Associations, institutions, etc

Frequently well-intentioned voluntary civic and social organizations
embark upon projects intended as beneficial additions
to the health and social service complex available
within a community. All too frequently such projects are
inappropriate, are in conflict with already established programs,
and perhaps if developed may well pose a burden on a
given community's resources despite the commendable motives
of the voluntary organization. The purpose of this
thesis is to develop a simplified model procedure by which
a given community can be surveyed as to the appropriateness
of a given project as well as to judge the potential
for financial viability. The procedure will be in keeping
with the known precepts of effective community social and
health planning.

This study attempts to explain the motivation for a voluntary financial gift
through the analysis of individual value systems. Contributors and non-contributors to a fraternal association are compared by value rankings.
Certain socioeconomic information was also collected and compared. It
is anticipated that the study will be a base of information for more detailed
study into the complex field of motivation to contribute financially to
not-for-profit organizations.

As a generalization, volunteer organizations do not have a means or method
to evaluate and/or elevate members serving in important and/or leadership
positions . This model study reflects a possible solution or positive approach
to this situation, in that most volunteer organizations would be
interested in developing an evaluation system of members' performance in
order to:
1. improve organizational structure for the purpose of increasing
efficiency and effectiveness in achieving the organization's
purpose;
2. identify future leaders for the purpose of insuring better preparation, training, exposure and broader experience prior to the
assumption of top management positions;
3. create "career path opportunities" within the association for
the purpose of keeping above average volunteer job performers
in the "system," and at the same time demonstrate the upward
mobility possible via promotion of the above average performers .

This thesis involves the results of a questionnaire distributed to all
members of the American Society of Association Executives and pertains
to holding meetings, conventions or trade shows in Western Europe. It
was concluded that such meetings improve the communications which is necessary among men and women of the same profession or trade. Western
European hotels and convention facilities must improve to meet the
standards of American association executives. Language barriers and
distance are two barriers which are being overcome. There is evidence
that continued progress will be made in resolving the technical barriers
which have caused American associations to stay within the United States.

Very little has been written about multiple association management companies
and how they serve voluntary membership organizations. A direct
mail questionnaire was used to ascertain organization structure, size and
income, services provided, and management method. A second questionnaire
was sent to every identifiable multiple association management firm to determine
experience of the firm and its principals, structure and income of
voluntary organizations managed by these firms, whether or not these firms
experienced an increase in the number of voluntary organizations managed
and in the size of the firm, services they provide to voluntary organizations,
and how their client voluntary organizations were previously managed.
Secondary research consisted primarily of material published in
association trade journals. Multiple association management firms were
found to be increasing both in size and number, and more voluntary organizations
appear to be selecting this form of management; the primary
reasons for this selection are professionalism and cost.

This was prepared as the thesis required for the Master of
Business Administration degree. Very little has been written
on Board of Directors-chief paid executive relationships in
voluntary membership organizations. A direct mail questionnaire
was used with selected groups of national association
executives and telephone cooperative managers to ascertain
organization structure, formality of organizational tools,
personal characteristics of the executive and Board, and the
executive's perception of his working environment. Annual
percentage salary increase was used as the distinguishing
criteria. Secondary research concentrated on common practice
and theory regarding the above elements of organization. The
formality of organizational tools, the chief executive's attitude
toward his employees and his position, and the executive's
perception of his job and of his image were found to significantly
affect the Board-Manager relationship in both types of organizations studied. National associations and telephone
cooperatives were affected differently by the other
organizational characteristics studied.

Accounting associations have been slower to develop non -
dues income than have trade and other associations . Thirteen
major accounting associations, excluding state C. P. A. societies,
indicated that their rate of non-dues income varied directly
with the association's membership. Only associations with less
than one thousand members failed to conform to this pattern.
In 1970, only the accounting associations with a 25,000
membership, or over, attained the level of non- dues income
reported by trade and other associations in 1967.
The sale of books and other publications was the greatest
1970 source of non-dues income; however , rising revenues from
educational and training courses threaten this leadership position .
Income from advertising and publication subscriptions increased;
but advertising's taxability and the increased association scrutiny
by the Internal Revenue Service may reduce emphasis in these areas.
The threat of losing tax-exempt status could dempen future efforts
to expand non-dues income for accounting associations .

Trade and professional associations exist to benefit their members and the
industry or profession they represent. In such organizations, one of the
major problems is to keep the activities and policies of the association
open to scrutiny by an input from the members. Two forces work against
the easy solution of this problem: membership apathy and the development
of rule by oligarchy. This thesis focuses on the functions and structures
of trade and professional associations; on the characteristics of their
members and leaders; and on the question of rule by oligarchy.
The many functions performed by these associations, along with
the complex structural constraints under which they operate are shown to
have an affect upon their management. Member attitudes are explored and
trends on critical issues compared over a six year period. The nature
and role of association leaders are examined. Finally, the crucial problem
of the emergence of oligarchical rule (rule by the few) is examined
through the use of survey data relating to such things as member
participation; leadership succession and access to leadership roles.

Raising membership dues or leveling assessments causes
membership problems for association executives. What income
producing service programs are available to build total
revenue and enable an association to develop or expand?
Interviews were held with key association executives to
obtain their views. A fifteen question (one hundred part)
questionnaire was developed from the results of the interviews
and secondary research. It was mailed to a select list of different types of organizations, sixty percent of whose
chief executive is a Certified Association Executive (CAE).
Fourteen questions requested information about income sources
in use or planned for use and the respondents personal opinion
of associations today and their projected future. A list of
income ideas was compiled from the replies. Question fifteen
pertained to information on the respondent. The tabulated
responses of the question reflect the importance of thorough
executive selection. Association successes and failures are
keyed to the chief executive's own innate abilities, experiences
and influences.

This thesis is a study of the values given twenty reasons normally
considered important in influencing individuals and companies to
join associations. Comparisons are made of the obtained values from
four different groups: the association executives for individual
member associations, the new members of individual member associations,
the association executives for company member associations,
and the new members of company member associations. The study is
made on the state level of each association used in the research.
It evaluates whether there is a difference between the perceived
values of the twenty reasons, whether there is a difference between
the perceived values as given by association executives as compared
to new members, and whether there is a difference between the
perceived values as given by representatives of the company member
associations as compared to those given by the individual member
associations.