Relevant bibliographies by topics / Nonprofit careers

Academic literature on the topic 'Nonprofit careers'

Author: Grafiati
Published: 25 July 2024
Last updated: 31 July 2024

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Journal articles on the topic "Nonprofit careers"

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Bright, Leonard. "Is Public Service Motivation a Better Explanation of Nonprofit Career Preferences Than Government Career Preferences?" Public Personnel Management 45, no. 4 (December 2016): 405–24. http://dx.doi.org/10.1177/0091026016676093.

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Public service motivation (PSM) is a multifaceted theory that explains, among other things, the career preferences of individuals. Some have suggested that PSM is not inherently government specific and thus is also a meaningful characteristic of individuals who are employed in the nonprofit sector. This study sought to add to this body of research by exploring the relationship that PSM has to nonprofit and government career preferences, while controlling for the influences of age, gender, minority status, and work experience. The findings of this study demonstrated that individuals with high levels of PSM preferred nonprofit careers over government careers. However, the gender of the respondents was found to be the most important predictor of career preferences when compared with PSM. The implications of these findings to the field of public administration and management are discussed.
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Nelson, Erin. "They Pay People to Work Here? The Role of Volunteering on Nonprofit Career Awareness and Interest." Journal of Public and Nonprofit Affairs 4, no. 3 (December 1, 2018): 329. http://dx.doi.org/10.20899/jpna.4.3.329-349.

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Individuals have several possible points of introduction into the nonprofit sector, including parental socialization, volunteering, and academic engagement. However, little is known in regard to how individuals learn about the nonprofit sector as a place of employment and become interested in nonprofit careers. Individuals are often exposed to nonprofit “work” for the first time as a volunteer. This research examines the particular experiences nonprofit employees had prior to their entry into the sector that may have influenced their selection of a nonprofit career. Results of this mixed-methods inquiry indicate that volunteering is an important conduit, as it allows people to see that paid employment exists in the nonprofit sector and allows them to better understand the various career options and career trajectories available to them. Finally, this paper discusses the practical implications for nonprofit practitioners and academic advisors, and their roles in connecting service to career.
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Ng, Eddy S., and Jasmine McGinnis Johnson. "Game of Loans: The Relationship Between Education Debt, Social Responsibility Concerns, and Making a Career Choice in the Public, Private, and Nonprofit Sectors." Nonprofit and Voluntary Sector Quarterly 49, no. 2 (August 24, 2019): 292–315. http://dx.doi.org/10.1177/0899764019867773.

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The public and nonprofit sectors generally pay less than the private sector, and individuals are willing to forgo higher salaries in exchange for greater intrinsic satisfaction derived from making a contribution to society. However, personal financial considerations, such as education debt, may discourage individuals from pursuing careers in lower paying sectors even if they are predisposed to public service motivation (PSM). We surveyed a sample of graduating students to investigate if (a) education debt discourages students from pursuing lower paying public or nonprofit careers and (b) whether PSM overrides the considerations students might make about entering lower paying sectors as their education debt rises. First, we find that education debt has a marginal effect on initially selecting private over public and nonprofit careers. Rising education debt may discourage students from public sector careers after controlling for PSM. We also find that rising education debt may discourage students from nonprofit careers even with high levels of PSM. The present study enhances our understanding of how financial considerations, in the form of education debt, may influence a student’s initial choice in pursuing public, private, and nonprofit careers.
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Klaue, Yvonne. "Get that next job—how to break out of the postdoc trap." Molecular Biology of the Cell 26, no. 21 (November 2015): 3700–3703. http://dx.doi.org/10.1091/mbc.e15-05-0264.

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In the past, the majority of graduate students and postdoctoral researchers were focused on careers in academia. Times have changed, and many are now considering careers outside of academia and are aware of numerous exciting career opportunities in industry and nonprofit and government organizations. However, although it is easy to find resources about academic careers, the same cannot be said for positions outside the ivory tower. Here, on the basis of my experience as a scientist and as someone who works with graduate students and postdocs to help them enter nonacademic career paths, I provide a perspective on career development and how to find a job.
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Suarez, David F. "Street Credentials and Management Backgrounds: Careers of Nonprofit Executives in an Evolving Sector." Nonprofit and Voluntary Sector Quarterly 39, no. 4 (December 9, 2009): 696–716. http://dx.doi.org/10.1177/0899764009350370.

