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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
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