IndexMotivation for volunteering in international sportsDecreasing involvement in community sport volunteeringImplications for volunteer managementReferencesSport management is about knowing and understanding how they can marketing and business techniques in the world of sport can be applied. The business side of the sports industry allows workers to pool sports alongside their management skills and talents, which ultimately leads to a whole new range of rewarding and exciting job opportunities. However, nowadays, it can be found that workers need motivation to volunteer in international sports (Nichols & Ojala, 2009). There has been a steady decline in community sport volunteering involvement, which has had some negative implications. Volunteer retention has become one of the challenging issues that the sports industry has been facing late. However, much less information is known about the link between a volunteer's motivations and their plans to stay in the sport sector. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Motivation for Volunteering in International Sports Volunteering is an unpaid activity and depends on the voluntary involvement of volunteers. This is undertaken with the help of certain organizations or perhaps an agency and these volunteers work for others or for the benefits of the environment along with their own benefits at times. It appears that volunteers have become an important or invaluable resource in many industries (Ringuet - Riot, Cuskelly, Auld & Zakus, 2014). To motivate people to volunteer for international sports, the sports industry needs to understand what volunteers bring and how they benefit the sports industry as volunteers appear to be the heart of the broad source of development of international sports. Since the sports volunteering sector and volunteer participation are crucial for the survival of the sports industry, it is necessary to constantly motivate volunteers to sustain them for a longer period of time. Develop, understand and further modify the sports system. Based on these four articles, it has been observed that there are five distinct volunteer motivations: social adaptation, community concern, personal development, ego enhancement, and altruistic value (Ringuet – Riot, Cuskelly, Auld & Zakus, 2014). While research on these motivational factors of sport volunteers 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 give of their time and effort, and their main source of motivation is helping others and the environment. Other motivational sources should not be forgotten as they also play a significant role. Furthermore, enthusiasm has been found to be one of the most important contributions of volunteers as it contributes to the experience and atmosphere of the event or program. Some of the individual advantages of volunteers are that they have a special interest or need. The importance of motivated volunteers can be described with the help of self-determination theory (SD) in which general motivational angles towards control and autonomy are prolonged in individuals (Schlesinger, Egli & Nagel, 2013). Here autonomy means acting with a sense of desire on one's intrinsic goals and interests. Since autonomy is directly linked to the development of the ego,to self-awareness, self-esteem and self-realization; it is automatically checked in a volunteer's projections so as to avoid any kind of negative consequences. Local knowledge, another very important volunteer factor in sports management as helping visitors in the Olympic location is a valuable attribute as participants can be both locals and tourists so they might ask questions about the area. It may be noted that volunteers perhaps brought general skills to the events and may have expanded and gained experience after working. A recent report on sports clubs says recruiting and retaining volunteers is a major problem and could even hinder their existence. The main way to motivate volunteers in international sports is to understand their needs and expectations and work to fulfill the same for them (Schlesinger, Egli & Nagel, 2013). Job satisfaction and incentives are the way to keep employees and volunteers motivated here. Volunteers' job satisfaction will be an outcome based on the emotional and cognitive evaluation of the relationship between volunteers' expectations and experience of the work circumstances and what the actual work circumstances offer. Decreasing Involvement in Community Sports Volunteering As volunteers remain unmotivated to work or help others or participate in community sports volunteering, retaining them has become a problem and has posed a threat to the sports industry. To avoid the declining rate of involvement in community sport volunteering, volunteers must be satisfied with their work and must be self-motivated to contribute to the betterment of society at large (Nichols & Ojala, 2009). One of the most important points to keep in mind in community sports organization is to retain volunteers. There have been some ongoing trends in volunteer participation and retention using continuity theory. Furthermore, there appears to have also been some change in government policies which has increased involvement in community sport. Apart from 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 with respect to the volunteer capacity of the community sports system (Hoye, Cuskelly, Taylor & Darcy, 2008). Based on continuity theory, a transition-extension hypothesis was formulated that sought to guide both the recruitment and retention of former players and players as volunteers. These volunteers must participate in a completely diverse range of job roles and their positions could be that of coach, umpire, umpire, administrator or committee member, timekeeper, medical support person or scorekeeper. In most cases, these volunteers had to perform two roles side by side or perhaps even more. Therefore, the work of volunteers requires strong commitment as their role requires a lot of time. The issue in particular is significant especially for the sports sector as it prevents them from providing services to members and other users. However, there are very few articles and research conducted and published on volunteer retention in community sport organization (Ringuet - Riot, Cuskelly, Auld & Zakus, 2014). The retention capacity of volunteers can be measured simply with the help of the length of a volunteer's tenure along with several behavioral statements. To successfully address the issue of declining volunteers in thesports sector, it has been found that there are three well-defined variables that influence volunteer retention, namely meaningful work, satisfaction and motivation. One of the main motivational factors 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. In this case, volunteer