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The nonprofit sector is confronting a potential leadership deficit and mounting pressures to become more efficient and businesslike. To begin to assess how these tensions influence pathways to leadership, this study investigates the professional backgrounds and nonprofit experience of leaders in the sector. Analysis demonstrates that some leaders have management credentials and management experience, but many advance in the nonprofit sector through substantive experience alone. Even though some nonprofit executives have spent most of their careers in the public sector or the business sector, the study also demonstrates that a nonprofit ethic matters a great deal for leadership. These findings suggest that substantive experience and dedication to the nonprofit sector constitute primary pathways to leadership in the sector, raising many questions about the role of management expertise and the evolution of leadership in the sector.
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Thorp, H. Holden. "Proudly nonprofit." Science 381, no. 6665 (September 29, 2023): 1377. http://dx.doi.org/10.1126/science.adk9900.

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S cience is fortunate that so many authors seek to publish with us. We shoulder enormous responsibility from both our outsized influence on research across many fields and from the journal's impact on the careers of scientists who publish in our pages. Although there can be some cynicism about the role of highly selective “glam journals,” we understand why we are part of conversations that sometimes center around “CNS” ( Cell , Nature , Science ) periodicals. All three have considerable importance and prominence in the scientific community. But there is a major difference that often gets lost. Whereas Cell and Nature generate revenue for their parent for-profit companies, Elsevier and Springer Nature, Science is published by a nonprofit organization, the American Association for the Advancement of Science (AAAS), and produces no revenue for shareholders. We don't get the word out about this distinction frequently or overtly enough. It's an important contrast because decisions that we make at Science and AAAS are driven by putting scientists ahead of profit.
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Kappel, Ellen. "In Pursuit of Knowledge About Careers Outside of Academia." Oceanography 37, no. 1 (2024): 5. http://dx.doi.org/10.5670/oceanog.2024.239.

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By all accounts, ocean sciences graduate students are very interested in learning about jobs options outside of academia—jobs that are frequently but unfortunately called “alternate careers.” Students often lack access to information about such jobs in their current academic surroundings, but their curiosity about them was evident in the standing-room-only crowds at the 2024 Ocean Sciences Meeting career panels and CV writing workshops. It is also notable in the popularity of Oceanography’s career profiles column (https://tos.org/career-profiles), now in its fifteenth year. These profiles display the breadth of job opportunities for ocean scientists in government, industry, and the nonprofit sector. The number of career profiles published online and in hard copies of Oceanography quietly passed the 100 mark in late 2023. Recognizing students’ need for career information, professional societies—and many university departments—have been organizing activities to help fill this knowledge gap and enable students to make connections with scientists who have pursued careers outside of academia.
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Coen, David, and Matia Vannoni. "Where Are the Revolving Doors in Brussels? Sector Switching and Career Progression in EU Business–Government Affairs." American Review of Public Administration 50, no. 1 (July 9, 2019): 3–17. http://dx.doi.org/10.1177/0275074019861360.

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By applying event history analysis to a unique large sample of more than 300 government affairs managers working for companies active in the European Union (EU), this article investigates whether managers with work experience in the public or nonprofit sector are more likely to progress in their career in their current company and whether career progression depends on when that experience takes place. The findings suggest that managers with experience in the public and nonprofit sector are less likely to progress in their careers. This effect becomes stronger when the stage of the career at which the manager had experience in the public sector is taken into consideration. These findings are contrary to the expectations from the public and private management literature and suggest that we should see less revolving door activity in Brussels. We propose that these findings are driven by the distinct EU public policy process and the variance in individual and organizational incentives in the EU public sector.
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Kuenzi, Kerry, and Amanda J. Stewart. "An Exploratory Study of the Nonprofit Executive Factor: Linking Nonprofit Financial Performance and Executive Careers." Journal of Nonprofit Education and Leadership 7, no. 4 (2017): 306–24. http://dx.doi.org/10.18666/jnel-2017-v7-i4-8456.

