Motivation of human resources for health: a case study at rural district level in Tanzania

Abstract

An increasing number of studies explore the association between financial and non-financial incentives and the retention of health workers in developing countries. This study aims to contribute to empirical evidence on human resource for health motivation factors to assist policy makers in promoting effective and realistic interventions. A cross-sectional survey was conducted in four rural Tanzanian districts to explore staff stability and health workers' motivation. Data were collected using qualitative and quantitative techniques, covering all levels and types of health facilities. Stability of staff was found to be quite high. Public institutions remained very attractive with better job security, salary and retirement benefits. Satisfaction over working conditions was very low owing to inadequate working equipment, work overload, lack of services, difficult environment, favouritism and 'empty promotions'. Positive incentives mentioned were support for career development and supportive supervision. Attracting new staff in rural areas appeared to be more difficult than retaining staff in place. The study concluded that strategies to better motivate health personnel should focus on adequate remuneration, positive working and living environment and supportive management. However, by multiplying health facilities, the latest Tanzanian human resource for health plan could jeopardize current positive results.

Primary health care workers' views of motivating factors at individual, community and organizational levels: a qualitative study from Nasarawa and Ondo states, Nigeria

“…Provision of good housing has motivating effects and plays a significant role in shaping employment preferences especially for remote areas (Kotzee and Couper, 2006;Mangham and Hanson, 2008). Similarly, further education and professional opportunities provide avenues to gain more knowledge and improve skills (Mangham and Hanson, 2008;Mathauer and Imhoff, 2006;Rao et al, 2013;Zinnen et al, 2012). Supportive supervision, good management practices and cordial interpersonal relationships also have a strong influence in motivating health workers (Chandler et al, 2009;Dieleman et al, 2003;Dieleman et al, 2009;Willis-Shattuck et al, 2008).…”

Does the Perception of Organizational Cronyism Leads to Career Satisfaction or Frustration with Work? The Mitigating Role of Organizational Commitment

“…Another research indicates organizational justice and career plateau is negatively in relation to each other (Park, 2011). Confirming the assertion, improving working conditions and designing career improvement programs without favoritism cause organizational commitment and satisfaction with organization (Ferrinho et al, 2004;Zinnen et al, 2012). In addition, employees' commitment to organization is vital for their career prospects.…”

Factors affecting nurses’ work motivation level at a governmental hospital: A cross-sectional study

“…[19] While in a further study, nurses confirmed that positive environment and supportive supervision and management motivated them to stay at their hospital. [20,21] Additionally, interpersonal relationships, social respect, communication, effective teamwork and feedback could promote motivation in several studies. [11,20,[22][23][24] In a more recent study, it was reported that having a clear job description, clearness in responsibilities and tasks were important motivating factors in both management and per-formance aspect.…”