motivations were to be identified as instrumental or altruistic motivations where both motives contributed to volunteer retention, although it was later found that only instrumental motives were prognostic of volunteer retention. In order to gradually reduce the rate of decline among volunteers in community sports volunteering, the sports industry needs to implement some motivation schemes such as additional benefits, benefits or incentives, taking into account the motivational factors such as social contact, tension emotional needs, altruism and personal interests. It was also noted that sometimes the volunteers who were paid to work were not as motivated as the volunteers who did it for free, so the reason for these two situations must also be identified (Ringuet - Riot, Cuskelly, Auld & Zakus, 2014). Implications for Volunteer Management Volunteer management, also known as volunteer engagement, defines the concept of working logically and systematically with the help of volunteers to achieve and realize the goals of the organization or sector (Hoye, Cuskelly , Taylor & Darcy, 2008). Here, volunteer managers usually have to motivate, supervise and guide the volunteer at a non-profit organization along with government organizations and some large-scale events, for example, Olympics. A volunteer manager must primarily perform administrative or operational tasks while volunteers must support and enforce policies without causing major discrepancies or problems. The four articles examine volunteer management and volunteering in community sport organization from three different perspectives: multilevel, institutional and political. In addition to this, regarding volunteer management, a relationship between the “member management” and “program management” approaches has been outlined. The approach is quite goal-oriented and includes planning by an event manager as the tasks require managing an event and then possibly assigning volunteers to it. In the other approach, it can be seen that it is quite socially oriented and starts from the motivation factors and characteristics of a volunteer, then moves on to assigning tasks to them. Although, in both situations, it can be seen that it is inappropriate to simply apply the human resource management (HRM) practices used to manage employees who are paid (Hoye, Cuskelly, Taylor & Darcy, 2008 ). Additionally, the benefits or advantages of a volunteer job are not as simple or clear as those of a paid employee. Furthermore, volunteers would be less supervised as they are completely under the control of management. Hence, it can be deduced that the implication of volunteer management can perhaps be challenging for the event managers as stressors come into play here which include energetic commitment, intense time and effort, insufficient number of volunteers, staff, public scrutiny , excessive - demanding workload and tension among volunteers. Furthermore, the work of a volunteer is considered a leisure experience since the activity can be freely chosen by individuals as to how and what they find attractive. The implication of volunteer management must be positive and must come from within an individual, e.gFor example, an individual who wants to volunteer in a community sports organization must be self-motivated and work because they want according to their beliefs, values ​​and interests and not because someone forces them to do so. Furthermore, when it comes to volunteering, there must be no gender bias. In simpler words, men and women should be treated equally. To conclude, the report highlights and discusses in detail the three different aspects of volunteer involvement in sport management. The different factors of volunteer motivation for international sports, the decline in volunteer involvement and its implications on the sports industry. Some identified reasons need to be taken into consideration by the community sports organization and reflect on it so as to reduce the rate of decline among volunteers and motivate them to perform effectively and efficiently. Furthermore, the goal of the sports industry must be to retain volunteers for a longer period and increase their level of satisfaction based on the volunteers' motivations. Furthermore, it has been noted that when a volunteer is linked to a particular city or region, he or she is automatically motivated to participate as a volunteer so that he or she can establish a connection with his or her community. Another important motivational factor is the love for sport that people tend to have and which drives them to volunteer. From the above report, I learned a lot about the sports industry and community sports organization. The industry has a lot to offer the players, the guests who come to watch and the volunteers who work and make the event a success. I believe we can say that the work role of a volunteer is definitely not an easy task as it requires a lot of commitment, time, effort and self-motivation. Furthermore, I also believe that volunteers should be diligent in what they do as they represent a big event as well as their country in front of a large population. Although there are some limitations to this role, it can be performed with proper guidance and motivation from managers. The many limitations of volunteering in the sports sector arise from the fact that the needs and requirements of volunteers are not met or fulfilled despite their efforts. Generalizing from the given four articles, I personally came to know that volunteers can be motivated with the help of certain factors such as five-dimensional motivational positions such as ego enhancement, altruistic values, social adaptation, personal development and community concern. Apart from this, there are also some other factors that can motivate volunteers to voluntarily participate in international sports. Please note: this is just an example. Get a custom paper from our expert writers now. Get a Custom Essay Additionally, it was noted later that there has been a notable decline in the rate of volunteers participating in community sports volunteering. The main reason and most challenging reason for sports community organizing, in my opinion, is to keep volunteers in the industry. This is the most commonly addressed issue as it poses a threat to the mere existence of the sector itself as when volunteers are not present, how will the organization survive and operate. All these situations have had a negative impact on the industry and it has been facing a constant downfall. To address this problem, the sports community organization should take some measures and meet the needs and demand of volunteers. I also believe that volunteers associated with a particular city or region tend to perform better because they appear to have a., 13(1), 32-53.