoff Nichols: University of Sheffield g.nichols@sheffield.ac.uk Rita Ralston: Manchester Metropolitan University r.ralston@mmu.ac.uk

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