Simple, standard-free healthcare management motivation requires coordination of motivation, decision making, coordination and control that aligns with the organization's principles and goals (Spaulding, Gamm & Griffith, 2010). Therefore the organization must dedicate financial support, change management and power sharing to have a lasting impact. The term horses for courses is a simple and quality tool that will achieve quick, but long-lasting results requires redesign and acquisition of new concepts that could be expensive and disrupt normal operations for almost a year to provide benefits proven (Coulson-Thomas, 2013). Additionally, some companies need to hire outside staff to drive change. This use of specialist or external support can limit its use when organizations have fallen behind and therefore need to reduce costs or accelerate response which would turn long-term success into a quick gain which would not provide lasting value (Coulson-Thomas, 2013). . Furthermore, the company must maintain profitability during the transformation, without losing sight of its long-term goals. Therefore, inputs (capital, labor, and finance) must be translated into outputs (good service and profits) while ensuring that employees, leaders, and stakeholders receive recognition for their dedication to service excellence (Aras & Crowther, 2010 ). One way to affect change without high financial costs is for the leader to influence employee motivation and commitment to the organization through nonfinancial rewards for recognition. When employees lose motivation, the turnover rate increases, leaving the organization with a loss of skills, know-how, breaks in the employee hierarchy, decreased trust and decreased performance, but transformational and servant leadership has proven