Using Motivation 3.0 with CDWs. Mary DeCoster, MPH Coordinator for Social and Behavioral Change (SBC) Programs TOPS / Food for the Hungry Tom Davis, MPH Senior Specialist for SBC(TOPS Project) & Chief Program Officer / FH.
Using Motivation 3.0 with CDWs
Mary DeCoster, MPH
Coordinator for Social and Behavioral Change (SBC) Programs
TOPS / Food for the Hungry
Tom Davis, MPH
Senior Specialist for SBC(TOPS Project) & Chief Program Officer / FH
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?
Its important or necessary to use mostly monetary or in-kind incentives to get community-level workers to get things done in our food security programs
(1=Strongly Disagree; 10 = Strongly Agree)
I have the knowledge and skills needed to motivate community-level volunteers to get things done in our food security programs
Kinshasha (amateur, volunteer) Symphony Orchestra:
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:
Three-minute buzz – with the person next to you (in groups of two or three)
Ask your neighbor:
What stood out for you in this video?
How do you feel about this information?
What might we do differently in light of his findings?
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: 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.”
We’ll want to tap into intrinsic motivations … both for paid CDWs and unpaid volunteer CDWs.
What are some of the problems with using “carrot and stick” approaches to motivation?
They can extinguish intrinsic motivation.
They can diminish performance.
They can crush creativity.
They can crowd out good behavior.
They can encourage cheating, shortcuts, and unethical behavior.
They can become addictive.
They can foster short-term thinking.
Motivation 2.0 (performance-based incentives) is useful for:
Motivation 3.0 relies on:
Giving people (e.g., CDWs) a certain level ofAutonomy … 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 (getting better at something that matters to you)
Helping people to discover Purpose in what they do.
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
Community driven …
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
Yes! … required if you want commitment, creativity, and ownership.
Go beyond a wage. Help paid CDWs to:
Discuss these questions at your tables and choose someone who will report out. (15-20 minutes)
How could we motivate CDWs in our organizations, for better retention and performance?
How would you decide whether a particular food security task should be done by a volunteer or a paid worker?
What would you, as FS implementers, need to be able to use Motivation 3.0 to help make our workers and volunteers more effective and satisfied?
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.