Test your basic knowledge |

Certified Volunteer Administrator

Subjects : certifications, business-skills

Instructions:

Answer 50 questions in 15 minutes.
If you are not ready to take this test, you can study here.
Match each statement with the correct term.
Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.

1. Contest Strategy
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
Needed when there is opposition to the change or allocation of resources that you wish to change - Manager of volunteer use this strategy in a social change program or organization that seeks to make a transformative difference in that they do - Need
Workplace is very formal and structured (Traditional Volunteer Program)
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved

2. What is ethics is NOT
VA accepts responsibility to pursue excellance even when resources are limited
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science

3. Colaborative Strategy
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
A set of core beliefs and attitudes that guide actions
Used if there is good communication and reasonably strong relationahip - a situation in which those persons targeted for change are in agreement that something in which those persons targeted for change are in agreement that smoething needs to happen
A specific application of an operational plan with fixed parameters - Focuses on time related ot constrained variables - Clear and measurable objectives to acheive one of a kind effort with quick resopnse time and involves coordinating and managing s

4. The Common Good Approach

5. Organizational Plan
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
A subset of a larger organization plan though often used incorrectly to mean operational plan

6. Trustworthiness/Limitations to Loyalty
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
1. Feasibility study 2. Building a business case3. Risk management analysis 4. Creating terms of reference 5. Determining the scope of the project 6. Identifying a sponsor - often someone in the organization 7. Developing a communications plan 8. Doi
VA understands personal and professioanl limits of his/her loyalty to his/her volunteers - clients and organization and prioitizes them clearly and appropriately to minimize liability and risk to everyone involved

7. 360 Degree Feedback
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
Largest in scope specifying the purpose - goals and programs of the organization. Clarifys the mission or purpose - identifying the desired status or vision over a period of time - analyzing the external and internal environments - establishing large

8. Operational Plan

9. 5 P's for Strategy
The tangible things and behaviors one observes including physical space - what is on the walls - written documents - interactions between staff adn volunteers - what is said in hallway conversation and a host of other possible actions in the course o
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended
Plan - Pattern - Position - Perspective - Ploy
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

10. Community Assessment
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Needed when there is opposition to the change or allocation of resources that you wish to change - Manager of volunteer use this strategy in a social change program or organization that seeks to make a transformative difference in that they do - Need

11. Respect/Neutrality
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.

12. Basic Underlying Assumptions
The theories-in-use or worldviews that explain and make sense of what happens in the organization
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Presents a vision of society as a community whose members are joined in a shared pursiut of values and goals they hold in common. Comprised of individuals whose own good is inextricably bound to the good of a whole. 'What is ethical is what advances
VA assumes the responsbility to be kind - compassionate and generous in all actions to minimize the harm done to others in the performance of one's duties

13. Components of a Well Run Volunteer Program
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA understands and works to promote the core ethical values
Plan - Pattern - Position - Perspective - Ploy
VA accepts responsiblilty to be reliable - careful - prepared and well informed

14. The Fairness (or Justice) Approach

15. Trustworthiness/Sincerity & Non Deception
Identifies certain interests or activites that our behavior mush respect - espicially those areas of our lives that are of such value to us that they merit protection from others - e.g. Each person has a fundemental right to be respectes and treated
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
VA accepts responsibility to pursue excellance even when resources are limited

16. Ehical Dilemmas
Conflicts of interst between two or more ehical intersts
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

17. Outcomes
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors

18. Trustworthiness/Principled
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
The direct products of program activities - usually measured in terms of volume of work accomplished ie: tangeable results that can be measured in numbers (program attendees - persons trained - meals delivered)
VA understands and works to promote the core ethical values
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project

19. Responsibility/Doing one's Best
VA accepts responsbility to involve people in decisions that directly affect them
Values - Basic Underlying Assumptions
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
VA accepts responsibility to pursue excellance even when resources are limited

20. Project Evaluation and Review Technique PERT
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
A set of core beliefs and attitudes that guide actions

21. Trustworthiness/Candor
Focuses on the concenquences that actions or policies have on the well-being ('utility') of all persons directly or indirectly affected by the action or policy
VA is commited to fairness and forthrghtness
Formal rules that govern behavior of a group
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented

22. The Rights Approach
Formal rules that govern behavior of a group
Focuses on how fairly or unfairly our actions distribute benefits and burdens among members of a group. Fairness requires consistancy in the the way people are treated. 'Treat people the same way unless there are morally revelant differences between
Largest in scope specifying the purpose - goals and programs of the organization. Clarifys the mission or purpose - identifying the desired status or vision over a period of time - analyzing the external and internal environments - establishing large
Identifies certain interests or activites that our behavior mush respect - espicially those areas of our lives that are of such value to us that they merit protection from others - e.g. Each person has a fundemental right to be respectes and treated

23. Citizenship & Philanthropy/Philosophy of Volunteerism
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
VA understands and works to promote the core ethical values
Accessable to Diverse Groups - Operates Ethically with all stakeholders - Strives for excellance - Maintains the public trust - Sustains a helping environment - Is at low risk for legal actions againat it

