Strategies for Sustainability Nonprofit organizations are developed to fill social needs that are not being met by other resources (Cullom & Cullom, 2011). Sustainability is typically not a focus at the beginning of a nonprofit organization’s inception, but it is vital after start up (Cullom & Cullom, 2011). There are several strategies that can be implemented to help the sustainability of a nonprofit organization. Additionally, they create a business model to identify needs regarding the nonprofit organization (Cullom & Cullom, 2011). This unique business model for nonprofit organizations consists of a leadership model, revenue generation, brand and image, voluntarism and cost containment (Cullom & Cullom, 2011). The mission of a nonprofit …show more content…
Numerous nonprofits depend on unpaid volunteers to accomplish required tasks (Cullom & Cullom, 2011). The nonprofit has to be able to find and retain qualified, talented individuals willing to work without pay (Cullom & Cullom, 2011). Volunteers are usually motivated to benefit someone or something else (Cullom & Cullom, 2011). The vision and mission statements are a central focus for the motivation of volunteers (Cullom & Cullom, 2011). Learning materials, mentoring, and training should be readily available (Cullom & Cullom, 2011). Recruitment of individuals is essential to sustain the nonprofit so that functions and activities are able to be performed consistently (Cullom & Cullom, 2011). Particular attention needs to be given to the costs of creating or delivering goods and services of the nonprofit organization (Cullom & Cullom, 2011). Supplies of goods and services must be managed by leaders efficiently since vendors are providing low prices on offerings (Cullom & Cullom, 2011). The nonprofit needs to maintain good standing in order to receive funding from grants and donors (Cullom & Cullom, 2011). The use of volunteers helps to keep administrative costs down (Cullom & Cullom, …show more content…
This requires a sequence of individuals that are chosen who are able to fill important positions and meet the needs of present and future talent (Santora & Bozer, 2015). The successor that is chosen will have a significant impact on the organization (Santora & Bozer, 2015). The HR department can implement several helpful strategies to locate the best individual for the position in a proactive manner (Santora & Bozer, 2015). Transitions for leadership need to be smooth (Santora & Bozer, 2015). Cross training employees are important to help with unplanned transitions, as well to help keep daily operations from being interrupted (Santora & Bozer,