The mvps of student organizations
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The MVPs of Student Organizations. [ The Most Valued People] By Mounika Gutti & Christine Spitler. MGT 291C-B. Paper Airplane Competition: Class activity. The MVPs of Student Organizations. [ The Most Valued People] By Mounika Gutti & Christine Spitler. MGT 291C-B.

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The MVPs of Student Organizations

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The mvps of student organizations

The MVPs of Student Organizations

[The Most Valued People]

By MounikaGutti

&

Christine Spitler

MGT 291C-B


Paper airplane competition class activity

Paper Airplane Competition:Class activity


The mvps of student organizations1

The MVPs of Student Organizations

[The Most Valued People]

By MounikaGutti

&

Christine Spitler

MGT 291C-B


Literature review

Literature Review

Researching “value”

Researching empowerment

Connecting value to empowerment and empowerment to commitment


Literature review1

Literature Review

‘Perceived Organizational Support and Employee Diligence, Commitment, and Innovation’

~The Journal of Applied Psychology by Robert Eisenberg, Peter Fasolo, and Valerie Davis-LaMastro

  • Employees (or members of an organization) tend to form “general perception concerning the extent to which the organization values their contributions and cares about their well-being”.

  • Actual vs. Perceived Value


Literature review cont

Literature Review cont.

  • ‘Perceived Organizational Support and Employee Diligence, Commitment, and Innovation’

    • From The Journal of Applied Psychology by Robert Eisenberg et al.

  • Research broken down to two studies:

    • Relationship of perceived support with employee absenteeism and performance

    • Relationship between perceived support and employee innovation, affective attachment, and performance-reward expectancies.


Literature review cont1

Literature Review cont.

  • ‘Perceived Organizational Support and Employee Diligence, Commitment, and Innovation’

    • From The Journal of Applied Psychology by Robert Eisenberg et al.

  • Results:

    • “Ahighly consistent positive relationship of perceived support with employee attendance and job performance”

    • Perceived low support averaged twice as many periods absent than perceived high support

    • Positively supported perceived support’s relation to innovation, affective attachment

    • Two kinds of performance-reward expectanciesrelated to:

      • Pay and promotion

      • Approval, recognition, and influence


Hypotheses

Hypotheses

The more valued individuals in a student organization feel, the more committed they are.

Professional student organizations have more committed members than social organizations.


Methods

Methods

Data Collection

Analysis


Methods data collection

Methods: Data Collection

Online survey

Participants affiliated to:

Athletic

Greek

Professional

Social

Service-oriented

129 responses


Methods data collection cont

Methods: Data Collection Cont.

Survey

General Demographic Questions

Statements about:

Reason for joining organization

Commitment

Perception of value


Methods analysis

Methods: Analysis

Correlation between each individual’s commitment level and their perceived level of value

Gauged from questions participants answered about their own level of commitment


Results

Results

Average perceived value: 3.30

Average commitment: 4.08

Average disparity: 0.78


Results cont

Results Cont.

Correlation coefficient: 0.58


Results cont1

Results Cont.

Gender as Variable


Results cont2

Results Cont.

Length of Involvement as Variable


Results cont3

Results Cont.

Organization Type as Variable


Discussion

Discussion

Positive and strong correlation between levels of perceived value and levels of commitment

Correlation coefficient: 0.58

Additional Analyses


Discussion1

Discussion

Gender: not strong predictor

Length of Involvement: potential predictor

Type of Organization: not strong predictor


Implications

Implications

Restructure reward systems to increase member’s perceived value

Target members and value them in a way they feel valued


Implications cont

Implications Cont.

Solutions to increase members’ level of perceived value:

Delegate more important tasks  more responsibility and trust

Give public recognition  feel work is valued

Involve in strong collaboration efforts  opinion matters


Implications cont1

Implications Cont.

Responsibility + Trust + Valued Work + Opinion =

Increase Perceived Value


Limitations

Limitations

Data Pool

Survey Questions


Limitations1

Limitations

Demographic representation

unequal amount of responses from professional vs. social organizations

Lack of male involvement

Majority: sophomores and juniors

Dirty/ Incomplete Data

Blank textbox questions

Un-ranked statements

Un-uniform reponses


Future research

Future Research

Focus on specific organizations

Survey members and their respective leaders


Paper airplane competition class activity1

Paper Airplane Competition:Class activity

  • Girls had higher level of perceived value

    • Additional reward

    • Encouragement through

    • cheering

  • Girls stayed committed to activity


The mvps of student organizations

Questions?


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