Health care organizations can go through a lot of changes within a year. Having employees change job descriptions, rearranging work schedules, improving work conditions, and reconfiguring teams; to name a few examples. However, it is up to the managers to provide types of incentives to help motive the employees to achieve goals for the employer and for themselves. Within my organization there are going to be changes that are going to be happening because upper management decided to downsize this department. Therefore, I have chosen three motivational methods for us, which are goal-setting theory, expectancy theory, and equity theory. Every one if these methods play a huge role in the teams which are trying to be created. But before choosing out the three motivational methods defining the word motivational was necessary. According to Jones and Bartlett Publishers (2011), “a motive is “something (a need or desire) that causes a person to act.” Motivate, in turn, means “to provide with a motive,” and motivation is defined as “the act or process of motivating.” With the understanding of what the word truly means, choosing these three motivational methods are the best three choices. For the first choice, goal-setting theory is a method that is placed to improve work performance for each individual employee and the satisfaction of their job. In order to make this motivational method succeed is by working as a team. There are five main points to this method, which are setting specific goals, setting challenging goals, building goal acceptance and commitment, clarification on goal priorities, and rewarding when goals are accomplished (Kramer, Schermerhorn, & Lombardi, , 2007). Within this theory be able to see the importance of the relationship between the goals and performances. Since, the department would be downsizing there will be a lot of work that needs to be