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VOLUNTEERISM
IN ISLAAM
Assalaamu
alaikum. This article covers: misconceptions about volunteerism among Muslims,
how should volunteers conduct themselves, causes for volunteers’ frustration
and their solutions, how should Islaamic institutions manage: (a) Their entire
volunteer interface (b) The mobilization and utilization of volunteers; and -
New Initiatives in Managing Volunteers 1. Definition of volunteering / volunteerism 2. Need for this talk / presentation / article 4. Volunteerism vis-ą-vis “social service” and “charity” in
Islaam 6. Where do volunteers fit in the picture?
b. What do volunteers get in return? 10.
Misconceptions about
volunteerism among Muslims 12.
How should volunteers conduct
themselves? 13.
Causes for volunteers’
frustration and their solutions 14.
How should Islaamic institutions manage: (i)
Their entire volunteer interface? (ii)
The mobilization and utilization of volunteers? (iii)
New Initiatives in
Managing Volunteers ‘Volunteerism’
in non-theological settings means:
The commitment of time and energy
for the benefit of society and the community undertaken freely by choice without
concern for financial gain. Volunteerism in
IslAam:
In an
Islaamic setting or context,
‘volunteerism’ is the offer of time, energy, efforts, skills, talent and
knowledge for the sake of gaining Allaah’s pleasure and for the purpose of
promotion of Allaah’s Deen and /or the betterment of the Muslim Ummah, without
any motive what so ever of earning wealth, fame or recognition through this. 2.
NEED FOR THIS ARTICLE /
TALK:
(i)
Negligence and ignorance about volunteerism amongst some
present-day Muslims makes it important for us to refocus and rethink on this
subject. (ii)
People who volunteer have to attend to increased personal and
professional demands in their private lives, and also have to respond to an
increasingly complex environment. Much is expected from volunteers by their
institutions. Volunteers’ time has become an increasingly precious resource.
This resource needs to be effectively managed. Hence, more attention needs to be
given to understanding the nature of volunteer service and its implications. (iii)
There is a strong need for developing and implementing
innovative ways of mobilizing, organizing and managing volunteers. While
volunteers are a valuable resource and contribute much, every institution that
involves or engages volunteers needs to examine afresh, from time to time, its
beliefs regarding volunteers as a resource, and also its systems and procedures
for management of volunteers. On the basis of this examination and
introspection, it may want to introduce certain aspects of organizational
development for voluntary service. (iv)
There is an increasing interest in this field worldwide.
Organizations are keen to learn from each other’s experiences regarding: What
makes people volunteer? What criteria should be used to choose volunteers? What
can be done to retain volunteers? i)
Association of Volunteer Administration, U.K. ii)
Journal of Volunteer Administration, U.K. iii)
National Conferences on Volunteerism in western countries. iv)
In USA, Canada and some parts of Europe, community service as
volunteers is mandatory for students who desire admission to post graduate
courses. v)
Governments provide more and more funds to volunteer
organizations. vi)
Web
sites: www.volunteering.org.uk
and www.energizeinc.com vii)
Many books on the subject recently published in the West. 3. HISTORY OF VOLUNTEERING
(a) In the beginning there were volunteers only in the field of human
services and ‘not-for- profit’ activities. For example we have had social
workers, teachers, nurses, fire fighters, priests, police officers and health
care workers. However, as the need for these services increased, longer hours
and greater commitments were required from volunteers. Full time human resources
were required. Hence staff were employed because full-time volunteers are rare. (b) In
Islaam, there has always been “Volunteerism” and there
have always been volunteers – those involved in governing and managing
charitable trusts, orphanages, guest houses for way-farers and travelers,
Da’wah and Islaah institutions, those participating in an organized struggle
to wipe out evil or to stop or prevent aggression, oppression and mischief on
earth, etc. 4. DISTINCTION BETWEEN SOCIAL SERVICE, CHARITY AND VOLUNTEERISM IN ISLAAM In
Islaam, every kind of service is
charity or ‘Sadaqaah’. Some of the various types and forms of ‘Social
Service’ (‘khidmat-e-khalq') or ‘Sadaqaah’ / charity in Islaam are: š Da’wah is the best social service (Glorious Qur’an: 9: 18 –22) š Religious instructions š Orphanages š Guest houses for wayfarers and travelers š Education – literacy programs š Employment services š Hospitals and Health care š Care for the environment and the ecology. š Slum rehabilitation - helping the destitute and under
privileged š Relief work š
Settling disputes – arbitration š Building Masaajid. Service
to humanity and quality of life is given great significance in non-Islaamic
settings for volunteerism. “Service was their religion” – this is just one
example of the several exaggerated statements made about prominent social
workers. Such exaggerations create imbalance. Muslims need to have a correct
perspective, by checking and keeping in mind those matters to which Allaah gives
priority.
