Literature Review Theoretical perspective Several leadership and organizational management theories highlight the significance of proper supervision and the creation of an ideal work environment for the employees’ optimal performance. For instance, the Fiedler contingency model describes a leader’s ability based on the contingency of the situation. There are two kinds of leaders, according to this theory. The first is leaders that develop a good relationship with their people to deliver a task. The second are leaders that are only oriented towards the task at hand. They make the accomplishment of the task as their primary aim and take all the steps towards the achievement of this goal (Aamir, 2008). Huczynski (2012) notes that “what valence a certain object or activity and partly upon the needs is the state of the person at that time” (Huczynski, 2012, p. 273). This means that the level of employee motivation in an organization may be related to the income and position held. For instance, subordinates at the base of the functionality pyramid may exhibit low levels of motivation in performance compared to the employees at the top of the hierarchical ladder. Therefore, to create an ideal environment for optimal motivation, there is a need to roll out programs that are holistic, friendly, and soft to employee valence. Besides, the work environment should integrate healthy and sustainable ethical decision culture to create an ideal behavior modeling and social control structure for organization leadership sustainability (Weinberg & McDemott, 2011). Other notable elements of the valence theory are a clear definition of engagement rules, organization behavior code, and strategies for addressing any deviation to ensure that all stakeholders are keen on the sustainability of the labor force. Factors that impact service delivery in a healthcare environment Reflecting on Lewin’s three-step theory, the unfreezing, transformation, and refreezing determine the level of performance in an organization. According to this theory, the first step involves the realization that a challenge exists in the organization. The second step involves the transformation of this challenge into a development goal, after which the implementation step concludes by developing a solution for the challenge (Montana & Bruce, 2008). The best way to motivate employees is to ensure that the work environment is ideal for performing their roles. For instance, a healthcare facility might hire more staff or open more service points to ensure that employees are not overworked (Huczynski, 2012). Through this approach, employees will be empowered since they will feel trusted and valued by the management personnel and the hospital. As opined by Maslow, in the hierarchy of needs theory, “primary needs are basic before tertiary needs and must be addressed in that order” (Bloom & Reenen, 2010, p. 36). The needs include safety, physical needs, love, self-esteem, and room for actualization. For instance, automation and availability of medication should be constantly reviewed to create a friendly work environment by balancing the efficiency goals and concerns of the users. Job satisfaction is a result of a systematic, continuous environmental and personality inter