Table of ContentsMotivation for Volunteering in International SportsDeclining Involvement in Community Sports VolunteeringImplications for Volunteer ManagementReferencesSport management is about knowing and to understand how marketing and business techniques can be applied in the world of sport. The business side of the sports industry allows workers to pool sports and their management skills and talents, which ultimately leads to a whole new range of rewarding and exciting job opportunities. However, nowadays it is seen that workers need motivation to volunteer in international sports (Nichols and Ojala, 2009). There has been a steady decline in community sports volunteering participation, which has had some negative implications. Retention of volunteers has become one of the challenges that the sports industry has had to solve late. However, very little is known about the link between a volunteer's motivations and their plans to remain in the sports industry. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essayMotivation for Volunteering in International SportsVolunteering is an unpaid activity and depends on the voluntary involvement of volunteers. This is undertaken with the help of some organizations or perhaps an agency and these volunteers work for others or for the benefit of the environment as well as sometimes for their own benefit. It appears that volunteers have become an important, even invaluable, resource in many sectors (Ringuet - Riot, Cuskelly, Auld & Zakus, 2014). In order to motivate people to volunteer for international sport, the sports industry needs to understand what volunteers bring and how they benefit the sports industry, as volunteers seem to be at the heart of the vast source of development of international sport. The concept that the voluntary sports sector as well as the participation of volunteers is crucial for the survival of the sports industry, it is essential to constantly motivate volunteers in order to support them for longer. Develop, understand and further modify the sport system. Based on these four articles, it was observed that there are five distinct motivations for volunteering: social adaptation, concern for community, personal development, ego enhancement, and altruistic value (Ringuet - Riot, Cuskelly, Auld and Zakus, 2014). While research into these sport volunteer motivation factors has focused on the fact that despite constant innovation and progress, there is still considerable debate about the dimensionality of motivated volunteers. They tend to devote their time and effort and their main source of motivation is to help others and the environment. Other sources of motivation should not be forgotten because they also play an important role. Additionally, enthusiasm has been found to be one of the most important contributions of volunteers as it contributes to the experience as well as the atmosphere of the event or program. Some of the individual benefits of volunteers are that they have a particular interest or need. The importance of motivated volunteers can be described using self-determination theory (SD) where in individuals extend general motivational angles towards control as well as autonomy (Schlesinger, Egli & Nagel, 2013) . Here, autonomy involves acting with a sense of desire on one's own intrinsic goals and interests. Asautonomy is directly linked to ego development, self-awareness, self-esteem and self-actualization; it is automatically controlled in a volunteer's projections to avoid any sort of negative consequences. Local knowledge, another very important consideration for sports management volunteering, as helping visitors around the Olympic venue is a valuable attribute since participants can be both locals and tourists and can so ask questions about the area. It can be noted that volunteers may have brought soft skills to the events and may have expanded and gained experience after working. A recent report on sports clubs states that the recruitment and retention of volunteers constitutes a major problem and could even hinder their existence. The main way to motivate volunteers in international sport is to understand their needs and expectations and work to meet them for them (Schlesinger, Egli & Nagel, 2013). Job satisfaction and incentives are the way to keep employees and volunteers here motivated. Volunteer job satisfaction will be an outcome based on the emotional and cognitive assessment of the relationship between volunteers' expectations and experience in relation to work circumstances and what actual work circumstances provide. unmotivated to work, help others or participate in community sports volunteering, retaining them became a problem and posed a threat to the sports industry. In order to avoid the decline in the rate of involvement in community sports volunteering, volunteers must be satisfied with their work and must be motivated to contribute to the betterment of society in general (Nichols and Ojala, 2009). One of the most important considerations in community sports organizing is volunteer retention. Some trends were observed in volunteer participation as well as retention using continuity theory. Additionally, there appear to have been some changes in government policies, which have boosted participation in community sport. In addition to this, it was also noted that despite the best efforts made by the government to increase the participation of volunteers, there seems to have been a problem in achieving the same, as there has been a steady decline in capacity of volunteer work in the community sport system (Hoye, Cuskelly, Taylor, & Darcy, 2008). Based on continuity theory, a transition – extension hypothesis was formulated which attempted to shed light on the recruitment as well as retention of former players and players as volunteers. These volunteers are expected to participate in a completely diverse range of professional roles and their positions may be those of coach, referee, referee, administrator or committee member, timekeeper, medical support person or scorer. Most often, these volunteers had to fulfill two roles side by side, or even more. Thus, the work of volunteers requires a strong commitment because their role takes a lot of time. This particular problem is particularly important for the sports sector as it prevents them from providing services to members as well as other users. However, there are very few articles and research conducted and published on volunteer retention in community sports organizations (Ringuet - Riot, Cuskelly, Auld & Zakus, 2014). Volunteer retention capacity can be measured simply using a volunteer's tenure length as well as several behavioral statements. To successfully resolve the problem ofdecline of volunteers in the sports industry, it was found that there are three