In
Islaamic settings, volunteering
includes quality of life here in this world and also quality of life in the
hereafter. (Glorious Qur’an: 2: 83). Hazrat Jabir bin Abdullah narrates
that the Prophet (pbuh) had said: Hazrat Abu Huraira
narrates that the prophet has said: In another narration of
Hazrat Abu Hurairah, it is further explained: Hazrat Abu Huraira
narrates that the Prophet had said: The most memorable
hadeeth Qudsi that comes to mind regarding volunteerism is this:
On the authority of Abu
Hurayrah (may Allah be pleased with him), who said that the Messenger of Allaah
(PBUH) said: Allaah (mighty and sublime be He) will say on the Day of
Resurrection: O son of Adam, I fell
ill and you visited Me not. He will say: O Lord, and how should I visit You when
You are the Lord of the worlds? He will say: Did you not know that My servant So-and-so had fallen ill and you visited him not? Did you not know that had you visited him you would have found Me with him? O son of Adam, I asked you for food and you fed Me not. He will say: O Lord, and how should I feed You when You are the Lord of the worlds? He will say: Did you not know that My servant So-and-so asked you for food and you fed him not? Did you not know that had you fed him you would surely have found that (the reward for doing so) with Me? O
son of Adam, I asked you to give Me to drink and you gave Me not to drink. He
will say: O Lord, how should I give You to drink when You are the Lord of the
worlds? He will say: My servant So-and-so asked you to give him to drink and you
gave him not to drink. Had you given him to drink you would have surely found
that with Me. Volunteering and social
service are a part of the larger concept of worship or ‘Ibaadah’ in Islaam.
“I have only created Jinns and men, that they may do my Ibaadah (obey, serve
and worship Me).” (Glorious Qur’an: 51:56) 5. NEED FOR VOLUNTEERS
6. WHERE DO VOLUNTEERS FIT
IN?
For an institution
involved in provision of human services (a not-for-profit institution), it is
difficult to work only with volunteers, and at the same time it is difficult for
it to work only with staff. Hence, ideally, a combination of staff and
volunteers is required. 7.
ROLES OF VOLUNTEERS
Volunteers can play a
variety of roles in an institution. However, care should be taken to match the
skills, profile and motivation of the volunteer with the role assigned to him.
i) Governance - Trustees, board members.
ii) Management - Managing, executive and supervisory roles. iii)
The doers and implementers - Grass root level volunteers performing iv)
Panel approach - Panel of volunteers consisting of
specialists, 8.
TIME COMMITMENT
The time commitment
required may span over a period of time for some months or years, or may vary
from project to project, or programme to programme. 9 a. WHY DO PEOPLE
VOLUNTEER?
FOR: Altruistic
reasons: They have a strong
mission to serve and wish to make a difference. Egoistic personal
reasons: For their own
professional and personal development. For gaining valuable experience of
volunteer activity and contribution in order to mention this on their resume.
