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Chapter 4: Understanding How Incentives ... > FUTURE RESEARCH - Pg. 74

Understanding How Incentives Influence Motivation and Retention of Health Workers so were more amenable to higher level pursuits. Nevertheless, given the systemically low levels of salary and remuneration in Zambia and the activation of additional financial rewards in one pilot, this is highly unlikely. How an incentive is valued will also depend on the profile of the worker, with age, gender, number of dependents, stage of career, and profes- sional background all acting as influential factors (Reid, 2004). There are suggestions that those with families place greater value on income and social factors, such as schools, and young workers place greater value on post-graduate training and career development (Reid, 2004). Additionally people will have their own set of personal values which may influence their decision to work in a rural or urban setting or in private or public practice. There is limited information regarding how motivational factors are valued by different cadres. A recent study in Malawi (McAuliffe, 2008) has FUTURE RESEARCH As it has been shown, there are strategies in place throughout the world to improve motivation and retention. As health professionals are a scarce resource, all countries need to implement plans for effective human resources management, targeting career paths, performance appraisals, clear job descriptions, and ensuring continuous training and education. However, there is still insufficient evidence to reveal the precise interaction between different incentives, context, cadres, and personal needs. Work needs to be done to bridge this gap and thoroughly evaluate the impact of both fi- nancial and non-financial incentives in different circumstances. There is limited information as to the extent to which motivational factors are valued differently by different cadres. It would be beneficial to improve understanding of the relative power that each motivational factor has