24. Artifacts
The tangible things and behaviors one observes including physical space - what is on the walls - written documents - interactions between staff adn volunteers - what is said in hallway conversation and a host of other possible actions in the course o
VA commits to omproving his/her knoweldge - skills and ability to make judgements
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
VA is commited to fairness and forthrghtness

25. Clan Culture
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.
VA accepts responsibility to pursue excellance even when resources are limited
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

26. Responsiblilty/Self-Disclosurer and Self-Restraint
A series of systematic activites designed to help the organization acheive its goals - Serves to help management to clarify - focus and research it's various strategies - to provide a resognizable framework in which the work will take plance and to o
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA commits to reflective decision making with the intent of advancing the long-term greater good
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors

27. Project Plan
A specific application of an operational plan with fixed parameters - Focuses on time related ot constrained variables - Clear and measurable objectives to acheive one of a kind effort with quick resopnse time and involves coordinating and managing s
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
VA will seek to overcome obstacles to excellance
A subset of a larger organization plan though often used incorrectly to mean operational plan

28. Trustworthiness/Truthfullness
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction

29. 9 Components of a Business Plan
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.
1. Feasibility study 2. Building a business case3. Risk management analysis 4. Creating terms of reference 5. Determining the scope of the project 6. Identifying a sponsor - often someone in the organization 7. Developing a communications plan 8. Doi
Will refer specifically to distinguish them from implmentation actions themselves
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs

30. Four types of Organizational Cultures
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests

31. The Utilitarian Approach

32. Values
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
Determination is based on there not being consensus that change needs to happen

33. What is a 'Right'?
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA is commited to fairness and forthrghtness

34. Code of Ethics
VA accepts responsibility to pursue excellance even when resources are limited
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Formal rules that govern behavior of a group
VA understands and works to promote the core ethical values

35. Six Characterisics of an Ethical Dilemma

36. Responsiblity/Professioanl Responsibility
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.

37. Trustworthiness/Moral Courage
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
A specific application of an operational plan with fixed parameters - Focuses on time related ot constrained variables - Clear and measurable objectives to acheive one of a kind effort with quick resopnse time and involves coordinating and managing s
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
VA assumes the responsbility to be kind - compassionate and generous in all actions to minimize the harm done to others in the performance of one's duties

38. Trustworthiness/Clarity of Commitments on Behalf of the Organization - Staff and/or Volunteers
Largest in scope specifying the purpose - goals and programs of the organization. Clarifys the mission or purpose - identifying the desired status or vision over a period of time - analyzing the external and internal environments - establishing large
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction

39. Solving Ethical Delemmas
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
VA will seek to overcome obstacles to excellance

40. Social Change Volunteer Program
Focuses on attitudes - disposition - or character traits that enable us to be and to act in ways that develop our human potential EXAMPLE: Honesty - courage - faithfullness - trustworthiness - intergrity
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness

41. Responsbility/Diligence
Identifies certain interests or activites that our behavior mush respect - espicially those areas of our lives that are of such value to us that they merit protection from others - e.g. Each person has a fundemental right to be respectes and treated
VA assumes the responsbility to be kind - compassionate and generous in all actions to minimize the harm done to others in the performance of one's duties
The tangible things and behaviors one observes including physical space - what is on the walls - written documents - interactions between staff adn volunteers - what is said in hallway conversation and a host of other possible actions in the course o
VA accepts responsiblilty to be reliable - careful - prepared and well informed

42. Responsiblilty/Perserverance
VA will seek to overcome obstacles to excellance
VA commits to reflective decision making with the intent of advancing the long-term greater good
VA is commited to fairness and forthrghtness
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration

43. Hierarchy Culture
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA understands personal and professioanl limits of his/her loyalty to his/her volunteers - clients and organization and prioitizes them clearly and appropriately to minimize liability and risk to everyone involved
Workplace is very formal and structured (Traditional Volunteer Program)
A specific application of an operational plan with fixed parameters - Focuses on time related ot constrained variables - Clear and measurable objectives to acheive one of a kind effort with quick resopnse time and involves coordinating and managing s

44. Strategic Performance Management

45. The Virtue Approach
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA accepts responsibility to pursue excellance even when resources are limited
Focuses on attitudes - disposition - or character traits that enable us to be and to act in ways that develop our human potential EXAMPLE: Honesty - courage - faithfullness - trustworthiness - intergrity
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved

46. Market Culture
VA is responsible for identifying policies - procedures and circumstances that might result in a conflict of interst be appropriately and professioanlly addressing the issue at hand and eliminating it as a conflict
VA understands personal and professioanl limits of his/her loyalty to his/her volunteers - clients and organization and prioitizes them clearly and appropriately to minimize liability and risk to everyone involved
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented

47. Six Pillars of Core Ethics
Individual empowerment reigns - Structure is at a minimum
Values - Basic Underlying Assumptions
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

48. Imputs
A set of core beliefs and attitudes that guide actions
Largest in scope specifying the purpose - goals and programs of the organization. Clarifys the mission or purpose - identifying the desired status or vision over a period of time - analyzing the external and internal environments - establishing large
VA understands and works to promote the core ethical values
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies

49. Program Plan
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action

50. Respect/Human Dignity
Workplace is very formal and structured (Traditional Volunteer Program)
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science