They may also want to feel good and useful to society. Social needs:
Some like interaction with others and wish to make friends. 9 b.
WHAT DO
VOLUNTEERS GAIN IN RETURN? In
Islaamic settings, the
sole motive that Muslim volunteers have is that of wanting to earn Allaah’s
pleasure, blessings and the expectation of His rewards in the Hereafter. All great acts lose
their significance, if they are motivated by any desire (fame, wealth,
reputation, image, etc.) – by any desire other than the pleasure of Allaah. Not
only would these great acts of service to humanity be reduced to nothing on the
Day of Judgment but also such impure intentions will invite the wrath of Allaah
(swt). Hypocrisy kills sincerity and destroys rewards. In
non-Islaamic settings, volunteers look for and seek: § New experience and skills § Making new contacts; networking;
meeting new people and making friends. § Development of one’s self and
personality § Inner satisfaction of helping and
making a difference § Recognition as volunteers:
certificates of experience as volunteers; awards for “outstanding volunteer of
year”, etc. [TOP]
10.
MISCONCEPTIONS
ABOUT VOLUNTEERISM AMONG SOME MUSLIMS Many Muslims have one or
more of the following misconceptions about volunteerism in Islaam: (i) It is optional and secondary, if and when there is no other activity to
do. (iii) It need not be serious business, committed or professional in approach.
One may behave in an amateurish manner and haphazard work is all right. 11.
WHO SHOULD VOLUNTEER? All Muslims. Why? For
the sake of Allaah’s pleasure. To better the state of the Ummah and to promote
His Deen. (i)
What to offer? Time, Energy, Efforts, Skills, Talent, Knowledge, Money. (ii)
How? Seek opportunities; do not wait for them. Be proactive; be sensitive. Reach
out. (iii)
How often? As much as you can, but maintain a balance. Islaam is the religion of
moderation, balance and of “the middle way”. But never completely stop
volunteering. 12.
HOW SHOULD
ISLAMIC VOLUNTEERS CONDUCT THEMSELVES? Some of the qualities
required in volunteers are: (I) Purity of intention: fee sabi
Lillaah - in the way of Allaah. (ii) No bragging or boasting (iii) No throwing around one’s weight. (iv)
No feeling or statement of “I did it free, you are paid”. (v) No running after title, position, etc. (vi) No canvassing or electioneering for position. (vii) Do not take up volunteer positions when you are not suitable, not
competent, not qualified and other suitable people are available and willing.
And once you take up and accept a volunteer position for which you are suited,
please fulfill all commitments. Much more has been
written on this topic in books on guidelines for Islaamic workers and
‘Tazkiatun-nafs’ (purification of soul). 13.
CAUSES FOR
VOLUNTEERS’ FRUSTRATION AND THEIR SOLUTIONS §
Lack of support from the
institution, organization or from leaders §
Lack of prior exposure, briefing
and training §
Over-utilization and consequent
burnout §
Mis-utilization §
Under-utilization §
Lengthy meetings §
Lack of feedback or review §
Inadequate planning §
No one person identified as person
responsible for all volunteers §
No on-going interactions; absence
of fruitful and brief meetings. §
No on-going identification of work
suitable for volunteers. §
In over-populated cities – lack
of space in premises to sit, meet, talk, plan, share ideas and work together. Volunteers’
expectations not being fulfilled or met leads to volunteer frustration. But in
spite of this, volunteers for Islaam should persevere and strive continuously.
