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[MUSIC PLAYING]

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MALABIKA SARKER:
Today, we'll focus

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on why human resource is
crucial for a successful program

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like polio eradication.

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Today's this session topics
include the importance

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of incentives, reaching special
populations, gender roles,

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and the importance
of politics, polio

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staff, and lethal violence.

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Everyone likes incentives,
whatever the form is.

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So no wonder incentives
also play a significant role

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for health workers, especially
in low and middle-income

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countries, as salaried
wages are often too low.

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The growing gap between
the supply of health care

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professionals and the
demand for their service

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is a critical issue facing
governments, policymakers,

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program managers.

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As we know from
the course, there

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are a number of complex
and interrelated factors

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that contribute to ongoing
global shortage in the health

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workforce, including poorly
resourced health systems,

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unsatisfactory working
conditions, inadequate training

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and supervision.

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It is in this context that
policymakers and program

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managers turn their attention
to providing health workers

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incentive to improve
recruitment, maintain

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motivation and morale, improve
quality of service delivery,

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and increase retention of
health care professionals.

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Numerous kinds of
incentives exist,

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which are provided to
health workers depending

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on the program policy
task to be accomplished.

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Financial incentives are
the most common type.

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However, alone
they are often not

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sufficient to retain
and motivate staff.

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Non-financial incentives
play an equally crucial role.

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They are particularly vital
for countries and organizations

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while limited funding
constraints the capacity

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to provide financial rewards.

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We can read from the testament
shared by the health officials

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in India and Ethiopia that
incentive is vital for health

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workers' motivation.

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Broadly, incentives
fulfill three goals

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towards the improvement of
health service delivery--

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recruitment, retention,
and motivation.

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Globally, health workers
receive incentives

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in many different ways
after the recruitment.

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In Ethiopia, upon completion
of a 12-month training program,

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Health Extension
Workers or HEW are

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assigned as salaried government
employees to health posts

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and work directly
with households.

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More than 42,000
government salaried female

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Health Extension workers have
been deployed in the country,

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providing essential health
services to households.

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Similarly, in India, accredited
social health activists--

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well known as ASHA workers--

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receive incentives for
the work they carry out.

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In Bangladesh, however, BRAC--

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the largest NGO in the world--

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pioneered the use of female
volunteer community health

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workers, known as
Shasthya Shebika.

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Although they are
volunteers, around 100,000

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of Shasthya Shebika received
performance-based financial

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incentive for their work.

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They also generate
income from the profits

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they make from selling
health commodities.

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Retention is very important
in the equitable distribution

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of health workers between
urban and rural areas,

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hard to-reach areas, as well
as being overworked and poorly

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paid, not paid on time, working
in inconducive environments

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while resources and
infrastructure are sorely

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lacking, lack of
training, and working

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in insecure environments,
resulting in high turnover,

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leading to acute human
resource shortages.

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Financial incentives for
improving health worker

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retention include loan
repayment, rural retention

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grants, higher salaries for
workers in unsafe areas,

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and provision of additional
support such as accommodation,

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food, and transport.

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Motivation efficient
at work is believed

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to be a key factor in the
performance of individuals

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and organizations and is
also a significant predictor

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of intention to
quit the workplace.

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Making workload reasonable,
enabling workplace

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safe and secured, initiating
performance-based rewards,

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and creating opportunities
for career advancement

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are the few successful
strategies for motivation.

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Let's take a pause and
try to answer the question

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about provision of per diem.

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The first question is, what
might be likely adverse effects

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of providing such incentives?

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Question 2, how can public
health programs better

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incentivize their
human resources?

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[MUSIC PLAYING]

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