Transcript Using Motivation 3.0 with Community Health Workers

Using Motivation 3.0 with
Community Development Workers
Tom Davis, MPH
Senior Specialist for Social & Beh. Change (TOPS Project) &
Senior Director of Program Quality Improvement (FH)
Some Questions We will Explore
• Under what conditions do performance-based
incentives work and not work? And what are
the dangers of using them indiscriminately?
• When should we pay CDWs and when should
we use volunteer CDWs?
Ruler Exercise
• To what degree do you think it’s important or necessary that
we use mostly monetary or in-kind incentives to get
community-level workers (e.g., CHWs, Ag Extensionists) to get
things done in our food security programs? (1=Strongly
Disagree; 10 = Strongly Agree)
• To what degree do you think you have the knowledge and
skills needed to motivate community-level volunteers to get
things done in our food security programs? (1=Strongly
Disagree; 10 = Strongly Agree)
• Kinshasha (amateur,
volunteer) Symphony
Orchestra:
• On YouTube:
• http://www.youtube.com/
watch?v=_vTk0XsgZV4
Drive
• Published 2009 by Dan Pink
• “…a paradigm-shattering look at what truly
motivates us and how we can use that
knowledge to work smarter and live better”
• Lessons learned for motivating CDWs??
• Drive: The surprising truth about what
motivates us
• Click here to view DRIVE video on YouTube:
• http://www.youtube.com/watch?v=u6XAPnuFjJc
• (16 mins at 70%)
Small Group Discussion
“Two-minute buzz”:
• What are the most significant lessons learned
and implications for our food security work – if
any – from the second video (Dan Pink’s
Drive)? How might we do things differently if
we took into account these new findings?
Three Basic Human Drives
•
Biological: Hunger, thirst and
copulation (Motivation 1.0)
•
Extrinsic reward: Reward and
punishment delivered by the
environment for behaving in
certain ways (Motivation 2.0)
•
Intrinsic reward: The
joy/satisfaction of completing a
task motivates its completion.
(Motivation 3.0)
“Satisfaction lies in the effort, not in the
attainment; full effort is full victory.” -- Gandhi
Motivation 2.0 … not so useful for
improving performance
• Motivation 2.0 (think performance-based incentives): Good for
unrelenting, routine, mechanical, or boring tasks.
• Not as useful when creativity, maximization of performance,
quality and commitment are desired.
• “Once the task called for even rudimentary cognitive skill, a larger
reward led to poorer performance.”
• Study cited by Edward Deci (replicated) shows tendency starts
young: Children allowed to draw for fun with special markers.
Later, some given “good player” awards for their drawing. Later,
when asked to draw again, children given awards were less likely
to draw, or drew worse.
• It behooves us to tap into intrinsic motivations … both for paid
CDWs and unpaid volunteer CDWs.
Problems with Motivation 2.0
(Carrots and Sticks)
•
What are some of the problems
with using “carrot and stick”
approaches to motivation?
a) They can extinguish intrinsic
motivation.
b) They can diminish performance.
c) They can crush creativity.
Problems with Motivation 2.0
(Carrots and Sticks)
d) They can crowd out good behavior.
e) They can encourage cheating,
shortcuts, and unethical behavior.
f) They can become addictive.
g) They can foster short-term thinking.
When Carrots are Sticks are Useful
• Motivation 2.0 (performance-based incentives) is useful for:
 Tasks that are inherently unpleasant (e.g.,
cleaning out latrines).
 Tasks that only require mechanical skills.
• We need to pay people a baseline wage (but not
performance incentives, generally) when a volunteer
cannot be expected to do the job.
• For CDWs, need to also provide basic training,
supplies, consumables and supervision
Motivation 3.0
Motivation 3.0 relies on:
• Giving people (e.g., CDWs) a certain level of
Autonomy … of task (what they do), time (when they
do it), team (who they do it with) and technique
(how they do it).
• Helping people to achieve Mastery.
• Helping people to discover Purpose in what they do.
