ach reply must incorporate at least 2 scholarly citations in APA format. Any sources cited must have been published within the last five years. Acceptable sources include peer-reviewed articles from the LUO library, the textbook, etc. All posts within the thread (initial and reply posts) must include a biblical integration/scripture application with a brief explanation on how the selected scripture applies to the post. musts be 250 words

Needs-based theories of motivation can be described as a persons motivated behaviors to achieve a specific goal or outcome. There are a few theories, but one of the most common theory is based on physiological, safety, social, esteem, and self-actualization. Abraham Maslow called this theory hierarchy of needs. Basic human needs are met such as food, water, air, and shelter followed by the desire to feel safe and have good job security. The next level of need is that an employee is motivated to have healthy relationships while they are at work. Those relationships can help achieve self esteem, which will motivate employees to work hard and managers can provide recognition. After all of those hierarchy of needs are met an employee makes sure that the employer gets their best self. Another needs-based motivation theory is that of McClelland. His theory suggests that a person's emotional needs are achievement or getting tasks done, power, and affiliation. He also claims that these needs can come in any order.

Both of these theories offer value to healthcare managers, however, as a manager there are many times when managers need to focus on getting the job done, influencing others, and who do they know that can add value to the workplace. Many times if a manager applies Maslow's theory, personal feelings can get in the way. A manager must be able to have enough confidence to not seek recognition from others.

A limitation that I see from management would be when employees are not self motivated and only come to earn a salary. "Managers do exert a significant amount of influence over employees, but they do not have the power to force a person to act" ( Buchbinder, S. B., Shanks, N. H., & Kite, B. J. (2019). No matter what motivation or extrinsic reward a manager offers, a person must want to be successful. In Colossians 3:23 the Bible states that whatever a man does, work at it with your whole being and for the Lord, not for men. Meaning that we should do all things as we would do for the Lord.

A healthcare industry example that involved managing motivation is employee turnover in healthcare positions. According to Forbes Magazine there was a 20% increase of employee turnovers from pre pandemic levels and 44% have searched for different jobs (2022). I know that I was among those employees. Managers can offer rewards, incentives, recognition, and truly caring about others. I know that I am now blessed to work where my manager will do small things to show she cares. She will offer flexible schedules, bring lunch or coffee, write a small motivational note, and advocate when needed to. I know that I will do some of those same things when I become a manager. Sometimes it's the small things that make a huge impact.

References

Buchbinder, S. B., Shanks, N. H., & Kite, B. J. (2019). Introduction to Health Care Management (4th ed.). Jones & Bartlett Learning.

Rolnick, M. (2022). How to improve employee retention, motivation, and wellness.

retrieved from https://www.forbes.comLinks to an external site.