Each 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. must be 250 words

Motivation is a key aspect of almost any occupation as it is imperative one fosters this quality while being an employee. Motivated employees are fully engaged and put investment into their jobs as the book describes (Buchbinder, et. al, 2019). There are three popular theories amongst the field of management being Maslow's Hierarchy of needs, Alderfer's three factor ERG theory and Herzberg's 2-factor Theory. Each of these attempt to explain human motivation in the workplace and share the use of a hierarchal structure of needs or factors. While sharing some similarities they also have differences in the approaches and specifics of their models. Maslow's Heirarchy of Needs suggests that individuals must satisfy lower-level needs before higher-level needs become motivating. Alderfer's Theory introduces the concept of frustration-regression, claiming that if higher-level needs are not met, individuals may regress to lower-level needs for motivation. Lastly, Herzberg's 2-factor Theory focuses more on the distinction between factors that lead to job satisfaction and those that prevent dissatisfaction, rather than a strict hierarchy. Managing motivation clearly looks differentfor each of these theories, Herzberg's Two-Factor Theory is most applicable to healthcare managers because it emphasizes the importance of recognition, responsibility and achievement which, in healthcare settings, is often driven by a sense of purpose and the desire to make a difference in people's lives. A key limitation to the management and leadership approaches to managing employee motivation and engagement is they often overlook the influence of contextual factors like organizational culture, industry norms, and external economic conditions. Failing to consider these can lead to ineffective strategies which hinder motivation and engagement in employees. Health economic professors from Greece conducted a study on motivation in the workplace and found, "Providing a motivating environment for employees becomes more fundamental in the healthcare system. Motivation of healthcare employees was affected by factors related to supervision, financial benefits, job training and growth" (Karaferis, et. al, 2022). Thus, the motivation of health workers is reflected in their behavior in the workplace and affects the outcome of the health care system as a whole. In this situation, I would provide such benefits as recognizing and awarding good performance is crucial. Although the Bible does not share specifics on employee motivation, it does touch on things like servant leadership and appreciation. As believers we are encouraged to serve others rather than seek power and recognize achievements when effort is put fourth. These are things that can be implemented in healthcare managers' thought processes when assessing their management and leadership approaches.

Buchbinder, S. B., Shanks, N. H., & Kite, B. J. (2019). Introduction to Health Care Management (4th ed.). Jones & Bartlett Learning. https://libertyonline.vitalsource.com/books/9781284205312

Karaferis D, Aletras V, Raikou M, Niakas D. Factors Influencing Motivation and Work Engagement of Healthcare Professionals. Mater Sociomed. 2022 Sep;34(3):216-224. doi: 10.5455/msm.2022.34.216-224. PMID: 36310751; PMCID: PMC9559882.