a*********7
发帖数: 30080 | 1 ＯＣＥＦ的目标一向是“公开透明”，问题是如何做才是真正的公开透明、才能让大家
彻底放心把自己的钱和爱心交到ＯＣＥＦ手里，去达成大家的美好愿望呢？
大家能不能都来说说，希望OCEF怎么做？谢谢！
之前有过一些讨论，在这个楼里：
http://www.mitbbs.com/article_t1/mitOCEF/453_0_1.html
ＯＣＥＦ每年会做一个年度报告，而且每个组也会分别做一个工作报告：
http://www.mitbbs.com/article_t2/mitOCEF/1725.html |
p***a
发帖数: 6202 | 2 我觉得ocef在加强交流上需要努力，做好捐款人和受捐助人之间的桥梁，给双方有反馈
和沟通，做事情，还要做足够的交流，才更有效。
【在 a*********7 的大作中提到】
: ＯＣＥＦ的目标一向是“公开透明”，问题是如何做才是真正的公开透明、才能让大家
: 彻底放心把自己的钱和爱心交到ＯＣＥＦ手里，去达成大家的美好愿望呢？
: 大家能不能都来说说，希望OCEF怎么做？谢谢！
: 之前有过一些讨论，在这个楼里：
: http://www.mitbbs.com/article_t1/mitOCEF/453_0_1.html
: ＯＣＥＦ每年会做一个年度报告，而且每个组也会分别做一个工作报告：
: http://www.mitbbs.com/article_t2/mitOCEF/1725.html
|
a*********7
发帖数: 30080 | 3 嗯，如果知道捐款人最想了解的是什么，就能够更有的放矢一点
【在 p***a 的大作中提到】
: 我觉得ocef在加强交流上需要努力，做好捐款人和受捐助人之间的桥梁，给双方有反馈
: 和沟通，做事情，还要做足够的交流，才更有效。
|
p***a
发帖数: 6202 | 4 财务上的公开透明，的确很重要。ocef要求任何一笔钱的支出，都要有发票／当事人的
说明，支出报销要经过所在组组长批准，大额（好像500美元以上）还要经过会长审批
。最近在开发在线财务系统，应该对以后更透明的财务系统有所帮助，我们会继续推动
公开透明的努力。
【在 a*********7 的大作中提到】
: ＯＣＥＦ的目标一向是“公开透明”，问题是如何做才是真正的公开透明、才能让大家
: 彻底放心把自己的钱和爱心交到ＯＣＥＦ手里，去达成大家的美好愿望呢？
: 大家能不能都来说说，希望OCEF怎么做？谢谢！
: 之前有过一些讨论，在这个楼里：
: http://www.mitbbs.com/article_t1/mitOCEF/453_0_1.html
: ＯＣＥＦ每年会做一个年度报告，而且每个组也会分别做一个工作报告：
: http://www.mitbbs.com/article_t2/mitOCEF/1725.html
|
b*********k
发帖数: 35031 | 5 这个如果能在线公开就最好了，一下子会让人放心很多，期待在线财务系统。
我前一段碰到一个在挪威工作的朋友，他说那里所有人的工资，完全都是网上透明的，
可查找的。个人觉得这个很赞啊。
【在 p***a 的大作中提到】
: 财务上的公开透明，的确很重要。ocef要求任何一笔钱的支出，都要有发票／当事人的
: 说明，支出报销要经过所在组组长批准，大额（好像500美元以上）还要经过会长审批
: 。最近在开发在线财务系统，应该对以后更透明的财务系统有所帮助，我们会继续推动
: 公开透明的努力。
|
c******r
发帖数: 3778 | 6 财务公开非常重要，但是另外一方面财务公开本身也需要大量的财力物力人力。把握好
平衡，让捐款人满意，让财务最透明，让人财物的消耗最小并不容易做到。
这个问题需要大家仔细探讨。
简单来说，可以做一个survey给捐款人。
简单的问题：你作为捐款人，关于财务管理，最希望知道什么？
可以做成单选题。比如选择：
a。财务公开到每一笔超过100元的捐款，overhead 2%。
b。财务公开到超过50元的捐款，overhead 3%。
c。财务公开到10元的捐款，overhead 6%。
d。财务公开到每一笔捐款，overhead 12%。
这只是举个例子，具体的数值肯定需要核算哈。
【在 p***a 的大作中提到】
: 财务上的公开透明，的确很重要。ocef要求任何一笔钱的支出，都要有发票／当事人的
: 说明，支出报销要经过所在组组长批准，大额（好像500美元以上）还要经过会长审批
: 。最近在开发在线财务系统，应该对以后更透明的财务系统有所帮助，我们会继续推动
: 公开透明的努力。
|
s*********e
发帖数: 884 | 7 very good point!
【在 c******r 的大作中提到】
: 财务公开非常重要，但是另外一方面财务公开本身也需要大量的财力物力人力。把握好
: 平衡，让捐款人满意，让财务最透明，让人财物的消耗最小并不容易做到。
: 这个问题需要大家仔细探讨。
: 简单来说，可以做一个survey给捐款人。
: 简单的问题：你作为捐款人，关于财务管理，最希望知道什么？
: 可以做成单选题。比如选择：
: a。财务公开到每一笔超过100元的捐款，overhead 2%。
: b。财务公开到超过50元的捐款，overhead 3%。
: c。财务公开到10元的捐款，overhead 6%。
: d。财务公开到每一笔捐款，overhead 12%。
|
b*********k
发帖数: 35031 | 8 这个建议很不错
完全做到透明基本上不可能，但是希望通过大家的努力，能尽量做到最好。
【在 c******r 的大作中提到】
: 财务公开非常重要，但是另外一方面财务公开本身也需要大量的财力物力人力。把握好
: 平衡，让捐款人满意，让财务最透明，让人财物的消耗最小并不容易做到。
: 这个问题需要大家仔细探讨。
: 简单来说，可以做一个survey给捐款人。
: 简单的问题：你作为捐款人，关于财务管理，最希望知道什么？
: 可以做成单选题。比如选择：
: a。财务公开到每一笔超过100元的捐款，overhead 2%。
: b。财务公开到超过50元的捐款，overhead 3%。
: c。财务公开到10元的捐款，overhead 6%。
: d。财务公开到每一笔捐款，overhead 12%。
|
a*********7
发帖数: 30080 | 9 好主意！
【在 c******r 的大作中提到】
: 财务公开非常重要，但是另外一方面财务公开本身也需要大量的财力物力人力。把握好
: 平衡，让捐款人满意，让财务最透明，让人财物的消耗最小并不容易做到。
: 这个问题需要大家仔细探讨。
: 简单来说，可以做一个survey给捐款人。
: 简单的问题：你作为捐款人，关于财务管理，最希望知道什么？
: 可以做成单选题。比如选择：
: a。财务公开到每一笔超过100元的捐款，overhead 2%。
: b。财务公开到超过50元的捐款，overhead 3%。
: c。财务公开到10元的捐款，overhead 6%。
: d。财务公开到每一笔捐款，overhead 12%。
|
p***a
发帖数: 6202 | 10 ocef有经验的义工就那么多，有时候不是提高overhead就能解决的。还需要义工们配合
，也需要整个ocef的发展，和国内大环境的发展（比如国内好多地方，人家不给开发票
）。
【在 c******r 的大作中提到】
: 财务公开非常重要，但是另外一方面财务公开本身也需要大量的财力物力人力。把握好
: 平衡，让捐款人满意，让财务最透明，让人财物的消耗最小并不容易做到。
: 这个问题需要大家仔细探讨。
: 简单来说，可以做一个survey给捐款人。
: 简单的问题：你作为捐款人，关于财务管理，最希望知道什么？
: 可以做成单选题。比如选择：
: a。财务公开到每一笔超过100元的捐款，overhead 2%。
: b。财务公开到超过50元的捐款，overhead 3%。
: c。财务公开到10元的捐款，overhead 6%。
: d。财务公开到每一笔捐款，overhead 12%。
|
|
|
c******r
发帖数: 3778 | 11 哦，是这样啊，那也是没办法啊。这东西本来就是只能尽力而为。
【在 p***a 的大作中提到】
: ocef有经验的义工就那么多，有时候不是提高overhead就能解决的。还需要义工们配合
: ，也需要整个ocef的发展，和国内大环境的发展（比如国内好多地方，人家不给开发票
: ）。
|
p***a
发帖数: 6202 | 12 慢慢来吧，ocef现在报销一定要有发票／当事人说明，就算是合作单位也要提供这些。
在财务上还是很谨慎的。
【在 c******r 的大作中提到】
: 哦，是这样啊，那也是没办法啊。这东西本来就是只能尽力而为。
|
a*********7
发帖数: 30080 | 13 我其实还想过，会不会有了公开的财务系统，还是会有疑问？有没有可能有第三方愿意
对ＯＣＥＦ进行监督，比如说每年随机走访一个甚至几个捐助点什么的。
【在 p***a 的大作中提到】
: 慢慢来吧，ocef现在报销一定要有发票／当事人说明，就算是合作单位也要提供这些。
: 在财务上还是很谨慎的。
|
c******r
发帖数: 3778 | 14 这我也想过，交给第三方做审计。每年出审计报告。但是这都需要钱啊
【在 a*********7 的大作中提到】
: 我其实还想过，会不会有了公开的财务系统，还是会有疑问？有没有可能有第三方愿意
: 对ＯＣＥＦ进行监督，比如说每年随机走访一个甚至几个捐助点什么的。
|
M******n
发帖数: 138 | 15 Thank you for bringing in this topic and inviting for input.