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Tuttle. "Considering Careers in International Nonprofit, Nongovernmental, and Related Private Sectors." Journal of Eastern Mediterranean Archaeology & Heritage Studies 3, no. 3 (2015): 258. http://dx.doi.org/10.5325/jeasmedarcherstu.3.3.0258.

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Dissertations / Theses on the topic "Nonprofit careers"

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Garbe, Emmanuelle. "La construction des carrières dans une perspective agence/structure : une étude de la construction des carrières humanitaires dans le cadre de la professionnalisation du secteur nonprofit." Thesis, Paris 10, 2015. http://www.theses.fr/2015PA100153.

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La théorie des carrières présente la carrière comme un phénomène socialement construit encadré par des normes d’ordre pratique et des représentations symboliques. Peu de travaux cependant ont cherché à comprendre comment ces normes et ces représentations étaient construites. Notre thèse propose de répondre à cette question en étudiant le processus de construction des carrières. Considérant la carrière dans une logique de dualité, elle étudie plus particulièrement les rôles de l’action individuelle et de la structure sociale dans la construction des règles et des représentations encadrant les carrières. Pour ce faire, elle mobilise le cadre théorique des scripts de carrière et le cadre empirique du secteur humanitaire, où les règles et les représentations de la carrière sont en cours de définition. Notre thèse montre que les systèmes de règles et les représentations des carrières humanitaires sont encapsulés au sein de trois scripts de carrière humanitaire et met en évidence comment les travailleurs humanitaires et les ONG, engagés dans une relation d’influence mutuelle, participent au développement et aux changements de ces scripts. Notre thèse retrace ainsi le processus de construction des carrières humanitaires jusqu’à aujourd’hui et met en évidence les enjeux relatifs à la poursuite de ce processus dans le futur
Career theory presents careers as a social phenomenon based on norms and symbolic representations. Few papers have, however, questioned how these norms and representations are built. The aim of this thesis is to answer this question by studying the process of career construction. Arguing for career duality, we propose to understand career construction, and the norms and representations on which they are based as the result of an interplay between individual action and social structure. The thesis is based on a particular theoretical framework, the career script concept and on a particular empirical framework, the humanitarian sector, where career rules and representations are still emerging. We suggest that humanitarian careers rules and representations are encapsulated within three humanitarian career scripts and shows that humanitarian workers and NGOs influence the development of these scripts through a recursive relationship. This thesis analyses the current humanitarian career construction process and highlights some challenges that may affect the continuation of this process
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Steinbereithner, Martin A. "Career success in not for profit organizations." Mering ; München Hampp, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2860423&prov=M&dokv̲ar=1&doke̲xt=htm.

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Bell, JahKiya S. "Exploring the Career Experiences and Leadership Perceptions of Nonprofit Executives in Central Florida: A Mixed-Methods Study." Thesis, NSUWorks, 2016. https://nsuworks.nova.edu/fse_etd/72.

