Victor Chimhutu
Current Organizations / Institutes
The organizations/institutes from the scholar's latest article
Victor Chimhutu has a total of 6 co-authors. Here are the top co-authors by number of shared publications:
- Astrid Blystad
Department of Public Health and Primary Health Care, University of Bergen, P.O. Box 7804, 5020 Bergen, Norway
1 shared publication - Ida Lindkvist
Chr. Michelsen Institute, Bergen, Norway; Department of Economics, University of Bergen, Bergen, Norway
1 shared publication - Ida Lindkvist
Lindkvist is currently employed at Norad, P.O. Box 8034 Dep, Oslo 0030, Norway
1 shared publication - Karen Marie Moland
Centre for International Health, Department of Global Public Health and Primary Care, University of Bergen, PO Box 7804, N-5020, Bergen, Norway
1 shared publication - Nils Gunnar Songstad
Centre for International Health, University of Bergen, P.O. Box 7804, 5020 Bergen, Norway
1 shared publication - Siri Lange
Department of Health Promotion and Development, University of Bergen, Årstadveien 21, 5009, Bergen, Norway
1 shared publication
Latest Publications
- Open Access
- 18 January 2014
- Published by Springer Nature in BMC Health Services Research
- Vol. 14 (1) , 23
When incentives work too well: locally implemented pay for performance (P4P) and adverse sanctions towards home birth in Tanzania - a qualitative study
Despite limited evidence of its effectiveness, performance-based payments (P4P) are seen by leading policymakers as a potential solution to the slow progress in reaching Millennium Development Goal 5: improved maternal health. This paper offers insights into two of the aspects that are lacking in the current literature on P4P, namely what strategies health workers employ to reach set targets, and how the intervention plays out when implemented by local government as part of a national programme that does not receive donor funding.
- 18 January 2014
- Published by Springer Nature in BMC Health Services Research
- Vol. 14 (1) , 23
Open AccessWhen incentives work too well: locally implemented pay for performance (P4P) and adverse sanctions towards home birth in Tanzania - a qualitative study
Despite limited evidence of its effectiveness, performance-based payments (P4P) are seen by leading policymakers as a potential solution to the slow progress in reaching Millennium Development Goal 5: improved maternal health. This paper offers insights into two of the aspects that are lacking in the current literature on P4P, namely what strategies health workers employ to reach set targets, and how the intervention plays out when implemented by local government as part of a national programme that does not receive donor funding.
- Open Access
- 1 January 2012
- Published by Springer Nature in Globalization and Health
- Vol. 8 (1) , 33
Assessing performance enhancing tools: experiences with the open performance review and appraisal system (OPRAS) and expectations towards payment for performance (P4P) in the public health sector in Tanzania
Health workers’ motivation is a key determinant of the quality of health services, and poor motivation has been found to be an obstacle to service delivery in many low-income countries. In order to increase the quality of service delivery in the public sector in Tanzania, the Open Performance Review and Appraisal System (OPRAS) has been implemented, and a new results-based payment system, Payment for performance (P4P) is introduced in the health sector. This article addresses health workers’ experiences with OPRAS, expectations towards P4P and how lessons learned from OPRAS can assist in the implementation of P4P. The broader aim is to generate knowledge on health workers’ motivation in low-income contexts.
- 1 January 2012
- Published by Springer Nature in Globalization and Health
- Vol. 8 (1) , 33
Open AccessAssessing performance enhancing tools: experiences with the open performance review and appraisal system (OPRAS) and expectations towards payment for performance (P4P) in the public health sector in Tanzania
Health workers’ motivation is a key determinant of the quality of health services, and poor motivation has been found to be an obstacle to service delivery in many low-income countries. In order to increase the quality of service delivery in the public sector in Tanzania, the Open Performance Review and Appraisal System (OPRAS) has been implemented, and a new results-based payment system, Payment for performance (P4P) is introduced in the health sector. This article addresses health workers’ experiences with OPRAS, expectations towards P4P and how lessons learned from OPRAS can assist in the implementation of P4P. The broader aim is to generate knowledge on health workers’ motivation in low-income contexts.