If openness is your #1 value and priority, you should establish an open-
oriented organization to encourage people -- especially the volunteers -- to
contribute its core value.
The best way to do it is brainstorming. Please just LISTEN and COLLECT all
opinions before you could prioritize them. Encourage people for all --
feasible or not -- relevant ideas before your own opinion kicks in.
The following are a few -- not necessary in order of importance -- thoughts:
(1) write openness in the values and mission statement and walk your talk.
(2) build a volunteer-of-the-month wall in your HQ because of openness.
(3) in quarterly newsletter, complement someone because of his/her
excellence/progress/extra effort of openness.
(4) when building the websites, financial reports .... let the people who is
responsible and accountable for the best openness purpose. Give full
credential to that person.
(5) invite insiders and outsiders for annual open-house meeting (or webcasts
...)
(6) encourage your volunteers to write articles or diary for their feelings
and activities relevant to OCEF, posting photos (either for projects or for
receipts...)
(7) establish your internal quality control (for example, examine every 20th
receipt, 10th project ... and post it online). Rotating the QC for various
departments, for example, Department of library QC the 10th project for
department of one-on-one.
(8) try to use as original a material as possible, i.e., students letters
are good examples. Some letters are photocopies of the originals and they
bring more trust and openness than typed letters in word.
(9) make a commitment in say by-laws or internal procedures how openness is
measurable: (9.1) [within 30 days] of the commencement of a project, publish
the initialization and progressive reports online; (9.2) for [each
expenditure >$500], give the itemized receipts and post it online, and with
the people's signature who authorizes and is accountable; (9.3) among many
others where [ ] shows how you and people can measure it.
Here are only some of my incomplete and humble opinions. Once again, thank
you for allowing people to input for a greater good for OCEF.
【在 a*********7 的大作中提到】
: ＯＣＥＦ的目标一向是“公开透明”，问题是如何做才是真正的公开透明、才能让大家
: 彻底放心把自己的钱和爱心交到ＯＣＥＦ手里，去达成大家的美好愿望呢？
: 大家能不能都来说说，希望OCEF怎么做？谢谢！
: 之前有过一些讨论，在这个楼里：
: http://www.mitbbs.com/article_t1/mitOCEF/453_0_1.html
: ＯＣＥＦ每年会做一个年度报告，而且每个组也会分别做一个工作报告：
: http://www.mitbbs.com/article_t2/mitOCEF/1725.html
|
c******r
发帖数: 3778 | 16 。。。你是干hr的？？？
建议都非常好，大大赞！
to
all
thoughts:
【在 M******n 的大作中提到】
: Thank you for bringing in this topic and inviting for input.
: If openness is your #1 value and priority, you should establish an open-
: oriented organization to encourage people -- especially the volunteers -- to
: contribute its core value.
: The best way to do it is brainstorming. Please just LISTEN and COLLECT all
: opinions before you could prioritize them. Encourage people for all --
: feasible or not -- relevant ideas before your own opinion kicks in.
: The following are a few -- not necessary in order of importance -- thoughts:
: (1) write openness in the values and mission statement and walk your talk.
: (2) build a volunteer-of-the-month wall in your HQ because of openness.
|
a*********7
发帖数: 30080 | 17 是，这个确实是个大问题
【在 c******r 的大作中提到】
: 这我也想过，交给第三方做审计。每年出审计报告。但是这都需要钱啊
|
a*********7
发帖数: 30080 | 18 多谢这么详细的回复！
这里面提到的很多东西我都不是很清楚，因为我也才加入没多久。
不过说到“ncourage people -- especially the volunteers -- to contribute its
core value”，这个我可以说明一下：
现在OCEF的工作人员绝大多数都是义工，只有唯一一个是拿补贴的，属于中国事务组人
员。
其它问题等资深义工来看。
to
all
thoughts:
【在 M******n 的大作中提到】
: Thank you for bringing in this topic and inviting for input.
: If openness is your #1 value and priority, you should establish an open-
: oriented organization to encourage people -- especially the volunteers -- to
: contribute its core value.
: The best way to do it is brainstorming. Please just LISTEN and COLLECT all
: opinions before you could prioritize them. Encourage people for all --
: feasible or not -- relevant ideas before your own opinion kicks in.
: The following are a few -- not necessary in order of importance -- thoughts:
: (1) write openness in the values and mission statement and walk your talk.
: (2) build a volunteer-of-the-month wall in your HQ because of openness.
|
c******r
发帖数: 3778 | 19 哈哈，这些都是美国各大公司，组织，学校，商店等的hr最常见的路数。
有个好的hr department还是很有帮助的
its
【在 a*********7 的大作中提到】
: 多谢这么详细的回复！
: 这里面提到的很多东西我都不是很清楚，因为我也才加入没多久。
: 不过说到“ncourage people -- especially the volunteers -- to contribute its
: core value”，这个我可以说明一下：
: 现在OCEF的工作人员绝大多数都是义工，只有唯一一个是拿补贴的，属于中国事务组人
: 员。
: 其它问题等资深义工来看。
:
: to
: all
|
a*********7
发帖数: 30080 | 20 又看了一下，其中这条
(6) encourage your volunteers to write articles or diary for their feelings
and activities relevant to OCEF, posting photos (either for projects or for
receipts...)
倒也是有的。在OCEF官网上，颇有一些义工手记之类的。前几天我还看到一篇监察组义
工监督一个图书项目的记录，其中谈到某个学校拿到图书之后没有好好利用，“建议图
书组暂缓后续图书捐赠工作，将募捐来的图书给予更需要书籍、图书工作做得更好的学
校使用”。这个手记有7页好几十个贴子，义工“天涯旅人”贴了好多所见所闻所想，
还有很多珍贵的照片。有兴趣的可以去看看。
http://china.ocef.org/bbs/viewthread.php?tid=85311&extra=&page=
类似的材料我相信在官网的论坛上应该还有很多。大家可以到这里来看：
http://china.ocef.org/bbs/index.php
我觉得监察组的工作特别重要，组里的义工也特别辛苦，很想好好介绍一下他们的工作
。不过最近实在太忙，可能是要过一阵再做了。
to
all
thoughts:
【在 M******n 的大作中提到】
: Thank you for bringing in this topic and inviting for input.