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Exploring the Career Experiences and Leadership Perceptions of Nonprofit Executives in Central Florida: A Mixed-Methods Study. JahKiya S. Bell, 2016: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler College of Education. Key Words: nonprofit organizations, leadership effectiveness, leadership qualities, administrator characteristics. This applied dissertation was designed to explore the professional and leadership development thoughts and experiences of nonprofit administrators in the Central Florida region. Administrators play a significant role for in ensuring the sustainability and success of nonprofit organizations. Administrators must possess the knowledge, skills, and attitudes that will allow them to lead their organization to accomplish goals while securing necessary funding from diversified sources. In Central Florida—defined in this study as Orange, Osceola, and Seminole Counties—as of 2012 there were 1,485 health and human services nonprofit organizations in the region, which is 42% increase in the number of nonprofit organizations in the past ten years. An increase in the number of nonprofit organizations is indicative of an increase in competition for available funds. The problem addressed by this research was that while research is available about general leadership practices and the knowledge and skills necessary to become a leader, there was a lack of knowledge regarding the specific experiences of nonprofit administrators in Central Florida. This study collected and discussed the academic and professional credentials held by participating nonprofit administrators and leaders in the Central Florida, as well as reviewed these leaders’ perspectives on the knowledge, skills, and leadership practices required to lead a nonprofit organization.
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Lesch, Vincent Benvoglio [Verfasser], and Gabriele [Akademischer Betreuer] Vogt. "Nonprofit Education in Japan : NPO–led Career Guidance at Metropolitan Senior High Schools / Vincent Benvoglio Lesch ; Betreuer: Gabriele Vogt." Hamburg : Staats- und Universitätsbibliothek Hamburg, 2020. http://d-nb.info/1214811833/34.

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Denrell, Jerker. "Essays on the economic effects of vanity and career concerns." Doctoral thesis, Handelshögskolan i Stockholm, Institute of International Business (IIB), 1998. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-1376.

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Frear, Susan W. "A Construct Validity Analysis of the Work Perceptions Profile Data." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc799499/.

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As work environments become more complex and demanding, organizations are becoming more interested in measuring the impact of their human resource development programs and initiatives. With this increased attention on data and measurement, human resource professionals have been encouraged to utilize data collection and data analysis techniques to make more objective and rationale human capital decisions and to verify business impact. As a result, the human resource profession has seen a significant increase in the use of surveys to measure anything from training effectiveness to the efficacy of recruitment procedures. The increase in the use of survey instruments requires that more focused attention is placed on the reliability and validity of data from any instrument used to make important human resource and business decisions. One instrument that is currently being used to measure career plateaus and job fit is the Work Perceptions Profile. The purpose of this research study was to conduct a construct validity analysis of the Work Perceptions Profile data and to determine the factor structure of data from its items. The data in this analysis supported a two-factor model structure with the first factor measuring Work Characteristics and a second factor measuring Performance. The results of this analysis will be helpful in exploring further how employees perceive their work place, their careers and their relationships with others within the organization.
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Woolf, Burton Israel. "What's So Different About Making a Difference?! Transforming the Discourse of Worklife and Career." 2011. https://scholarworks.umass.edu/open_access_dissertations/493.

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This phenomenological study explores the lived experiences of five individuals who shifted their work and career from the business world to the nonprofit service sector. Through in-depth personal accounts, I show how the research participants made sense of "work" and "career" as they moved through, and after they completed the transition out of the business setting; and the degree to which their subjective experiences in the nonprofit work environment transformed their prior perspectives on "work life" and "career" that had been shaped by their experiences in the business world. According to the literature of subjective career development (how people shape their personal identity through their work over a lifetime) and transformative learning (how people change their worldview perspective to accommodate significant changes in their life circumstances), people who shift from business careers to nonprofit jobs are likely to be confounded by certain realities in the nonprofit world that cannot be readily understood or explained through past experience in the business workplace. The real-life personal stories of five such career shifters manifest clear differences in the "discourse of work and career" across the two sectors, resulting in an apparent disorienting paradox between the profit-driven "business mindset" (where the fundamental motivation is survival of the enterprise and objective personal advancement) and the mission-driven "nonprofit worldview" (where the fundamental motivation is service for a better world and subjective personal meaning-making). An analysis of these paradoxes of discourse suggests that the mission-driven nonprofit discourse ("we work for a better world") offers a valuable and constructive counterpoint to the more dominant enterprise-driven business discourse ("we work to sustain the company") that pervades the organizational landscape of our society. The implications of these findings as reviewed in the last chapter are significant for policy, practice and research in both nonprofit management and business organizational development. The work concludes with the suggestion that the nonprofit mindset opens the possibility for re-orienting one's "career" to a life-long process of self-actualization, where one works to find meaning and purpose through making a difference toward improving quality of life for a better world.
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Haley-Lock, Anna. "Advancing in one's calling : the roles of internal labor markets and social capital in human services career plateauing /." 2003. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:3108081.