We
should first ask ourselves whether we are only doing lip-service or is it that
we really believe that: -
Volunteers are an essential part of the organization -
Volunteers play an important role -
Volunteers are a powerful force for community service, change and development. There
is a strong need to professionally manage the way volunteers are mobilized and
managed in Islaamic institutions. For this purpose, good Volunteer Management
policies, practices and procedures need to be formulated and adapted for the
purpose of professional management of volunteers so that our Islaamic centers:
We
need to: § Ensure that the
Islaamic center is
volunteer-friendly. §
Proactively manage all aspects of
interface with volunteers. §
Have the best image to attract the
best volunteers. §
Effectively utilize and maximize
the contributions of Volunteers. §
Promote Volunteering and Excellence
in Volunteering. §
Appreciate their noble objective
– major responsibility. §
Keep needs / activities for
volunteers identified at all times. §
Assign right activity / job /
responsibility to the right person. §
Clear & clarify expectations,
goals and targets. §
Arrange ongoing training programmes
for volunteers. §
Provide initial orientation and
briefing. §
Develop and maintain a
Volunteers’ database – tel. no., address, and background. §
Have one senior mature staff member
and one senior volunteer in charge of the volunteer interface. §
Make the volunteers accountable;
expect professionalism from them. §
Deal with them in a professional
manner along with a personal touch. Do not take them for granted. §
Ask volunteers for their feedback
and suggestions on various aspects of their experience as volunteers with our
Islaamic Center. §
Explain and brief staff members
about the role of volunteers, their importance and how to handle interface with
volunteers. NEW
INITIATIVES IN VOLUNTEER MANAGEMENT:
Even in today’s times,
Volunteers play an equally important role in Islaamic Centers world-wide.
However, the environment in which we operate is becoming increasingly complex.
Volunteers have to attend to increased personal and professional demands in
their private lives. Volunteer’s time has become an increasingly precious
resource. Volunteers are seeking
more “professionalism” in Volunteerism.
There is a need to give a fresh look at the manner in which Volunteers
are mobilized and managed. We need
to give our Volunteers opportunities to become more expert and professional,
more rational and skilled, without killing their passion. There is a need to develop and implement appropriate
strategies with respect to management of Volunteers. Hence, good Volunteer Management policies, practices and
procedures need to be formulated and adapted for the purpose of professional
management of volunteers. 1. Human
Resources Planning for Volunteers: Manpower planning for volunteers is an important issue. Every
year, an Islaamic center should assess and review its needs for volunteers (for
the next year) both in terms of numbers and types (competence) of volunteers.
This assessment needs to be based on the targets, goals, objectives planned and
budgeted for the next year. This will also determine how the center needs to
invest and train so that we develop volunteers who suit our needs. At the end of the entire process, the center
should be very clear about the numbers and types of volunteers that will be
required at each level next year in order to achieve planned goals and
objectives. 2. Managing
Performance of Volunteers: Roles and responsibilities:
It
is extremely important that all volunteers are explained and given a written
statement of their individual roles and responsibilities. This role profile or
Job Description for the volunteers should contain, mention and explain: (i) A brief description of
his / her role and its purpose,
objectives and where the role fits in the larger picture – i.e. within the
overall objectives of the Islaamic center. (ii) How the center and the community benefit by the performance
of this role. (iii)
Positions directly supervised – volunteers and staff
reporting to this position. The
Job Description or Volunteer’s Role Profile should be exhaustive and mention
all responsibilities for which the position holder will be held
“accountable”: It should cover relevant and applicable aspects of:
Moreover,
each volunteer should, in consultation with his senior reporting volunteer or
staff member, set and agree upon his / her goals and targets to be achieved for
the year. 3. Placement: Volunteers
can play a variety of roles in an institution. However, care should be taken to
match the profile and motivation of the volunteer with the role assigned to him. To
ensure that the interest of the Volunteers is sustained, it is important that
they are given assignments or involved in activities that they are interested
in, have a liking for, have competencies in or that are relevant to their
profession or field of work in which they specialize. The intention is to
“identify the Right Person for the Right Job”. It would be advisable at
times that they are also involved in other assignments, tasks or projects which
they may not specialize in or be familiar with, in order to ensure their overall
growth and development as a Volunteer and participate and contribute to the
overall objective of the Islaamic Center. 4.
