Grounded in developmental theory, the Ship of Change provides a renewed look at diagnostic relationships between organizational elements, and their interactions through the lens of a metaphorical ship analogy. Elements are identified and arranged based on empirical studies from the field with causal considerations emphasized by Burke-Litwin. The model uses a two-tiered visual perspective to depict multi-dimensionality that links core organizational elements to work unit activities through the interplay of culture, communication and climate. The model is intended for both the conveyance of principles related to open systems theory, and the practical application of diagnosing organizations for planning and implementing change. The model was tested in a case study with a transportation company using multiple methods data collection including a communication satisfaction survey, workplace observations, and employee interviews. The model was used to categorize and interpret data and to inform recommendations for change.

Background: The pandemic Covid-19 has led to large-scale changes globally; in the workplace setting, it has entailed a distinct increase in remote work. For individuals to deal with organizational changes in the workplace has historically been considered a significant challenge. Therefore, it is essential to understand how individuals cope with these changes and drive themselves while working remotely. Purpose: The purpose of this qualitative study was to develop a deeper understanding of how respondents in different organizations in Sweden coped with the change to remote work caused by Covid19 by viewing their coping strategies from a self-leadership perspective. In addition, the main affecting factors of this change process will be identified. Method: | Ontology: Relativism | Epistemology: Social Constructionism | Research Approach: Inductive | Data Collection: 12 Semi-Structured Interviews | Sampling: Purposive / Convenience | Data Analysis: Thematic Analysis | Conclusion: This study has developed a new terminology; Self-leadership coping strategies that showcase how the respondents of this study reacted, acted, and proactively coped with the change in the workplace setting due to Covid-19. Subsequently, challenging the passive view individuals have been assigned in previous literature and provided coping strategies in a new and highly relevant context. Additionally, three paradoxical affecting factors are presented and problematized.

Background: The advancement and spread of digitalization is reshaping the commercial landscape for firms, executing proper and adequate digital transformations have therefore become a necessity in order to thrive in the digital era. Existing literature has indicated that the unique and distinctive characteristics that family businesses possess may shape the way such firms handle various change efforts. However, research of how family firms handle digital transformations is heavily undeveloped, where the non-financial aspects’ influence on such transformations has yet to be assessed. Purpose: The purpose of this thesis is to investigate how non-financial aspects could influence a digital transformation process in family businesses. By fulfilling this purpose, additional insights can be contributed and enable a more thorough understanding of how non-financial aspects influence digital transformations in a family business. Method: This qualitative and exploratory thesis, guided by an inductive approach, has utilized a multiple case study containing four different cases in order to generate more insights and create a better understanding regarding the topic at hand. Eleven semi-structured interviews have been conducted and a thematic analysis has served as guidance when interpreting and analyzing the data. Conclusion: The results of the research reveal that four non-financial aspects were identified through the multiple case study. However, merely three of the four non-financial aspects identified were found to influence digital transformations in family businesses, encompassing both advantages and challenges which consequently affect a digital transformation. Additionally, the results show that one of the non-financial aspects solely had a positive influence on digital transformations, while the other two had both a positive and negative influence.

Due to the increasing prevalence of laws, standards, and ethical discussions about web accessibility, developing websites and apps that are usable to everyone—regardless of disability and impairment—is more important than ever. In spite of this, most of the web is still inaccessible and accessibility is commonly treated as an afterthought. The aim of this thesis is to investigate how to implement web accessibility as a cornerstone of software development processes, and more specifically what motivates accessibility adoption and how to implement it successfully. The main part of the research consists of an extensive analysis of the literature to identify common themes. Although legislation and financial concerns play a role in why organizations adopt accessibility, the most frequently cited factors are social and ethical aspects as well as reaching a wider audience. The success of accessibility implementation is largely dependent on how knowledge is created, maintained, and disseminated in organizations. Prioritizing it and integrating it as much as any other basic requirement is also a key to success. Moreover, WCAG 2.1 Level AA is the recommended accessibility standard and compliance level, as informed by a law review and insights from literature. In addition, semi-structured interviews and a workshop were conducted with participants across three projects of a Swedish IT company with the aim of applying the findings in a real-life context and bringing about change in the organization. Final suggestions were based on the thematic analysis, and adapted to the case company through the insights from interviews and the workshop, as well as process documentation and corporate policies. Although not generalizable to all organizations, the suggestions provide understanding of enterprises sharing the case company's characteristics. Furthermore, the thematic analysis and law review have relevance for all types of private organizations.

Background: The transport industry is facing new challenges such as increased competition between the actors and an increasing shortage of truck drivers. Implementing new technologies such as autonomous driving can represent a solution for companies to increase their competitiveness and gains. However, implementing such an innovative solution leads to a certain resistance to change that has to be dealt with, as well as concerns about the current jobs within the industry. Purpose: The purpose of this thesis is to assess the resistance to change linked to implementing this technology within Logistics Service Providers, provide solutions to overcome this resistance, as well as assessing the impact on jobs. Method: An inductive multiple case study has been used to conduct this research. The data was gathered from 12 semi-structured interviews with experts related to the transport industry. Then, thematic data analysis has been used to provide insights. Conclusion: The results show that the resistance is characterized by barriers to the technology and the resistance from the people, that support and communication is the key factor for successful implementation and that the truck driving professions will evolve considerably.