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Ta-Cheng, Hsiao, and 蕭大正. "A Study on Job Responsibility, Autonomy and Career Development of!R&D Professionals in Nonprofit Research Institutes in Taiwan." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/20524015888175802445.

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博士
國立中山大學
企業管理研究所
86
The ROC government decided to strengthen national competitiveness and to construct ''Asia-Pacific Regional Operations Center''(APROC) in order to develop Taiwan into a ''Technology Island.'' Under such circumstances, technological R&D attracted more attention than before. According to an investigation on R&D management in Taiwanese enterprises,human resource management of R&D did play an important role in all industries. This study explores mainly the related issues on management of technology R&D personnel. The research flow is divided into two phases. First, we pursue an investigation on professionals of six representative R&D institutions in Taiwan in order to discover the real situations about R&D professionals in work content, treatment, environment and career planning. Second, we make an intensive research on ''Industrial Technology Research Institute''(ITRI) in order to discuss the relationship among dual ladder system, job responsibility, job autonomy and career development. According tothe discussion reflecting both statistical results and interview data, the following conclusions about job responsibility, autonomy and career development were drawn:1. There is significant positive relationship between strategic autonomy and operational autonomy.2. The R&D personnel who hold managerial positions did assume more managerial responsibility than those who hold non-managerial ones. 3. Managerial responsibility has a considerable influence on job autonomy, whereas the professional responsibility has little influence on job autonomy. 4. Both strategic autonomy and operational autonomy increase as career advances. 5. Managerial responsibility increases as career advances, whereas the professional responsibility has no marked change.6. The reason causing career plateau varies widely from one career stage to another. The management apex of R&D institutions should employ reasonable means to deal with those situations.7. To analyze the career satisfaction of R&D personnel, we found that: (1) the factors with a marked effect to raise ''professional orientation index'' are ''higher operational autonomy,'' ''higher managerial responsibility'' and ''lower project orientation.'' (2) the factors with a marked effect to raise ''advance in status index'' are ''higher project orientation,'' ''higher strategic autonomy,'' ''more work content of sponsor stage'' and ''lower professional responsibility.''
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Logan, Angela R. "The Dilemmas of Bringing Your Culture With You: The Career Advancement Challenges of African-American Women Foundation Executives." Thesis, 2014. http://hdl.handle.net/1805/6461.

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Indiana University-Purdue University Indianapolis (IUPUI)
Grounded in leadership, cultural, communication, and gender studies, this dissertation investigates the challenges African-American women executives in the philanthropic foundation sector faced as they strive to have their culture legitimated within the culture of the workplace. Through the use of case study methodology, I examined the experiences of participants by conducting oral history interviews that traced their critical path to leadership. I also incorporated my own experiences in the field to further explore the connections between race, gender, and leadership styles in philanthropic organizations. The interviews and my own auto-ethnographic research explored the possible consequences of black executive women in the foundation world not being able to share aspects of their cultural lives in workplace networks and the impact of the critical exclusion of who they really are as whole human beings on the quality of their careers. An analysis of data collected from the interviews revealed key factors critical to the success of study participants. First was the presence of familial or close adults actively engaged in philanthropic activity during the participants’ formative years. Second was a strong influence of a faith tradition. Additionally, the date revealed that participants’ involvement in outside leadership roles, often tied to their racial and gender identities, were not capitalized on by employers. This study achieved several key outcomes. First, it afforded participants an opportunity to develop the personal satisfaction of expanding the body of knowledge related to leadership development within the philanthropic foundation sector. Additionally, by sharing their stories, these individuals were able to develop or strengthen mentorship relationships. Lastly, this study has the potential of being of significant benefit to the greater philanthropic foundation sector, since it worked towards the expansion of the body of knowledge specific to the issues of gender and cultural differences within the foundation sector.
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Books on the topic "Nonprofit careers"

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Krannich, Ronald L. Jobs and careers with nonprofit organizations: Profitable opportunities with nonprofits. Manassas Park, VA: Impact Publications, 1996.