defined variables that affect volunteer retention, namely meaningful work, satisfaction and motivations. A major motivator that can motivate volunteers is the concept of attachment to a particular city or region, as this factor automatically motivates them to contribute and help others. Here, the volunteer's motivations were to be identified as instrumental or altruistic motivations where both motives contributed to volunteer retention, although later it turned out that only instrumental motivations were a prognostic of volunteer retention. . In order to gradually reduce the decline rate among community sports volunteering volunteers, the sports industry should implement certain motivational programs such as additional benefits, perks or incentives, keeping in mind the factors motivation such as social contact, emotions. needs, altruism and personal interests. It was also noted that sometimes volunteers who were paid to work were not as motivated as volunteers who did it for free, so the reason behind both of these situations also needs to be identified (Ringuet - Riot, Cuskelly, Auld & Zakus, 2014).Implications for Volunteer ManagementVolunteer management or also known as volunteer engagement defines the concept of working logically and systematically with the help of volunteers to achieve and fulfill the goals of the organization or organization. industry (Hoye, Cuskelly, Taylor & Darcy, 2008). Here, volunteer managers usually have to motivate, supervise and lead the volunteer in a non-profit organization as well as in government organizations and in some large-scale events, for example, the Olympics. A volunteer manager should primarily carry out administrative or operational tasks while volunteers should support and adhere to policies without causing major discrepancies or problems. The four articles presented examine the management of volunteers as well as volunteering in community sports organization from three different perspectives: multi-level, institutional and political. Additionally, when it comes to volunteer management, a relationship has been established between a “membership management” approach and a “program management” approach. The approach is quite goal oriented and it includes event manager planning as the tasks require organizing an event and then possibly assigning volunteers to it. In the other approach, we can see that it is more socially oriented and starts with motivation. factors and attributes of a volunteer, then moves on to assigning tasks to them. Although, in either situation, it may be found that it is inappropriate to simply apply human resource management (HRM) practices used to manage employees who are paid (Hoye, Cuskelly, Taylor and Darcy, 2008). ). Additionally, the benefits or advantages of volunteer work are not as simple or clear as those of a paid employee. Additionally, volunteers would be less scrutinized because they are entirely under the control of management. Thus, it can be inferred that the involvement of volunteer management can perhaps be a challenge for event organizers as stress factors come into play here including energy commitment, time and effort intense, insufficient number of volunteers, staff, public control, etc. - a demanding workload and tensions between volunteers. Additionally, a volunteer's work is considered a leisure experience to the extent thatwhere the activity can be freely chosen by individuals as to how and what they find attractive. The involvement of volunteer management must be positive and must come from the individual. For example, a person who wants to volunteer in a community sports organization must be motivated and work because they want to, according to their own beliefs, values ​​and interests. not because someone is forcing them to. Additionally, when it comes to volunteering, there should be no gender bias. In simpler terms, men and women should both be treated equally. To conclude, the report highlights and discusses in detail the three different aspects of voluntary participation in sport management. The different motivators of volunteers for international sports, the decline in volunteer involvement and its implications for the sports industry. Some reasons that have been identified need to be taken into consideration by the sports organization community and reflected on in order to reduce the decline rate among volunteers and motivate them to perform effectively and efficiently. Additionally, the goal of the sports industry should be to retain volunteers longer and increase their satisfaction level based on volunteer motivations. Also, it has been found that when a volunteer is attached to a particular city or region, they are automatically motivated to participate as a volunteer in order to be able to establish a connection with their community. Another major motivator is the love of sports that people tend to have, which drives them to volunteer. Through the above report, I learned a lot about the sports industry as well as community sports organizing. The industry has a lot to offer the players as well as the guests who come to watch and the volunteers who work and make the event a success. I believe it can be said that the role of a volunteer is definitely not an easy task as it requires a lot of commitment, time, effort and personal motivation. Furthermore, I also believe that volunteers must be diligent in what they do as they represent a huge event as well as their country in front of a large population. Although this role has certain limitations, it can be performed with the proper guidance and motivation from managers. The many limitations of volunteering in the sports industry stem from the fact that volunteers' needs and requirements are not met or met despite their hard efforts. Generalizing from the given four articles, I personally learned that volunteers can be motivated using certain factors such as five-dimensional motivational positions such as ego enhancement, altruistic values, social adaptation, personal development and community concern. In addition to this, there are also certain other factors that can motivate volunteers to participate in international sports voluntarily. Keep in mind: this is just a sample. Get a personalized article from our expert writers now. Get a Custom Essay Additionally, it was We later noted that there had been a significant decline in the rate of volunteer participation in community sports volunteering. The main and most difficult reason for organizing the sports community, in my opinion, is to keep volunteers in the industry. This is the most frequently asked question because it poses a threat to the mere existence of the industry itself because when the volunteers are not there, how will the organization survive and operate? All these situations had an impact., 13(1), 32-53.