A profile of personnel who work with retired volunteers at a service centre for elderly persons

This article focuses on a profile of personnel who work with retired volunteers. The data was sourced by using two standardised measuring instrument, interviews, focus groups and observation. The Leadership Qualities Inventory (LQI-S) was used as one standardised measuring instrument. The following elements were measured namely leadership, people-oriented, task-oriented and self-oriented qualities. The Neethling Brain Instrument (NBI) was used as a second standardised instrument. This instru- ment measured the subconscious’ preferences in four quadrants namely analytical (L1), systematic (L2), emotional (R2) and holistic (R1). From the data an empowerment programme was developed for personnel involved at service centres for elderly persons.

The Contents of an Empowering Programme for Staff Working With Retired Volunteers

This article focuses on the development and content of an empowerment programme for staff members at a service centre. An empowerment programme for staffworking with retired volunteers can bring about better knowledge and understanding of elderly persons. This can lead to the target group being ideally managed and understood. The personnel work and interact on a daily basis with retired volunteers. The empowering programme includes matters such as the life circumstances of retired volunteers, the value that retired volunteers have, for the functioning of the service centre, the reasons for utilising retired volunteers, what volunteers expect of staff members, and the motivation of retired volunteers to be involved in the various activities of a service centre for the elderly to benefit the staff members themselves. By presenting and evaluating the empowerment programme, staff members will be able to become functional units in utilising elderly volunteers to the fullest possible in order to benefit the staff members, the retired volunteers, and the community at large.