| Summary: | 碩士 === 國立新竹教育大學 === 人資處教育行政碩士專班 === 101 === Abstract
The paper studies the operation of Sunny Volunteers' Team, including the formation, development and transformation.The core value of this award-winning team would be compared and discussed by interviewing different volunteers' team members and the employees in LOHAS City, discovering the change and their feelings to the volunteeer group.
One of the key factor to effect the operation of SunnyVolunteers' Team is the management system, including qualification of entry, attendance management, and the exit mechanism. This study focused on the management side of the group, dug in thoroughly, and reported the incidents happening in the volunteers’ team.
This study employed a qualitative case study approach to gain an in-depth understanding of SunnyVolunteers' Team. The approach includes 8 primary and 12 secondary subject members in Sunny Volunteers' Team. Furthermore, 14 other volunteers from different groups were also interviewed in semi structured approach to share their opinion in the value and spirit of their volunteer group. The sources of data include the thorough observation through the team. Researcher conducted the observation, interviews and the collection of related documents and data. Analysis to the data and reference were given objectively, and cross-sectional study between the ponder of researcher and the data were given in the research.Furthermore, Nvivo 9, a professional qualitative case study tool, was applied to increse the validity of the analytic process.
The analysis of data found out that the core values and spirit of volunteerism in most members ofSunny Volunteers' Team are positive, only few conflicts and defects in management hierarchy leads to problems. However, problems rippled as time goes by. Few people of the management level in the volunteers’ group , in contrast with the majority, were twisted in the spirit of volunteerism.Sunny Volunteers' Team seemed to have great partners and wise management team, but the powerbetween were unbalanced. Moreover, the power has been centuralized from seperation, and the system of operation has been gradually changed, from open and transparent to inheritance and tacit understanding. What is worse, some of the leadership members had started to do things at all cost, which lead to the bad atmosphere inside the team. Researcher had found out the key to conflict management is the timely communication while incident happens.
In the end, words of advice were given in the conclusion, hoping that it would be helpful to volunteer works, and a reference to futurework for researchers.
Keywords：conflict management、volunteers'team、core values of volunteerism
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