: If openness is your #1 value and priority, you should establish an open-
: oriented organization to encourage people -- especially the volunteers -- to
: contribute its core value.
: The best way to do it is brainstorming. Please just LISTEN and COLLECT all
: opinions before you could prioritize them. Encourage people for all --
: feasible or not -- relevant ideas before your own opinion kicks in.
: The following are a few -- not necessary in order of importance -- thoughts:
: (1) write openness in the values and mission statement and walk your talk.
: (2) build a volunteer-of-the-month wall in your HQ because of openness.
|
|
|
M******n
发帖数: 138 | 21 No. I myself is a pure engineer. I would like for OCEF to read a book
which is available in public libraries:
Leading at a higher level. by Ken Blanchard.
The key is to recognize people and encourage every people to be a winner,
building leadership from inside and from everybody. Give them full credit,
needed support, and let them to mature at own pace depending on their
commitment and capability. It is very important to establish a culture/
environment for that kind of promotion.
【在 c******r 的大作中提到】
: 。。。你是干hr的？？？
: 建议都非常好，大大赞！
:
: to
: all
: thoughts:
|
M******n
发帖数: 138 | 22 While, I think at this stage, your own priority is to collect any
information, regardless they are feasible or not or they are already
available or not.
You will encourage people to say by listening. However, you will discourage
people if you put your own opinion too early or before everyone expresses
his or her thoughts. That is the key for brainstorming.
Listen first, discuss later.
Thanks.
feelings
for
【在 a*********7 的大作中提到】
: 又看了一下，其中这条
: (6) encourage your volunteers to write articles or diary for their feelings
: and activities relevant to OCEF, posting photos (either for projects or for
: receipts...)
: 倒也是有的。在OCEF官网上，颇有一些义工手记之类的。前几天我还看到一篇监察组义
: 工监督一个图书项目的记录，其中谈到某个学校拿到图书之后没有好好利用，“建议图
: 书组暂缓后续图书捐赠工作，将募捐来的图书给予更需要书籍、图书工作做得更好的学
: 校使用”。这个手记有7页好几十个贴子，义工“天涯旅人”贴了好多所见所闻所想，
: 还有很多珍贵的照片。有兴趣的可以去看看。
: http://china.ocef.org/bbs/viewthread.php?tid=85311&extra=&page=
|
a*********7
发帖数: 30080 | 23 如果每一笔小额支出都要输入系统，可能确实比较费钱费力，或许可以考虑一个折衷方
案：
比如说买书花了600美金，这个数字输入系统；然后收据里每一本书多少钱之类的就不
输入了，但是要把收据的清晰照片或者扫描版本放到网上，以备查看。
另外还可以做一个类似wiki的系统，让有心人来帮忙输入所有收据 -- 这样，如果有些
人愿意短期帮忙，就不需要通过OCEF的义工申请，随时可以动手了。WIKI的精神就是大
家一起来维护，如果有输入错误，别人可以指出；这些更改记录都保存在案，需要的话
，可以用来奖励某些优秀的维护者或者取消某些ID的维护资格。
再次推荐liferay，里面有相当好用的WIKI portlet,
http://www.liferay.com/
【在 p***a 的大作中提到】
: 财务上的公开透明，的确很重要。ocef要求任何一笔钱的支出，都要有发票／当事人的
: 说明，支出报销要经过所在组组长批准，大额（好像500美元以上）还要经过会长审批
: 。最近在开发在线财务系统，应该对以后更透明的财务系统有所帮助，我们会继续推动
: 公开透明的努力。
|
a*********7
发帖数: 30080 | 24 哦，我还以为互动更加能鼓励大家发表意见呢。。。
discourage
【在 M******n 的大作中提到】
: While, I think at this stage, your own priority is to collect any
: information, regardless they are feasible or not or they are already
: available or not.
: You will encourage people to say by listening. However, you will discourage
: people if you put your own opinion too early or before everyone expresses
: his or her thoughts. That is the key for brainstorming.
: Listen first, discuss later.
: Thanks.
:
: feelings
|
M******n
发帖数: 138 | 25 Here is an example for recruiting volunteers if I were going to do so.
(1) Using something fun. People needs to find excitement about the
organization.
1.1 Using taobaoti for drafting the ads, like what the Foreign Affairs
Department of China did.
1.2 Recruiting in outdoor activity centers or Spring Festival gatherings.
1.3 Preparing some coloring pages that represents OCEF's core value (better
yet, design your own mascot) to little kids with parents.
(2) Using benefits rather than features. For example, instead of saying, I
am recruiting Chinese volunteers for literacy, say the following: I am
building leadership and responsibility in my team members through
volunteering for literacy.
(3) Using something that is great to inspire people. For example, instead
of saying, your job is to collect $500 this year when introduce his/her
duties, say: "You will be named permanently after a library which needs $500
. In that way, you will best serve our glorious goal of eliminating
literacy problem for 1000 kids in the following decade."
Immediately after recruiting a volunteer, give him/her proper guidance and
training
(1) Let him/her know OCEF's values and how their dedication will benefit
OCEF and how thankful you are because s/he decides for the goodwill.
(2) Let someone to direct, coach, mentor, or support the volunteer deserves
depending on his/her learning status and commitment.
(3) Give him/her full support and credit and address his/her concerns by
listening.
(4) Give proper leadership, project management, time management ... training
and reinforce that through their dedication.
(5) Using methods to empower, delight him/her and reward him/her for his/her
achievement. When ready, let him/her lead and enjoy all the benefits s/he
could get through the process.
While my opinion was shallow and incomplete, I hope it could offer help.
,
【在 M******n 的大作中提到】
: No. I myself is a pure engineer. I would like for OCEF to read a book
: which is available in public libraries:
: Leading at a higher level. by Ken Blanchard.
: The key is to recognize people and encourage every people to be a winner,
: building leadership from inside and from everybody. Give them full credit,
: needed support, and let them to mature at own pace depending on their
: commitment and capability. It is very important to establish a culture/
: environment for that kind of promotion.
|
p***a
发帖数: 6202 | 26 感谢你的建议！
你说的这些方法的确非常好，尤其对我们在各地建立义工小组上非常有用。有些方法我
们用了，有些没有意识到，会继续改进。我个人也意识到，参加ocef这样的义工组织，
其实对个人发展促进很大，无论是培养leadership和合作精神，建立network，有个人
成就感（对社会的贡献而满足的个人实现）。。。我们也鼓励义工能更加主动，培养和
发挥自己的能力，无论对ocef还是个人发展，应该都是很有益的。但是具体到每个义工
，大家每个人情况差别很大，工作／家庭／学业压力，个人性格等，所以也不会push太
多。
欢迎你参与ocef～
better
I
【在 M******n 的大作中提到】
: Here is an example for recruiting volunteers if I were going to do so.
: (1) Using something fun. People needs to find excitement about the
: organization.
: 1.1 Using taobaoti for drafting the ads, like what the Foreign Affairs
: Department of China did.
: 1.2 Recruiting in outdoor activity centers or Spring Festival gatherings.
: 1.3 Preparing some coloring pages that represents OCEF's core value (better
: yet, design your own mascot) to little kids with parents.
