This study aims to examine the implementation issues that can occur when organizational changes are implemented. In order to concretise the argument, the study is limited to The Medical Department (MAVA) in Helsingborg´s hopital. MAVA and the hospital in Helsingborg has become among the most criticized in Sweden over the past two years. In order to achieve the purpose, I have used the activity reports for 2016 and 2017, weekly newsletters from 2015 to 2017, and interviews with both MAVA managers and employees. As the purpose of the study is to examine possible implementation problems that may occur, I have chosen to include both employees and managers and thus use models that fit my approaches. The models used are Kurt Lewin's Unfreeze, Change, Refreeze- model and Lennart Lundquist´s Understand, Can, Want- model. The first model is based on a management perspective and therefore used to highlight the managers perspective in this study. The second model is used in order to highlight the perspective of the employees . Interview reports, business reports and weekly writing form the basis for the results of this study. The results show that factors such as exclusion in the organization, large distances between managers and employees, little consideration, as well as weak communication, contributes to the fact that organizational changes are not implemented to the desired extent.