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.
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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
When should we pay CDWs and when should we use volunteer CDWs?Some Questions We will Explore
(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 programsRuler Exercise: Agree/Disagree
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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?Paired Share -- Discussion
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)Three Basic Human Drives
“Satisfaction lies in the effort, not in the attainment; full effort is full victory.” -- Gandhi
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.Motivation 2.0 … not so useful for improving performance
They can extinguish intrinsic motivation.
They can diminish performance.
They can crush creativity.Problems with Motivation 2.0 (Carrots and Sticks)
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.Motivation 3.0
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).Using Motivation 3.0 with CDWs
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
Go beyond a wage. Help paid CDWs to:Do we need Motivation 3.0 for paid CDWs?
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?Small Group Discussion
-- George Bernard ShawFinding One’s Purpose