: (2) Using benefits rather than features. For example, instead of saying, I
: am recruiting Chinese volunteers for literacy, say the following: I am
|
s*********e
发帖数: 884 | 27 Hi Mr Darden,
You've made some great points here in this thread, and I just ordered from
Amazon the book you recommended below :)
Thanks so much for sharing with us your insights and ideas. I find them very
valuable and inspiring. I look forward to reading more of your wonderful
posts and continued dialogue with you on this and other important topics.:)
Best,
shininglake
,
【在 M******n 的大作中提到】
: No. I myself is a pure engineer. I would like for OCEF to read a book
: which is available in public libraries:
: Leading at a higher level. by Ken Blanchard.
: The key is to recognize people and encourage every people to be a winner,
: building leadership from inside and from everybody. Give them full credit,
: needed support, and let them to mature at own pace depending on their
: commitment and capability. It is very important to establish a culture/
: environment for that kind of promotion.
|
s*********e
发帖数: 884 | 28 Amazing! I really like your suggestions :)
better
I
【在 M******n 的大作中提到】
: Here is an example for recruiting volunteers if I were going to do so.
: (1) Using something fun. People needs to find excitement about the
: organization.
: 1.1 Using taobaoti for drafting the ads, like what the Foreign Affairs
: Department of China did.
: 1.2 Recruiting in outdoor activity centers or Spring Festival gatherings.
: 1.3 Preparing some coloring pages that represents OCEF's core value (better
: yet, design your own mascot) to little kids with parents.
: (2) Using benefits rather than features. For example, instead of saying, I
: am recruiting Chinese volunteers for literacy, say the following: I am
|
M******n
发帖数: 138 | 29 Thank you for your comment and prompt reply.
You immediately see and use the greatest way to inspire and motivate people
by acknowledging others' contribution for the benefits for OCEF. It is the
same idea and technique that you can use internally by (1) promptly
acknowledging volunteers' contribution; (2) be willing to listen and not
defensive (and this leads to the trust and openness promoted in this thread;
(3) taking actions and showing you are interested in others' concerns; and
(4) encouraging continuing activities by inviting people for future input.
While I agree that you should not push for your desire, it never hurts if
you push for the goodness/growth of your volunteers. By building a high
performing organization as described in that book, you and your colleagues
will enjoy all the benefits that could bring to oneself. People needs to
feel great before s/he could dedicate him/herself for the greater good for
the organization. It is only common sense, while it is so obvious that
people tends to ignore it.
People will be the most effective when:
(1) He knows that what he is doing has a great meaning to others. He is
excited because of the good things he commits. Everybody needs respect and
trust.
(2) There will be a plus or bonus, in the meanwhile, if by volunteering, he
has personal and developmental benefits to enjoy, for example, leadership,
teamwork, communication, responsibility, to name a few.
(3) His enthusiasm, however, will soon dampen if no proper training is given
. He will wonder "what I need to do? Did I did right?..." While 95% of
those concerns are not true, it drags down the efficiency and morale. How
you can improve this situation? By using one of the leading styles outlined
in the book to give him proper training and guidance, and by recognizing
his contribution promptly and giving him positive feedback.
(4) When he grows, his commitment will be lower maybe because of other
commitment in family, work and community. How you are going to deal with
this? Give him enhanced benefits by a little higher challenge. For example
, recognize him as the name of a classroom/library/meeting room.... if he
can achieve a goal that is in reach (but not too near nor too far). Give
him the freedom to lead by delegating. Listen his concerns and take actions.
(5) Always remember, the best merits in OCEF are its volunteers. You work
for them and you work with them. Let them have the sincere feeling as well.
Without people, there is no meaning for an organization to exist.
Once again, I thank you for allowing me to whine and using this thread.
Best regards.
very
【在 s*********e 的大作中提到】
: Hi Mr Darden,
: You've made some great points here in this thread, and I just ordered from
: Amazon the book you recommended below :)
: Thanks so much for sharing with us your insights and ideas. I find them very
: valuable and inspiring. I look forward to reading more of your wonderful
: posts and continued dialogue with you on this and other important topics.:)
: Best,
: shininglake
:
: ,
|
p***a
发帖数: 6202 | 30 再次学习了，感谢～
people
the
thread;
and
【在 M******n 的大作中提到】
: Thank you for your comment and prompt reply.
: You immediately see and use the greatest way to inspire and motivate people
: by acknowledging others' contribution for the benefits for OCEF. It is the
: same idea and technique that you can use internally by (1) promptly
: acknowledging volunteers' contribution; (2) be willing to listen and not
: defensive (and this leads to the trust and openness promoted in this thread;
: (3) taking actions and showing you are interested in others' concerns; and
: (4) encouraging continuing activities by inviting people for future input.
: While I agree that you should not push for your desire, it never hurts if
: you push for the goodness/growth of your volunteers. By building a high
|
|
|
c******r
发帖数: 3778 | 31 你的建议都非常好，但是有点太多了，一时恐怕没那么容易都实现。
个人建议你提出一两条你认为最有意义的，最重要的建议，咱们尽力试着来实现它。真
正做好一条建议，比提出一百条建议可能对你更有鼓舞。
你认为，ocef现在最需要的而且能够做到的是什么？
people
the
thread;
and
【在 M******n 的大作中提到】
: Thank you for your comment and prompt reply.
: You immediately see and use the greatest way to inspire and motivate people
: by acknowledging others' contribution for the benefits for OCEF. It is the
: same idea and technique that you can use internally by (1) promptly
: acknowledging volunteers' contribution; (2) be willing to listen and not
: defensive (and this leads to the trust and openness promoted in this thread;
: (3) taking actions and showing you are interested in others' concerns; and
: (4) encouraging continuing activities by inviting people for future input.
: While I agree that you should not push for your desire, it never hurts if
: you push for the goodness/growth of your volunteers. By building a high
|
M******n
发帖数: 138 | 32 The #1 task.
Build a mission statement that promotes openness and live with it.
And of course, give some baozi. :-)
The organization can be open, if and only if, everyone in the organization
understands that openness is their top priority and devotes to it.
#1 Technique:
Listening
#2 Technique:
Praising.
【在 c******r 的大作中提到】
: 你的建议都非常好，但是有点太多了，一时恐怕没那么容易都实现。
: 个人建议你提出一两条你认为最有意义的，最重要的建议，咱们尽力试着来实现它。真
: 正做好一条建议，比提出一百条建议可能对你更有鼓舞。
: 你认为，ocef现在最需要的而且能够做到的是什么？
:
: people
: the
: thread;
: and
|
c******r
发帖数: 3778 | 33 good, 这个是必须的。
大家看看这个建议是非常实在而且可以实现的。怎么才能在ocef的网站上加上mission
这个页面，把openness作为ocef的目标之一。当然这个具体的statement还需要斟酌。
但是这个目标应该达成共识才好。
【在 M******n 的大作中提到】
: The #1 task.
: Build a mission statement that promotes openness and live with it.
: And of course, give some baozi. :-)
: The organization can be open, if and only if, everyone in the organization
: understands that openness is their top priority and devotes to it.
: #1 Technique:
: Listening
: #2 Technique:
: Praising.
|
a*********7
发帖数: 30080 | 34 很赞很赞！
咱们的HR部门要加牛加牛，哈哈
better
I
【在 M******n 的大作中提到】
: Here is an example for recruiting volunteers if I were going to do so.
: (1) Using something fun. People needs to find excitement about the
: organization.
: 1.1 Using taobaoti for drafting the ads, like what the Foreign Affairs
: Department of China did.
: 1.2 Recruiting in outdoor activity centers or Spring Festival gatherings.
: 1.3 Preparing some coloring pages that represents OCEF's core value (better
: yet, design your own mascot) to little kids with parents.
