Assessing Results of 4-H Mentoring with Native American First-Generation 4-H Youths

To reach first-generation Extension families and combat barriers faced by Native American youths, North Dakota State University Extension has been involved in the national mentoring program 4-H Youth and Families with Promise (YFP). In the program’s fourth year, we conducted ripple effect mapping to explore changes in the schools and communities where YFP was being implemented. Our findings indicate that as a result of relationships with mentors, youths gained positive life skills and critical workforce expertise that will assist them in attaining their education goals and securing career opportunities. Implications for Extension programming include the recommendation to conduct programs featuring opportunities for youth entrepreneurship and community involvement that reflect a community’s culture

North Dakota Leadership Training Boosts Confidence and Involvement

Effective leadership is critical for communities as they work to maintain their vitality and sustainability for years to come. The purpose of the study reported here was to assess confidence levels and community engagement of community leadership program participants in North Dakota State University Extension programs. Through a survey administered to 196 program participants, a statistically significant increase was shown in self-confidence as well as in community organizational involvement and leadership

Understanding What Rocks Their World: Motivational Factors of Rural Volunteers

In almost any setting we can think of in 21st Century America, it is not unusual to have representatives from four different generations living and working side-by-side. This fact, and a declining rural population, is forcing Extension agents everywhere to struggle to find and engage new volunteers in county programming. Extension professionals are searching for new ways to recruit and retain volunteers from all generations. The research reported here considered both motivational and hygienic motivational factors associated with volunteerism across a number of generational cohorts during an 18-month leadership development project

Job Satisfaction in the North Dakota State University Extension Service

Retirement rates are on the increase. Levels of job satisfaction and changing demographics raise concerns about attrition in the North Dakota State University Extension Service system. The study reported here examined data provided from the Minnesota Satisfaction Questionnaire and a demographics questionnaire to describe the overall job satisfaction of employees in the North Dakota State University Extension Service as well as their satisfaction based on the 20 job satisfaction scales of the MSQ. Determining levels of satisfaction, especially in relation to specific aspects of the job, is a necessary priority in recruiting and retaining new employees

The 4-H Youth Development Professionals Workload Relationship to Job Satisfaction

A study to determine what job responsibilities Extension 4-H youth development professionals (n=241) chose to spend their work time doing and how the workload related to their job satisfaction and burnout is discussed in this paper. Workload was determined using the 4-H Professional, Research, Knowledge, and Competencies (4-H PRKC). Professionals identified their level of job satisfaction and burnout. Based on the previous research on workload, burnout, and job satisfaction, 4-H youth development professionals are prime candidates for experiencing low job satisfaction and increased burnout, which may lead to professionals leaving the organization early. 4-H youth development professionals reported being satisfied with their job and felt very little burnout. Even with the positive job satisfaction and low burnout, there are strategies shared for each of the 4-H PRKC domains to help 4-H professionals continue to have a high level of job satisfaction and low burnout. Many of the strategies that are shared in this paper are applicable to not only 4-H youth development professionals but to any professional who works in the field of youth development

The 4-H Youth Development Professionals Workload Relationship to Job Satisfaction

A study to determine what job responsibilities Extension 4-H youth development professionals (n=241) chose to spend their work time doing and how the workload related to their job satisfaction and burnout is discussed in this paper. Workload was determined using the 4-H Professional, Research, Knowledge, and Competencies (4-H PRKC). Professionals identified their level of job satisfaction and burnout. Based on the previous research on workload, burnout, and job satisfaction, 4-H youth development professionals are prime candidates for experiencing low job satisfaction and increased burnout, which may lead to professionals leaving the organization early. 4-H youth development professionals reported being satisfied with their job and felt very little burnout. Even with the positive job satisfaction and low burnout, there are strategies shared for each of the 4-H PRKC domains to help 4-H professionals continue to have a high level of job satisfaction and low burnout. Many of the strategies that are shared in this paper are applicable to not only 4-H youth development professionals but to any professional who works in the field of youth development

Equipping Extension Professionals to Lead Volunteer Systems: An Evaluation of an Online Course

Extension professionals enter their role with content-specific expertise; however, experience in volunteer leadership and management competencies is often limited. This study focused on the effectiveness of the Achieving the Extension Mission Through Volunteers (AEMTV) course in preparing professionals to use the Identification, Selection, Orientation, Training, Utilization, Recognition, Evaluation (ISOTURE) model to learn and apply volunteer systems concepts in a cohort-based online learning environment. We used quantitative and qualitative methods to assess how the course impacted participants and the programs they lead. Data from 127 participants indicated they increased their knowledge, improved volunteer systems, and influenced the quality of programming delivered in communities. Our research confirmed that the ISOTURE model (Boyce, 1971; Dolan, 1969) continues to be an effective framework for learning and applying volunteer systems management practices. We recommend that Extension collaborates across states to formalize and create additional online professional development relevant to all program areas to elevate Extension’s impact nationally

The Impact of Volunteering: A Multi-State Study of 4-H Youth Development Volunteers

Volunteers are vital to youth development programming as a key piece of the workforce. This evaluation measured the impact of volunteers in the 4-H youth development program and demonstrated the value volunteers bring to youth development environments. The north central region 4-H volunteer impact study was conducted with volunteers in the 4-H Youth Development program across 12 states. The purpose of the study was to better understand the value of being a 4-H volunteer. Results showed that volunteers personally benefited from their involvement in these settings by becoming more experienced at working with youth and by learning skills that transferred to other settings. Volunteers also served as guides for youth as they gained leadership skills and gave back to their communities. In addition, the Extension organization benefits included volunteer time, donations of money and supplies, and volunteers serving as ambassadors for youth development programs

Can Adults Accept Youth as Equal Partners in Communities?

Communities benefit from meaningful involvement by individuals of all ages, but adults don\u27t always perceive youth as legitimate, crucial contributors to community decision-making processes. The purpose of the study reported here was to determine if adults who participated with youth in the Horizons program changed their attitudes, opinions, and behaviors when working with young people on community issues or projects. Results indicate a positive change in adult attitudes, opinions, and behaviors when working with youth following the Horizons program community conversations and leadership training