US Veteran Benefits Administration: Core Values and Leadership Report

This report provides an analysis of the US Veteran Benefits Administration, focusing on its core values, organizational culture, and leadership. It examines how the agency articulates its values, communicates internally and externally, and incorporates these values into hiring and employee training p...Read More

Running head: US VETERAN BENEFITS ADMINISTRATION
US VETERAN BENEFITS ADMINISTRATION
Name of the Student
Name of the University
Author Note

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Introduction
The US Veterans Benefits Administration is an agency which is responsible to
administer several programs of department. These programs includes various financial forms
for assistance of veterans.
Discussion
The core values of client organisation helps to define the organisation culture and
commitment to the veterans. These are the traits to support the vision, represents an
organisation’s priorities, organise the work culture, fulfil all the needs of the company and
reflect the values of the company. The core values are the fundamental to attract and retain
proficient and contributing employees (Aspinall 2016). The core values are the organisational
belief and the ways of resonating with the employees and external environment. The core
values are the morale of employees and the role of employee motivation. The core values of
the organisation are its integrity, advocacy, excellence, respect and commitment. The core
belief of US Veterans Benefits Administration is to create access for the veterans who have
limited beliefs stated in Veteran Administration (Bramoweth 2019).
Yes, the US Veterans Benefits Administration are really committed to-
 Customer service
 Mission act Implementation
 Electronic health record
 Business systems transformation
 Suicide prevention
 Accountability
 Women’s health
 Hiring and vacancies

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 Wait times
The Client organization articulate the values that underlie their programs is by
visualising the mission of the organisation and its character or ethics also known as values.
They create a shared image of standards in the organisation. They create value by avoiding
wasting of time and pulling resources in various directions.
Values statements needed to be supported by real actions from management and
leadership are –
 To prioritize customer’s needs and interests.
 To share same vision, accountability, teamwork, culture, loyalty, customer
relationship,
 The value statement also called code of ethics, defines what the organisation
believes and how the people of the organisation should behave with
stakeholders and with each other (Griffin 2017).
 It provides a morale direction for the organisation to guide the decision
making process.
 It also establishes standards for assessing critical actions in the organisation.
The Client organization communicate internally to employees and externally to the
stakeholders and the general public by-
The communication medium is phased by the goal or by the content of the message.
The internal communication is kept private and is communicated to the employees for
influencing their knowledge, behaviour and attitude. These communications are mainly
communicated through emails, memos, internal websites, letter, meetings and conference hall
(Lazier 2016). The external communication is done through email, social media such as

3US VETERAN BENEFITS ADMINISTRATION
television, radio, charity auction, and informs the public through ads that conveys about sale
of a product.
The Client organization incorporate their values into their hiring practices and
employee training by-
 Choosing the values that make the hiring practices successful by recruiting proficient
employees for the right job.
 Outsource the employees accordingly, as employees must aligns the core value and
must work according to the training provided.
 By recognizing the value by training process. This can be when the employee portrays
some uniqueness and improve engagement in the training (McNulty 2016).
 Incorporating the values for hiring practices can be by researching for the values and
culture that fits the hiring process.
 To develop an impression for the candidates by effective job description. An effective
job description must include skill based qualification, and culture based activities.
 It must ensure the candidates about the diversity and teamwork that the organisation
processes.
The values are aligned with the mission by-
 It evaluates in terms of uniqueness, improves quality of the product and services.
 By defining the marketing messages properly to the customers and organisation to
provide positive results systematically.
 By taking feedbacks from the employees and analyse the company values that
would help to keep up- to- date company values. This can align the value with
mission (Miller 2016). The employees must be in the process as if the employees
are convinced in the work culture, then the mission will be easily achieved.

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 To recognize greatness is to ensure the company values with the team values in
order to recognize the employees who exactly understand the company values.
Conclusion
The paper concludes that the US Veteran Benefits Administration have objectified
several core values and beliefs that would help the organisation to keep up- to- date values
according to the employees interests and needs of the organisation. It covers all the focused
areas where value statements helps to understand the actions taken by management and
leadership. It states that internal and external communication is important to provide effective
communication between organisation, stakeholders and employees.

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Reference
Aspinall, S. L., Sales, M. M., Good, C. B., Calabrese, V., Glassman, P. A., Burk, M., ... &
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Bramoweth, A. D., Renqvist, J. G., Hanusa, B. H., Walker, J. D., Germain, A., & Atwood Jr,
C. W. (2019). Identifying the demographic and mental health factors that influence
insomnia treatment recommendations within a veteran population. Behavioral sleep
medicine, 17(2), 181-190.
Griffin, J. M., Malcolm, C., Wright, P., Hagel Campbell, E., Kabat, M., Bangerter, A. K., &
Sayer, N. A. (2017). US veteran health care utilization increases after caregivers’ use
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Lazier, R. L., Gawne, A. W., & Williamson, N. S. (2016). Veteran family reintegration:
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McNulty, Y., Fisher, K. L., Hicks, L., & Kane, T. (2016). Military expatriates: US veterans
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Miller, D. P., Larson, M. J., Byrne, T., & DeVoe, E. (2016). Food insecurity in veteran
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