: (2) Using benefits rather than features. For example, instead of saying, I
: am recruiting Chinese volunteers for literacy, say the following: I am
|
a*********7
发帖数: 30080 | 35 嗯，全部实行估计不太现实--至少短期内不太现实。可以挑一些就目前的人手条件下能
够实施的先做起来。
【在 p***a 的大作中提到】
: 感谢你的建议！
: 你说的这些方法的确非常好，尤其对我们在各地建立义工小组上非常有用。有些方法我
: 们用了，有些没有意识到，会继续改进。我个人也意识到，参加ocef这样的义工组织，
: 其实对个人发展促进很大，无论是培养leadership和合作精神，建立network，有个人
: 成就感（对社会的贡献而满足的个人实现）。。。我们也鼓励义工能更加主动，培养和
: 发挥自己的能力，无论对ocef还是个人发展，应该都是很有益的。但是具体到每个义工
: ，大家每个人情况差别很大，工作／家庭／学业压力，个人性格等，所以也不会push太
: 多。
: 欢迎你参与ocef～
:
|
a*********7
发帖数: 30080 | 36 说得很有道理。就我加入的短短几周的感觉，OCEF是个相当松散的组织。这固然是因为
组织上理解大家都是义务帮忙，所以不想太PUSH大家；但有时候我也有想做事情，不知
道从何下手的感觉 -- 当然现在不是这么想了，咳咳
所以新人加入的时候，提供一个全面正式的培训还是比较有意义的。为了减轻HR义工的
负担，可以考虑做一个正式的培训文档 （最好每个不同的组各自有一个），帮助新人
了解自己的责任和如何开始工作 -- 我知道现在官网上也有很多材料，不过毕竟太繁杂
了。
另外如果有一个更好的义工交流平台，把现有的任务发布上去，由有时间的义工主动去
挑来做，或者组长安排来做，都会方便一些。
people
the
thread;
and
【在 M******n 的大作中提到】
: Thank you for your comment and prompt reply.
: You immediately see and use the greatest way to inspire and motivate people
: by acknowledging others' contribution for the benefits for OCEF. It is the
: same idea and technique that you can use internally by (1) promptly
: acknowledging volunteers' contribution; (2) be willing to listen and not
: defensive (and this leads to the trust and openness promoted in this thread;
: (3) taking actions and showing you are interested in others' concerns; and
: (4) encouraging continuing activities by inviting people for future input.
: While I agree that you should not push for your desire, it never hurts if
: you push for the goodness/growth of your volunteers. By building a high
|
a*********7
发帖数: 30080 | 37 谢谢谢谢，这个很有必要。
包子奉上。
【在 M******n 的大作中提到】
: The #1 task.
: Build a mission statement that promotes openness and live with it.
: And of course, give some baozi. :-)
: The organization can be open, if and only if, everyone in the organization
: understands that openness is their top priority and devotes to it.
: #1 Technique:
: Listening
: #2 Technique:
: Praising.
|
M******n
发帖数: 138 | 38 That is a good point and thank you for spelling out.
1. "OCEF是个相当松散的组织"
1.1 It does not mean that OCEF cannot have a rigid and motivating procedure
in place.
1.2 It does not mean that volunteers do not want to contribute significant
among of time.
1.3 It does not mean that OCEF cannot have big achievement.
1.4 There were several things that can be improved, I can smell for a group
leader or HR, mainly because they were not told to do so:
1.4.1 Greeting the new person in 48 hours of joining the group.
1.4.2 Explaining specifics of what and how OCEF performs its day-to-day
duties.
1.4.3 Explaining the values OCEF sticks to and benefits its members will
receive.
1.4.4 Listening to the members' concerns and questions.
1.4.5 Expressing the expectations in measurable terms for the team members.
1.4.6 Asking for clarification and necessary training the member desires.
2. "可以考虑做一个正式的培训文档"
2.1 Why you are waiting? Why not put together a training document for the
tasks you dealt with in the past a few weeks? Regardless how incomplete it
it, it has a great meaning and benefits for people around you and volunteers
-to-be. I should thank you for your willingness to take that initiative.
2.2 After drafting the document, why not ask your leaders to read it and
spread it? Without implementing, a great plan can never be great. You will
receive the full credit for your extra mile and take your own ownership.
2.3 After others have the document, why not have a training session for other team leaders to explain how this will benefit their groups.
2.4 It is an on-going process and let your peers take additions or
subtractions and give them credit to make is workable and measurable.
3. If you think membership (small number of volunteers) is a problem, please
think the root reasons rather than symptoms for it.
3.1 Did I make the best and most efficient effort to hire people, explaining
the values and benefits? Or simply I just demand their contribution
without showing my commitment to the volunteers?
3.2 Did I try my best to satisfy my existing members' best interests and
benefits? What they want? Did I keep my promise to enlighten their
enthusiasm and competency and to fulfill their own developmental goals? Are
my volunteers not only satisfied with what I did but also excited about the
organization's effort?
3.3 If my existing member want to quit, owing for example relocating. What
did I do to keep him for example delegating him for a volunteer group in his
place-to-be? Did I ask him to stay. The only reason people leave the
organization, regardless of various of claims, are (1) dissatisfied (while I
did not have the fulfillment I thought I got. I was demotivated by having
too much/little of work. There is no fun in this group...) and (2)
incompetent (being 100+ yrs old and not able to talk and walk)
3.4. There is always a solution if the reasons the people leaving is not
that two. For example, someone is relocating. Why not conducting some
tasks that can be done remotely, or ask him to establish a local group and
delegate him for the new leadership role. For example, someone is pregnant.
Why not conducting a much lighter load of work, and recruiting other
mothers-to-be to join the exciting group.
3.5 Remember, you will never lose by asking. Either you win or you break-
even. How wonderful it is and you will feel lucky to run to Las Vegas
knowing you will not lose.
If you treat people great, the organization will benefit because people will
treat even better to the organization. How you treat them good? Standing
in their shoes, being fair and open (the least fair activity is to be equal
to unequal person). The only feeling you want to convey to your members is
you care, you care their feelings and you care their results.
【在 a*********7 的大作中提到】
: 说得很有道理。就我加入的短短几周的感觉，OCEF是个相当松散的组织。这固然是因为
: 组织上理解大家都是义务帮忙，所以不想太PUSH大家；但有时候我也有想做事情，不知
: 道从何下手的感觉 -- 当然现在不是这么想了，咳咳
: 所以新人加入的时候，提供一个全面正式的培训还是比较有意义的。为了减轻HR义工的
: 负担，可以考虑做一个正式的培训文档 （最好每个不同的组各自有一个），帮助新人
: 了解自己的责任和如何开始工作 -- 我知道现在官网上也有很多材料，不过毕竟太繁杂
: 了。
: 另外如果有一个更好的义工交流平台，把现有的任务发布上去，由有时间的义工主动去
: 挑来做，或者组长安排来做，都会方便一些。
:
|
a*********7
发帖数: 30080 | 39 非常感谢！
尤其是这句“Why you are waiting? Why not put together a training document
for the tasks you dealt with in the past a few weeks? ”，开始读到我不由得
苦笑，呵呵；不过想想，时间挤挤总是有的。。。那我慢慢写一点自己了解的吧。
这个工作可以大家一起来干，每个人写出自己知道的一部分，最后整理出来，希望能对
新人有些帮助。
procedure
group
【在 M******n 的大作中提到】
: That is a good point and thank you for spelling out.
: 1. "OCEF是个相当松散的组织"
: 1.1 It does not mean that OCEF cannot have a rigid and motivating procedure
: in place.
: 1.2 It does not mean that volunteers do not want to contribute significant
: among of time.
