Nonprofit People Burnt Out: No Way!?

While reading this week's , specifically the Bridgespan Report, I started asking some questions. Those questions were:

Wow, should I be glad that the nonprofit sector is experiencing a tremendous amount of turnover and job growth in the next couple of years (i.e. jobs jobs jobs)?

Or should I worry about the nature of the work that is turning so many people away from the nonprofit sector?

The more I think about it, the more I think that effective leaders are able to retain social capital or talented managers. This has led me to challenge my own assumption in relation to certain "questionable" salaries, that we as a class have worried about this semester. How can nonprofits expect to hang on to talent without compensating them appropriately. However, I still think, as Rebecca showed in an earlier post about the ED of the ASPCA, that $5oo,000 is a bit excessive.

But I guess the larger issue that concerns me is whether the standardization of the amount that nonprofits can spend on overhead, specifically management, can have repercussions upon "new" managers coming into the field, i.e. us. As managers, are we going to be expected to work more for less money because of constricting nonprofit overhead standards?

Clearly, I did not enter the nonprofit field to become rich, but I sometimes wonder what awaits me in terms of "a living" when I get out of school?