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Krannich, Ronald L. Jobs and careers with nonprofit organizations: Profitable opportunities with nonprofits. 2nd ed. Manassas Park, VA: Impact Publications, 1999.

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William, Lewis. Profitable careers in nonprofit. New York: Wiley, 1987.

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Research, Institute for Career. Careers in nonprofit organization management. [Chicago, Ill.]: Institute for Career Research, 2008.

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Paradis, Adrian A. Opportunities in nonprofit organization careers. Lincolnwood, Ill: VGM Career Horizons, 1994.

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Inc, ebrary, ed. Careers in nonprofit and government agencies. 2nd ed. San Francisco, CA: WetFeet, Inc., 2008.

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(Firm), WetFeet, ed. Careers in nonprofits & government agencies. 2nd ed. San Francisco, CA: WetFeet, Inc., 2005.

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Cohen, Lilly. Careers for dreamers & doers: A guide to management careers in the nonprofit sector. New York, NY: Foundation Center, 1989.

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Joiner, Steven. The idealist guide to nonprofit careers for sector switchers. Atlanta: Hundreds of Heads Books, 2008.

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Joiner, Steven. The idealist guide to nonprofit careers for sector switchers. Atlanta: Hundreds of Heads Books, 2010.

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Book chapters on the topic "Nonprofit careers"

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Gordon Biddle, Kimberly A., Aletha M. Harven, and Cynthia Hudley. "Nonprofit Organizations." In Careers in Child and Adolescent Development, 76–85. New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9780203705216-8.

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Tice, Karin E. "Engaging Anthropology in the Nonprofit Sector." In Careers in Anthropology Profiles of Practitioner Anthropologists, 31–33. Oxford, UK: Blackwell Publishing Ltd., 2009. http://dx.doi.org/10.1002/9781444307153.ch8.

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Putman, Paul G. "The Nonprofit Sector." In Career Pathways in Adult Education, 164–73. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781003259602-20.

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Rambo, Anne. "About Private Nonprofit Agencies." In The Marriage and Family Therapy Career Guide, 13–23. New York, NY: Routledge, 2016. Includes bibliographical references and index.: Routledge, 2016. http://dx.doi.org/10.4324/9781315723044-3.

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Xie, Ming, and Minghui Pang. "Gender and career development in nonprofit organizations." In Asian Women Leadership, 159–72. First edition. | Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9780429025815-11.

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Stein, Tobie S. "Culture Change and Career Transition." In Workforce Transitions from the Profit to the Nonprofit Sector, 9–42. Boston, MA: Springer US, 2002. http://dx.doi.org/10.1007/978-1-4615-0573-0_2.

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Patterson-Kane, Emily. "Pick Your Own Adventure, Finding a Career in the Nonprofit World." In Career Paths in Human-Animal Interaction for Social and Behavioral Scientists, 134–35. New York, NY : Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9780429347283-49.

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Ehlers, Ulf-Daniel, and Laura Eigbrecht. "“If You Really Want to Change the World, the Smartest Way to do so is Through Education”." In Creating the University of the Future, 201–14. Wiesbaden: Springer Fachmedien Wiesbaden, 2024. http://dx.doi.org/10.1007/978-3-658-42948-5_10.

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AbstractAngela Duckworth (Fig. 10.1) is the Rosa Lee and Egbert Chang Professor of Psychology at the University of Pennsylvania and the founder of Character Lab, a nonprofit that advances scientific insights to help kids thrive. Before her research career, Angela Duckworth was a math and science teacher at public schools, founding her passion for education. With one of the most-viewed TED talks of all time and the bestselling book Grit: The Power of Passion and Perseverance as well as as a podcast host, Angela Duckworth shares her research to a broader audience. In this conversation, we discuss the concepts of Future Skills and character strengths and what they can contribute to shape the future of education.
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Stewart, Amanda J., and Ryne A. Crout Jones. "Careers and preparation." In Elgar Encyclopedia of Nonprofit Management, Leadership and Governance, 68–71. Edward Elgar Publishing, 2023. http://dx.doi.org/10.4337/9781800880092.ch22.