: 1.3 It does not mean that OCEF cannot have big achievement.
: 1.4 There were several things that can be improved, I can smell for a group
: leader or HR, mainly because they were not told to do so:
: 1.4.1 Greeting the new person in 48 hours of joining the group.
|
M******n
发帖数: 138 | 40 Thank you for taking the initiative. If you consider this task as a
training to yourself, you will get many things that will impact you in a
positive way in the coming years, for example, time management and
organization skills. Treat it as a project and please put a deadline for
yourself. You will be more mature, knowledgeable, responsible and
respectful knowing you are doing the organization a favor, and your friends
and peers will benefit in a big deal.
I would nominate you (but I myself am not a member) as the Volunteer of the
Month for OCEF for your willingness and prompt action to take the initiative.
Thank you for your dedication in drafting the working/training document.
【在 a*********7 的大作中提到】
: 非常感谢！
: 尤其是这句“Why you are waiting? Why not put together a training document
: for the tasks you dealt with in the past a few weeks? ”，开始读到我不由得
: 苦笑，呵呵；不过想想，时间挤挤总是有的。。。那我慢慢写一点自己了解的吧。
: 这个工作可以大家一起来干，每个人写出自己知道的一部分，最后整理出来，希望能对
: 新人有些帮助。
:
: procedure
: group
|
|
|
a*********7
发帖数: 30080 | 41 汗。。。我其实是很缺领导才能。如果有领导才能我就该安排小弟们去干这件事情了，
哈哈。
谢谢你给了这么多宝贵意见才是真的。我会把它们转达给组织知道 ^_*
friends
the
initiative.
【在 M******n 的大作中提到】
: Thank you for taking the initiative. If you consider this task as a
: training to yourself, you will get many things that will impact you in a
: positive way in the coming years, for example, time management and
: organization skills. Treat it as a project and please put a deadline for
: yourself. You will be more mature, knowledgeable, responsible and
: respectful knowing you are doing the organization a favor, and your friends
: and peers will benefit in a big deal.
: I would nominate you (but I myself am not a member) as the Volunteer of the
: Month for OCEF for your willingness and prompt action to take the initiative.
: Thank you for your dedication in drafting the working/training document.
|
p***a
发帖数: 6202 | 42 谢谢你的建议。
ocef也是一直在努力在发展，自身肯定也有很多问题。ocef的义工，特别是骨干义工，
大多是中青年，本身就面临很多压力。象我自己，投入的时间和精力不敢太多（不好意
思一下），也希望其他义工可以平衡为ocef工作跟自己生活的比例，照顾好自己的生活
为第一，有余力的朋友，能主动一些，多贡献一些，当然很好；工作太忙，压力太大，
或者其他原因，导致不活跃甚至退出，我觉得都可以理解。ocef也有一些例子，义工热
情很高，投入很多时间，影响到自己的家庭和工作，最后反而不再活跃。我觉得有一个
稳定的队伍，更好一些。对于我们的义工，我们也要宽容有爱。 :)
ocef现在每年的捐款不过几十万美元，距离专业的慈善组织还差非常远；ocef的组织和
管理还是处在草根阶段，在很多方面没有专业的人员去做，也非常渴望能有各位才俊加
盟，推动ocef向专业化发展。
procedure
group
【在 M******n 的大作中提到】
: That is a good point and thank you for spelling out.
: 1. "OCEF是个相当松散的组织"
: 1.1 It does not mean that OCEF cannot have a rigid and motivating procedure
: in place.
: 1.2 It does not mean that volunteers do not want to contribute significant
: among of time.
: 1.3 It does not mean that OCEF cannot have big achievement.
: 1.4 There were several things that can be improved, I can smell for a group
: leader or HR, mainly because they were not told to do so:
: 1.4.1 Greeting the new person in 48 hours of joining the group.
|
M******n
发帖数: 138 | 43 Thank you for your contribution.
Please allow me to recommend some books for you and your friends. You can
find them in your local library and I hope they will be helpful and solve
some of your problems if you take the time and effort in reading them.
Success for dummies. by Zig Ziglar.
(for work-life balance, interpersonal skills and pressure management.)
1001ways to reward employees. by Bob Nelson.
Managing for dummies. by Bob Nelson.
(live examples to keep people excited. Management skills)
Customer service for dummies. by Karen Leland
(how to treat people, internally and externally)
Leading at a higher level. by Ken Blanchard
(personal and organizational leadership)
ocef的组织和管理还是处在草根阶段.
I agree that OCEF is an grassroot organization. However, if the management skill is not at the professional level (any everyone can be trained to be an effective manager and leader), it will hurt the organization in a long run. The leaders need to have the urgency to learn and to grow to the professional level because they know better about OCEF than any other outsiders. In addition, it helps for their own profession and career.
Best regards.
【在 p***a 的大作中提到】
: 谢谢你的建议。
: ocef也是一直在努力在发展，自身肯定也有很多问题。ocef的义工，特别是骨干义工，
: 大多是中青年，本身就面临很多压力。象我自己，投入的时间和精力不敢太多（不好意
: 思一下），也希望其他义工可以平衡为ocef工作跟自己生活的比例，照顾好自己的生活
: 为第一，有余力的朋友，能主动一些，多贡献一些，当然很好；工作太忙，压力太大，
: 或者其他原因，导致不活跃甚至退出，我觉得都可以理解。ocef也有一些例子，义工热
: 情很高，投入很多时间，影响到自己的家庭和工作，最后反而不再活跃。我觉得有一个
: 稳定的队伍，更好一些。对于我们的义工，我们也要宽容有爱。 :)
: ocef现在每年的捐款不过几十万美元，距离专业的慈善组织还差非常远；ocef的组织和
: 管理还是处在草根阶段，在很多方面没有专业的人员去做，也非常渴望能有各位才俊加
|
p***a
发帖数: 6202 | 44 谢谢你推荐书，我一定会看看。也希望你可以加盟我们，我这样的愚钝就不用尸位素餐
了，呵呵。
【在 M******n 的大作中提到】
: Thank you for your contribution.
: Please allow me to recommend some books for you and your friends. You can
: find them in your local library and I hope they will be helpful and solve
: some of your problems if you take the time and effort in reading them.
: Success for dummies. by Zig Ziglar.
: (for work-life balance, interpersonal skills and pressure management.)
: 1001ways to reward employees. by Bob Nelson.
: Managing for dummies. by Bob Nelson.
: (live examples to keep people excited. Management skills)
: Customer service for dummies. by Karen Leland
|
h*********r
发帖数: 7786 | |
b*********k
发帖数: 35031 | 46 patpat
【在 a*********7 的大作中提到】
: 非常感谢！
: 尤其是这句“Why you are waiting? Why not put together a training document
: for the tasks you dealt with in the past a few weeks? ”，开始读到我不由得
: 苦笑，呵呵；不过想想，时间挤挤总是有的。。。那我慢慢写一点自己了解的吧。
: 这个工作可以大家一起来干，每个人写出自己知道的一部分，最后整理出来，希望能对
: 新人有些帮助。
:
: procedure
: group
|
b*********k
发帖数: 35031 | 47 赞，phila说的很真实诚恳，是这么回事：）
【在 p***a 的大作中提到】
: 谢谢你的建议。
: ocef也是一直在努力在发展，自身肯定也有很多问题。ocef的义工，特别是骨干义工，
: 大多是中青年，本身就面临很多压力。象我自己，投入的时间和精力不敢太多（不好意
: 思一下），也希望其他义工可以平衡为ocef工作跟自己生活的比例，照顾好自己的生活
: 为第一，有余力的朋友，能主动一些，多贡献一些，当然很好；工作太忙，压力太大，
: 或者其他原因，导致不活跃甚至退出，我觉得都可以理解。ocef也有一些例子，义工热
: 情很高，投入很多时间，影响到自己的家庭和工作，最后反而不再活跃。我觉得有一个
: 稳定的队伍，更好一些。对于我们的义工，我们也要宽容有爱。 :)
: ocef现在每年的捐款不过几十万美元，距离专业的慈善组织还差非常远；ocef的组织和
: 管理还是处在草根阶段，在很多方面没有专业的人员去做，也非常渴望能有各位才俊加
|
k***n
发帖数: 313 | 48 I do not agree with this overhead. It sounds too fishy and I do not think we
need so much overhead anyway.