Induction
Programme for Volunteers: Once
volunteers have been appointed, an orientation programme should be organized for
them at the commencement of their term. The orientation should familiarize them
with all aspects that are relevant for their roles and which will help them
contribute effectively 5.
Training
and Development activities: On an ongoing basis, training needs for volunteers
should be identified. These needs should be addressed through orientation
programmes, mid-term refresher programmes and other training and developmental
efforts. Such training programmes should be budgeted for, conducted as per the
training calendar developed for the purpose, documented and evaluated. A
resource pool of trainers, from volunteers and staff should be identified and
involved in this activity. Resources and training material so developed should
be shared between various Islamic Centres to avoid overlap and duplication of
efforts. Training and development workshops on skills of
governance and management should be conducted, as per needs identified, for
senior volunteers (volunteers that are trustees or on the governing board). 6. Managing
Performance of Volunteers: Performance Appraisals System for Volunteers: All
volunteers should be provided ongoing feedback on their performance and
contribution. A mid-term review should be conducted and a formal review done
once a year. The objective should be to provide objective feedback to the
volunteers in a manner such that their commitment and enthusiasm is retained,
and they can develop themselves and enhance their performance. This process of
performance review should have an in-built mechanism to identify training and
development needs of the volunteers and a process of identification of future
potential of volunteers. This should enable “career planning” of volunteers
and help identify volunteers who can take up senior positions in the Islaamic
institutions. 5.
Volunteer
Motivation and Satisfaction: Volunteers should be treated as volunteers and not as
employees. While principles and practices of Human Resources Management may be
applied to Management of Volunteers, volunteers should not be treated as staff
since they are not paid for the services they voluntarily offer. Appropriate proactive measures should be taken to ensure that
the motivation and satisfaction levels of volunteers are kept high at all times.
Volunteers’ passion and commitment need to be retained and enhanced at all
times. (i) Volunteers’ Satisfaction Survey: Once in two years a volunteer satisfaction survey may be
conducted to find out factors that influence the satisfaction levels of
volunteers. Action plans should be developed and implemented based on the
feedback received from such surveys. (ii)
Exit Interviews of Volunteers
Exit interviews of volunteers should be conducted at the end
of their term. Analysis of these interviews should be conducted and on the basis
of the feedback received, action plans should be developed and implemented. (iii)
A grievance redressal procedure for volunteers A
grievance redressal procedure for volunteers should be formulated and implemented. Volunteers’ grievances should be heard and redressed in a timely
manner. 6. Staff-Volunteers’ Relations: Staff
members should be communicated the value and importance of volunteers and their
contribution. Conscious efforts should be made for building strong
staff-volunteer relations. Steps should be taken from time to time to develop an
open-minded
attitude towards volunteers amongst existing and new staff members.
New employees’ orientation / induction process should include aspects of
working with volunteers. In-house training programmes for staff should also
focus on skill development necessary for liaison with and working with
volunteers on a continuing basis. Job Descriptions of staff members should
include appropriate aspects of volunteer interface. Performance evaluation of
staff should include the aspect of working well with volunteers. CONCLUSION: Volunteers
play an equally important role in Islaamic Centers world-wide. There is a need to
give a fresh look at the manner in which Volunteers are mobilized and managed.
We need to give our Volunteers opportunities to become more expert and
professional, more rational and skilled, without killing their passion. There is
a need to develop and implement appropriate strategies with respect to
management of Volunteers. Causes of frustration amongst
volunteers need to be understood and addressed. Good Volunteer Management
policies, practices and procedures need to be formulated and adapted for the
purpose of professional management of volunteers. Misconceptions about volunteerism
among Muslims need to be removed. Also, Muslim volunteers need to have a
disciplined approach to volunteerism and conduct themselves in the manner
prescribed by the Qur’an and the Sunnah. (Need to provide references of the verses of the
Glorious Qur’an and Ahaadeeth that have been quoted) |
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