Veterans Health Affairs Change Management Case Study 2022

Running head: CHANGE MANAGEMENT
CHANGE MANAGEMENT
Name of the Student
Name of the University
Author Note

CHANGE MANAGEMENT1
Issues in this area:
In the management and operation of the agency named Veterans’ Health Affairs has
been facing the issues regarding the customers’ problems for using excessive use of opioid in
the process of treatment of the veterans. In this case, the opioid overdose has surged to lead
the sudden accidental death of the patients.
External and internal driving forces:
The chief driving force of this agency Veterans’ Health Affairs is the core value
which presses it to be improving the activities. The internal driving force relates to the
integrity, respect, advocacy, commitment and the excellent in the service providing process
can has helped the company to perform in an effective way (Doppelt, 2017). In addition to
this, the legal and political forces are impressing to bring all the necessary changes in the
organization. In this case, the employees and the customers are the most affected persons but
will be benefitted if the change is implemented effectively.
Stakeholders involved:
In this particular change, the stakeholders play an important role as they are directly
connected with this change. The policies and norms if change, the stakeholders will be first to
face that. The stakeholders like local and national health care institutions, the federal law
agencies and the community organisations feel pressure with the changes in the organization.
The company accumulates the medicines and other things from the suppliers and if any
changes regarding the medicines consisting opioids is eliminated, then these stakeholders will
be facing issues (Morin et al., 2016). The system update can also affect the clinical staffs to
face the issues because they may not have the needed trainings which are needed for the
perfect handling of this change.

CHANGE MANAGEMENT2
Role and responsibility as a change leader:
According to the leadership theories, the leaders possess the visions regarding when
and where the changes will be needed. Here the leader will be the role model of the
employees as the later will be trying to access the knowledge base and other aspects of the
leaders. Here the leaders must demonstrate positive attitudes and behaviours so that the
employees do not feel demotivated (Hornstein, 2015). The role of the leaders here also
includes the process of making decision and communicates them effectively to the
stakeholders. Here the leaders are responsible to make decisions honestly before the
employees, boards of directors, law agencies and supplies. In addition to this, the
communication of the leaders about the changes in the organization must be clear so that the
changes are smoothened eliminating and barriers.
The leader for change also needs to play the responsibilities of engaging all the
stakeholders in a proper way where there are no issues of misinterpretation of the change or
avoidance of the interests of these stakeholders. The participation of the stakeholders helps
the leaders to meet all the urgency in the change process and commitment from the
stakeholders (Cook, 2015). When the leader is empathetic and energetic, the stakeholders are
more motivated and contribute at their best in the change management process. Finally, the
leader is also responsible to show accountability for any type of change in the organization.
He upholds the agreements and make sure that others do the same. He must follow through
the delivery of the consequences when others do not play their roles perfectly.
Change agents and their role:
The change agents will be mainly the employees who will be operating under the
leader of change and help the organization to be to transform for improvement. The roles of
these agents are to imbibe the changing technology, structure and tasks on the interpersonal