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Table 4 Comparison of different motivation strategies by different respondents.

From: Perceptions of health stakeholders on task shifting and motivation of community health workers in different socio demographic contexts in Kenya (nomadic, peri-urban and rural agrarian)

POLICY MAKERS

MANAGERS

CHWs

CONSUMERS

Devolution to County

Supervision

Compensation

Linkages

Regulation

Accreditation and regulation

Supportive mechanisms

Referrals

Training

Supervision

Linkages to the health facility

Training

Supervision

Regulation

Linkages to the health facility

Registration and annual licensing

Good relations with facility staff and respect

Introduction of a new recognized cadre of trained CHWs

Referrals

Frequent dialogue sessions with health stakeholders

In service training

Transport facilities

Linkage to health facility

Provision of equipment

Constant health education

Well defined career path for the CHWs:

Sustainability of task shifting

Composition of CHWs:

Tangible financial reward.

Career progression

Financing

Career progression

Financing

Motivation: Lunch transport

Cover direct costs,

Providing bags,

Provide protective equipment,

Rewards, Appreciation.

Frequent in service training,

Transport facilities,

Provision of equipment and supplies

Recognition

Identification (badge, uniform, card)

Educating community