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Nadel, Meryl. "Recruitment to the Profession." In Not Just Play, 134–48. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190496548.003.0011.

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“Recruitment to the Profession” discusses the key role that nonprofit camps have long played in the recruitment of new social workers. Early efforts were uneven and uncoordinated. During the 1950s and 1960s, shortages in the field impelled recruitment efforts, culminating in the National Commission for Social Work Careers and its recruitment committees. One such committee and its Summer Experience in Social Work Program are detailed. Camps provided paid summer jobs, supervision, a seminar class, and a final two-day workshop, all with the goal of testing interest in and potential for social work. Social Work Seminar, the recruitment program of Camp Wel-Met, is described. The camp experience along with social work values conveyed by camp staff often inspire or confirm a decision to enter the profession. The chapter concludes with reminiscences from social workers about camp experiences and their choice of social work as a career.
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Conference papers on the topic "Nonprofit careers"

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Bukhari, Hatim. "Career Incentives of Nonprofit Sector: Case of Religious Tourism Sector in Saudi Arabia." In 14th International Conference on Industrial Engineering and Operations Management. Michigan, USA: IEOM Society International, 2024. http://dx.doi.org/10.46254/an14.20240558.

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Dubyoski, Jodi. "Putting Participation into Practice: Strategies for Evolving Architecture." In Schools of Thought Conference. University of Oklahoma, 2020. http://dx.doi.org/10.15763/11244/335072.

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For decades, schools of architecture have included hands-on education in their curricula in the form of design-build studios; often these studio experiences are guided by a social mission and employ participatory methods. In other cases, university community design centers provide opportunities for students to engage with community members on real-world projects. My own academic experience (which was far from unusual) involved the former, beginning with a summer studio focused on asset-based community development and participatory engagement framed within a design-build experience that launched me on a career-long path. Being confronted with a profession that conducts business as usual while academia is grooming a generation of socially responsible architects is jarring for new graduates . Today’s professionals approaching mid-career are unsatisfied with outdated business models that do not address contemporary concerns about social impact. Barriers to participatory engagement in practice include hourly billing that discourages clients from commissioning non-mandatory stakeholder engagement, as well as a culture of pro-bono work that ultimately accelerates burnout and devalues professional services. New ways of thinking require new ways of doing business. Today’s practitioners are seeking more sustainable methods of integrating the participatory strategies they employed in academia into contemporary practice. Drawing on extensive research conducted on the history of community design during my Master of Architecture, and using illustrations from my own path—from a student during the post-Katrina era to owning a community design practice—I propose strategies for challenging current models of practice. Specifically, I demonstrate how my current work with private landowners and nonprofit economic development groups incorporates participatory methods learned during my academic experience, borrowing from an interdisciplinary range of sources, including anthropology, sociology, and planning, as well as others who are disrupting the status quo of delivering creative services.
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Reports on the topic "Nonprofit careers"

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Carney, Megan, Julie Gilbertsen, Kristine Andrews, and Shantai Peckoo. Productive Nonprofit Partnership Holds Lessons for College and Career Readiness Programs. Child Trends, Inc., December 2022. http://dx.doi.org/10.56417/5844n9604v.

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2

Gaining ground? Analysis of the gender-related policies and practices of 201 global organisations active in health. Global Health 50/50, 2024. http://dx.doi.org/10.56649/ovwl4422.

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The 2024 GH5050 Report takes an in-depth look at gender equality and diversity within global health leadership, examining changes over time. For the first time, the Report also explores the differences between the nonprofit and for-profit sectors. Drawing on seven years of annual assessments, the Report finds that while some progress has been made, significant and alarming gaps remain, especially in diversity in leadership and pay equity. Examining who holds positions of authority provides a clear reflection of the progress organisations are making in advancing equity in career opportunities, decision-making, and power distribution.
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