其实我觉得可以公开每年日常工作的非捐赠杂用，如果当年有特殊的基建项目，动用一
次性超过$100的杂费，应该公开以受监督。这样，对义工是种要求和督促，对捐助者和
被捐助者是种负责。
另外，我好像觉得我们现在都是义工，不太清楚为什么会有许多非捐助支出。能想到的
只有宣传费用，监督员的旅费，照相纸张耗材的费用。这些公开应该不难吧？另外，我
觉得的这些杂费如果在捐钱的网上分项列出，可能更容易公开和总结。
【在 c******r 的大作中提到】
: 财务公开非常重要，但是另外一方面财务公开本身也需要大量的财力物力人力。把握好
: 平衡，让捐款人满意，让财务最透明，让人财物的消耗最小并不容易做到。
: 这个问题需要大家仔细探讨。
: 简单来说，可以做一个survey给捐款人。
: 简单的问题：你作为捐款人，关于财务管理，最希望知道什么？
: 可以做成单选题。比如选择：
: a。财务公开到每一笔超过100元的捐款，overhead 2%。
: b。财务公开到超过50元的捐款，overhead 3%。
: c。财务公开到10元的捐款，overhead 6%。
: d。财务公开到每一笔捐款，overhead 12%。
|
k***n
发帖数: 313 | 49 其实我倒觉得，我们是可以等的。实际上，ocef 并没有一个完善的组织结构，这本来
就是大部分小慈善机构的共同点。而我们现在想把ocef 越作越大，就要慢慢的完善组
织结构，太快就会有很多问题和漏洞，如果弄不好还可能失信于人。最为一个民间组织
，我们应该承认我们的能力是有限的，我们需要在每次活动中不断完善，而不是一上来
就搞个虚而大的不易控制的框架。我们这种小机构的特点就是亲民和可信，我觉得我们
应该努力保持这个优势，不能搞大跃进。
所以我觉得我们应该要求每个义工在一个工作之后给一个短的总结，指出在这个活动中
发现的问题，提出改进的方法和建议，自己的感受，然后有个人汇总一下。这样在下次
的活动中，组织的义工就可以最得更好，我们的总结就可以积累起来。这样，都每个义
工而言，就不需要大量的投入和提纲挈领的态度。
这样，上面的一位提到的各种方法技巧就可以慢慢的摸索出来，而且我们可以很有针对
性地知道这些东西是否真的有用。
【在 a*********7 的大作中提到】
: 非常感谢！
: 尤其是这句“Why you are waiting? Why not put together a training document
: for the tasks you dealt with in the past a few weeks? ”，开始读到我不由得
: 苦笑，呵呵；不过想想，时间挤挤总是有的。。。那我慢慢写一点自己了解的吧。
: 这个工作可以大家一起来干，每个人写出自己知道的一部分，最后整理出来，希望能对
: 新人有些帮助。
:
: procedure
: group
|
c******r
发帖数: 3778 | 50 这个吧，这数字是我瞎编的，我压根不知道多少合适啊，仅仅是举个例子的
意思。
主要原因是录入每一笔收入，核查每一笔支出都是非常繁琐的事情。义工虽
然有热情，但是没时间啊，呵呵
如果雇用专业会计人员或者外包会计服务都会很贵，就是overhead啦。
现在的情况，钱都干嘛了，我并不知道：）
多少合适，还是应该符合：
1. 合理，这个可能需要会计来算算啥的，偶完全不懂。
2. 最低，在合理的基础上如何降低这个overhead。
3. 效率，如何取得效率和价格的平衡，可能需要捐款人的意见。
我个人可能比较倾向把overhead控制在4-5%以内。当然这完全是我的外行
意见。
对了这里
http://www.ocef.org/images/OCEF/annual-
reports/OCEFAnnualReportv8press.pdf
的倒数第二页是2009年的收入和支出。可以看出行政费用是3.8%左右。但
是这个年度报告中没有说明具体的行政费用是什么。这是以后的报告中需要
大力改进的一个地方。
and I do not think
we
项目，动用一
促，对捐助者和
出。能想到的
吧？另外，我
【在 k***n 的大作中提到】
: I do not agree with this overhead. It sounds too fishy and I do not think we
: need so much overhead anyway.
: 其实我觉得可以公开每年日常工作的非捐赠杂用，如果当年有特殊的基建项目，动用一
: 次性超过$100的杂费，应该公开以受监督。这样，对义工是种要求和督促，对捐助者和
: 被捐助者是种负责。
: 另外，我好像觉得我们现在都是义工，不太清楚为什么会有许多非捐助支出。能想到的
: 只有宣传费用，监督员的旅费，照相纸张耗材的费用。这些公开应该不难吧？另外，我
: 觉得的这些杂费如果在捐钱的网上分项列出，可能更容易公开和总结。
|
|
|
c******r
发帖数: 3778 | 51 yes，非常赞同！
【在 k***n 的大作中提到】
: 其实我倒觉得，我们是可以等的。实际上，ocef 并没有一个完善的组织结构，这本来
: 就是大部分小慈善机构的共同点。而我们现在想把ocef 越作越大，就要慢慢的完善组
: 织结构，太快就会有很多问题和漏洞，如果弄不好还可能失信于人。最为一个民间组织
: ，我们应该承认我们的能力是有限的，我们需要在每次活动中不断完善，而不是一上来
: 就搞个虚而大的不易控制的框架。我们这种小机构的特点就是亲民和可信，我觉得我们
: 应该努力保持这个优势，不能搞大跃进。
: 所以我觉得我们应该要求每个义工在一个工作之后给一个短的总结，指出在这个活动中
: 发现的问题，提出改进的方法和建议，自己的感受，然后有个人汇总一下。这样在下次
: 的活动中，组织的义工就可以最得更好，我们的总结就可以积累起来。这样，都每个义
: 工而言，就不需要大量的投入和提纲挈领的态度。
|
a*********7
发帖数: 30080 | 52 我也觉得就目前的条件不大可能都实现，不过我们可以好好想想哪些可行，就做起来。
一点点改进吧。
【在 k***n 的大作中提到】
: 其实我倒觉得，我们是可以等的。实际上，ocef 并没有一个完善的组织结构，这本来
: 就是大部分小慈善机构的共同点。而我们现在想把ocef 越作越大，就要慢慢的完善组
: 织结构，太快就会有很多问题和漏洞，如果弄不好还可能失信于人。最为一个民间组织
: ，我们应该承认我们的能力是有限的，我们需要在每次活动中不断完善，而不是一上来
: 就搞个虚而大的不易控制的框架。我们这种小机构的特点就是亲民和可信，我觉得我们
: 应该努力保持这个优势，不能搞大跃进。
: 所以我觉得我们应该要求每个义工在一个工作之后给一个短的总结，指出在这个活动中
: 发现的问题，提出改进的方法和建议，自己的感受，然后有个人汇总一下。这样在下次
: 的活动中，组织的义工就可以最得更好，我们的总结就可以积累起来。这样，都每个义
: 工而言，就不需要大量的投入和提纲挈领的态度。
|
a*********7
发帖数: 30080 | 53 中国事务那边有一个拿补贴的专职义工吧。另外象《乡村少儿》是花钱的。
we
【在 k***n 的大作中提到】
: I do not agree with this overhead. It sounds too fishy and I do not think we
: need so much overhead anyway.