Pareek’s Motivation Model
Motive
Definition
Help the
CDW to
have
hopeful
feelings of:
Help the
CDW to
avoid fearinvoking
feelings of:
Achievement
Concern for excellence; setting of
challenging goals
Affiliation
Concern for establishing and maintaining Inclusion /
close, personal relationships
connected
Exclusion
Extension
Concern for others; urge to be relevant
and useful to larger groups
Relevance
/ altruism
Irrelevance
Influence
Concern with making an impact on
others; desire to change matters and
develop others
Impact /
Respect
Control
Concern for orderliness; desire to be
and stay informed; urge to monitor and
take corrective action when needed
Order/
being
informed
Chaos / out
of the loop
Dependency /
Growth
Desire for the help of others in one’s own Personal
self-development; Having an urge to
growth /
maintain an “approval” relationship
attended
Loneliness/
neglect
Success
Failure
Impotence /
Disrespected
Small Group Discussion
Please answer the following questions in four small groups (15 minutes):
• Group 1/3: How does your organization provoke feelings in CDWs that
lead to better retention and performance (i.e., mastery/achievement,
autonomy, purpose, affiliation, extension, influence, control, and growth)?
• Group 2/4: How do you decide whether a particular food security task
should be done by a volunteer or a paid worker? What criteria do you use
(or should we use) for deciding? (for example: time – hours/week
required? Complexity – can be done by person with primary school
education?)
• ALL GROUPS: What is the way forward? How can the FSN Network make
it easier for FS implementers to use motivation 3.0 – Autonomy, Mastery,
and Purpose and the six other motivators – to make our workers and
volunteers more effective and satisfied?
• Report out (20 minutes)
Using Motivation 3.0 with CDWs
Volunteers can be counted on to do many things that CDWs do if:
• the work load is kept light (e.g., < 8 hours/week),
• basic skills are needed, and those skills can be imparted
slowly; and
• there is a focus on intrinsic rewards such as giving volunteers
more autonomy, providing pathways to skills/mastery in what
they do, and helping them to discover the purpose associated
with their work (e.g., measuring decreases in child deaths).
Do something for somebody every day for which you do not get paid.
-- Albert Schweitzer
One Example: Motivation of CDWs in Ethiopia
•
CHPs in Ethiopia: Act as role models; promote small doable actions at home to
improve the health of children and family using action-based health messages with
neighbors; Increase community use of health services; leverage and support HEWs
•
Non-financial incentives used to motivate CHPs include:
1. Support by community authorities [respect]
2. Photo identification badges [affiliation]
3. Monthly review meetings, refresher trainings, and mentoring visits with HEW
[mastery/growth]
4. Community Festivals [affiliation / influence / respect]
•
Support by community authorities includes:
– Formally introduce volunteers to the community and explain their role
– Encourage the community to implement the volunteers’ advice
– Recognize volunteers’ contribution during official gatherings and invite them to
speak.
•
Found that Volunteers are motivated when their families, communities, and
personal status benefit.
(Thanks to Mary Carnell [Director, Center for Maternal, Newborn & Child Health JSI] for this
information.)
Time Contribution (in hours) of Volunteers and
Other Project Staff (FH/Mozambique CG Project)
October 2005 – September 2010
Community driven …
Hours Dedicated to FH/Mozambique Care Group Project
Sofala Province, Mozambique (Oct '05 - Sept '10)
Promoters
(CHWs)
61,659, 2%
7,067, 0.2%
401,824, 14%
Volunteers
Promoters
FH/Moz Local Manag.
FH/US staff
2,453,726, 84%
84% of the work was done by Care Group Volunteers, and
98% by community members (CGVs + paid local CHWs).
Total value of volunteer time (@$2.98/8hrs) = $904,811
Do we need Motivation 3.0 for paid CDWs?
• Yes! … required if you want CHW commitment,
creativity, and ownership.
• Go beyond a wage. Help paid CDWs to:
• Have some autonomy (task, time, team,
technique),
• Achieve mastery,
• Discover purpose in what they do, and
• Have feelings of achievement, affiliation,
extension, influence, control, and growth
Finding One’s Purpose
This is the true joy in life, the being used for a
purpose recognized by yourself as a mighty one;
the being a force of nature instead of a feverish
selfish clod of ailments and grievances complaining
that the world will not devote itself to making you
happy. I am of the opinion that my life belongs to
the whole community and as long as I live it is my
privilege to do for it whatever I can. I want to be
thoroughly used up when I die, for the harder I
work, the more I live. I rejoice in life for its own
sake. Life is no ‘brief candle’ to me. It is sort of a
splendid torch which I have a hold of for the
moment, and I want to make it burn as brightly as
possible before handing it over to future
generations.
-- George Bernard Shaw
This presentation was made possible by the
generous support of the American people through
the United States Agency for International
Development (USAID). The contents are the
responsibility of Food for the Hungry and do not
necessarily reflect the views of USAID or the United
States Government.