: 其实我觉得可以公开每年日常工作的非捐赠杂用，如果当年有特殊的基建项目，动用一
: 次性超过$100的杂费，应该公开以受监督。这样，对义工是种要求和督促，对捐助者和
: 被捐助者是种负责。
: 另外，我好像觉得我们现在都是义工，不太清楚为什么会有许多非捐助支出。能想到的
: 只有宣传费用，监督员的旅费，照相纸张耗材的费用。这些公开应该不难吧？另外，我
: 觉得的这些杂费如果在捐钱的网上分项列出，可能更容易公开和总结。
|
k***n
发帖数: 313 | 54 对，如果我们可以说清大笔的行政费用，会看上去更可信。不是说没有overhead， 而
是这种词总是容易让人联想起官僚。一万的4％就是$400。如果说我们每年有100万捐款
，那就4万刀花在行政费用上，如果我们想想4万美元可以资助多少个中小学生，我们就
可以理解为什么捐款人会质疑捐款的流向。所以公开固定的和一次性大笔的行政费用，
可以让我们更加有吸引力。比如说，我们完全可以公开我们付给国内事务员的工资，办刊物需要的钱。如果剩下的零钱只有几百刀，还是很可以理解的。
【在 c******r 的大作中提到】
: 这个吧，这数字是我瞎编的，我压根不知道多少合适啊，仅仅是举个例子的
: 意思。
: 主要原因是录入每一笔收入，核查每一笔支出都是非常繁琐的事情。义工虽
: 然有热情，但是没时间啊，呵呵
: 如果雇用专业会计人员或者外包会计服务都会很贵，就是overhead啦。
: 现在的情况，钱都干嘛了，我并不知道：）
: 多少合适，还是应该符合：
: 1. 合理，这个可能需要会计来算算啥的，偶完全不懂。
: 2. 最低，在合理的基础上如何降低这个overhead。
: 3. 效率，如何取得效率和价格的平衡，可能需要捐款人的意见。
|
c******r
发帖数: 3778 | 55 我相信这个3.8%还是有地方可以查到的。问题是我比较外围。。。不太熟悉这个方面的
数据怎么查？
办刊物需要的钱。如果剩下的零钱只有几百刀，还是很可以理解的。
【在 k***n 的大作中提到】
: 对，如果我们可以说清大笔的行政费用，会看上去更可信。不是说没有overhead， 而
: 是这种词总是容易让人联想起官僚。一万的4％就是$400。如果说我们每年有100万捐款
: ，那就4万刀花在行政费用上，如果我们想想4万美元可以资助多少个中小学生，我们就
: 可以理解为什么捐款人会质疑捐款的流向。所以公开固定的和一次性大笔的行政费用，
: 可以让我们更加有吸引力。比如说，我们完全可以公开我们付给国内事务员的工资，办刊物需要的钱。如果剩下的零钱只有几百刀，还是很可以理解的。
|
M******n
发帖数: 138 | 56 You are right and that is the differece between vision, goals, milestones,
stratergies, and actions.
Vision is the long-term direction that tell the groud truth of why the
organization exists? Where will it go and what are the values?
Goal is the mid-term (e.g., 1 year) target of a specific purpose serving
vision, for example, a goal of help kids by raising 100,000 books in a year.
Milestones is the measurable stepstones for the goal (e.g., every 3 months),
for example, 20k Q1, 40k Q2, 30k Q3 and 10k Q4, for a rational reason to
back off.
Stratergies it the methods to achieve that milestone. For example, by
raising $100, by accepting donating 100 books ....
Tactics and actions are the individual level to achieve one of those
stratergies.
One should not wait to celebrate and encourage until a goal is achieved. There are gradual "thank you" along the way, which is shown in my statement of
praising for progress. A simple example, if you only give water after your
toddler says "I want a water please", he will die of thirst. You will need
to reward him when he says "waller, waller", e.g., by hugging, bragging,
kissing....
While action is important, without a goal in mind, those actions can only
happen in miracle. It will be no better than a random.
Even if you have a goal and request the desired action from your team member
, if you do not praise a person for his progress consistently until it
becomes his habit, he will forget about it in no time. It being said, one
desired action needs to be reinforced and recognized for 10 times in 10
different ways before you could move on.
Since you have bring it to the surface, you can ask yourself a question: Is
the current result exactly what I want? If not, why not give yourself a
goal (which can be vague but stick to the vision) and measureable milestones
and start working? Flexibility (e.g., goals is constantly improving) is
one key element of self-leadership and you will get rewarded for obtaining
that skill. You can reward yourself after achieving each milestone, by
giving yourself a smiley face, for example after each action, a dining out
after each milestone, and a trophy after the plan? Why not? Is not that
what you desire?
Thanks and best regards,
【在 a*********7 的大作中提到】
: 我也觉得就目前的条件不大可能都实现，不过我们可以好好想想哪些可行，就做起来。
: 一点点改进吧。
|
a*********7
发帖数: 30080 | 57 多谢!
year.
),
【在 M******n 的大作中提到】
: You are right and that is the differece between vision, goals, milestones,
: stratergies, and actions.
: Vision is the long-term direction that tell the groud truth of why the
: organization exists? Where will it go and what are the values?
: Goal is the mid-term (e.g., 1 year) target of a specific purpose serving
: vision, for example, a goal of help kids by raising 100,000 books in a year.
: Milestones is the measurable stepstones for the goal (e.g., every 3 months),
: for example, 20k Q1, 40k Q2, 30k Q3 and 10k Q4, for a rational reason to
: back off.
: Stratergies it the methods to achieve that milestone. For example, by
|
p***a
发帖数: 6202 | 58 再次受教。非常感谢你分享这些啊。
我也转了一些给其他义工朋友，OCEF的确在这些方面很欠缺。
year.
),
【在 M******n 的大作中提到】
: You are right and that is the differece between vision, goals, milestones,
: stratergies, and actions.
: Vision is the long-term direction that tell the groud truth of why the
: organization exists? Where will it go and what are the values?
: Goal is the mid-term (e.g., 1 year) target of a specific purpose serving
: vision, for example, a goal of help kids by raising 100,000 books in a year.
: Milestones is the measurable stepstones for the goal (e.g., every 3 months),
: for example, 20k Q1, 40k Q2, 30k Q3 and 10k Q4, for a rational reason to
: back off.
: Stratergies it the methods to achieve that milestone. For example, by
|
D**********R
发帖数: 25234 | 59 别的组我不知道，《乡村少儿》你说的这些都有，但是关键还是干活的人。
【在 a*********7 的大作中提到】
: 说得很有道理。就我加入的短短几周的感觉，OCEF是个相当松散的组织。这固然是因为
: 组织上理解大家都是义务帮忙，所以不想太PUSH大家；但有时候我也有想做事情，不知
: 道从何下手的感觉 -- 当然现在不是这么想了，咳咳
: 所以新人加入的时候，提供一个全面正式的培训还是比较有意义的。为了减轻HR义工的
: 负担，可以考虑做一个正式的培训文档 （最好每个不同的组各自有一个），帮助新人
: 了解自己的责任和如何开始工作 -- 我知道现在官网上也有很多材料，不过毕竟太繁杂
: 了。
: 另外如果有一个更好的义工交流平台，把现有的任务发布上去，由有时间的义工主动去
: 挑来做，或者组长安排来做，都会方便一些。
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