Den nya digitala miljön har kommit att påverka organisationer på alla nivåer. Digitala verktyg möjliggör effektivisering och förbättring av en organisations arbetssätt och processer. Det leder till att förändringsprojekt kopplade till digitalisering ställer nya krav på förändringsledning, och därmed kan tidigare tillvägagångssätt vid förändringsprojekt inte nyttjas fullt ut i den digitala eran. Syftet med den här studien är därför att förstå innebörden av förändringsledning vid förändringsprojekt kopplade till digitalisering. För att uppnå syftet undersöker studien innebörden av förändringsledning vid förändringsprojekt kopplade till digitalisering utifrån individers erfarenheter kring att ha medverkat eller lett sådana projekt. Som grund för studien presenteras en teoretisk förförståelse för områdena förändringsledning och digitalisering. Två valda teorier från respektive område beskrivs mer detaljerat och illustreras med tillhörande ramverk. Studien har en kvalitativ forskningsansats med en induktiv metod. Den bygger på sju stycken kvalitativa intervjuer med personer som har lett eller medverkat i ett förändringsprojekt kopplat till digitalisering. Dataanalysen innefattar sedan fem stycken teman som konstruerats utifrån ett förändringsprojekts process. Resultatet för studien presenteras i ett ramverk som förklarar innebörden av förändringsledning vid förändringsprojekt kopplade till digitalisering. Att förstå innebörden av förändringsledning kan öka insikten om avgörande faktorer under ett förändringsprojekts olika faser. Resultatet visar att förändring ska ses som en kontinuerlig process där medarbetarna står i centrum. / The new digital environment has come to affect organizations at all levels. Digital tools enable efficiency and improvement of an organization’s working methods and processes. Change projects linked to digitalization place new demand on change management, and thus previous approaches to change projects can’t be fully utilized in the digital age. Therefore, the purpose of this study is to understand the meaning of change management in change projects linked to digitalization. To achieve the purpose, the study examines the meaning of change management in change projects linked to digitalization based on individuals’ experiences of participating in or leading such projects. As a basis for the study, a theoretical pre-understanding of the areas of change management and digitalization is presented. Two selected theories from each area are described in more detail and illustrated with their framework. The study has a qualitative approach with an inductive method. It is based on seven qualitative interviews with individuals who have led or participated in a change project linked to digitalization. Further on, the data analysis is based on five themes constructed based on a change project process. The results of the study are presented in a framework that explains the meaning of change management in change projects linked to digitalization. Understanding the meaning of change management can increase awareness of crucial factors during the different phases of the change project. The results show that change should be seen as a continuous process where employees are the most vital factor in order to succeed.

Having a modern Enterprise Resource Planning (ERP) system is seen as increasingly important if an organisation wants to compete in today’s business environment. The implementation of a new ERP system can result in added automatization and the replacement and/or coupling of legacy systems. The replacement and coupling of legacy systems can help an organisation increase data integrity and accessibility by lowering data fragmentation. Previous research on the topic of ERP implementations has emphasized user participation as an important factor when aiming to succeed with an implementation. The research is however inconsistent with its use of participation and involvement where involvement is often used synonymously with participation, but sometimes it signifies that the implementation is of personal importance to the user. This study defines user participation as the user partaking in activities relating to the implementation, and user involvement is defined as the user perceiving the project or system as important. This study also introduces a new term: user inclusion, which encompasses both user participation, and if a user is on the receiving end of one-way communication, for example when receiving a newsletter. This study argues that symbolic adoption, the belief that implementing the system is a good idea, is an important part of system success and uses a combination of factors from the UTAUT model and the I/S success model as antecedents to the dimensions of symbolic adoption that has been presented in previous research. The purpose of this study is to examine how users are included in ERP implementation processes, and how their inclusion in the process affects users’ symbolic adoption. To address this purpose, a qualitative multi-case study that included two cases was conducted. In order to answer how users are included, this study divides how into three sub-questions; who; when and in what way users were included throughout the implementation. ​This study concludes that users’ inclusion increases over time throughout the implementation process, both in terms of influence, and in number of participating users. This study also shows that users included in project initiatives can affect the antecedents to symbolic adoption in various ways, both their own symbolic adoption, and that of their non-participating colleagues. An example of this is how intended users’ expectations can be managed through communication and when they get first-hand experience of the system, their expectations correct themselves so that they are closer to the actual performance and effort required. The antecedents, performance and effort expectancy, are in turn linked to the symbolic adoption dimension effort worthiness.

This diploma thesis focuses on the problem of implementation of information systems for electronic documentation in health care, especially in rehabilitation. The theoretical part describes the nature and meaning of managerial changes in general, reviews various types of changes, discusses what causes these changes and how they affect their surroundings, and describes the key steps and models for effective handling of these managerial changes. The second part deals with problems of introducing electronic documentation and information systems in a special case of the Czech Republic. The empirical part focuses on implementation of information system in the rehabilitation institute Kladruby. Using qualitative research methods a sequence of interviews was carried out with the staff of the rehabilitation department. The result of the research presented in this thesis is a summary of advantages and disadvantages of the information system, attitudes of respondents to the implementation of the information system, and recommendations how to further optimize the information system. The second part describes the feedback of four rehabilitation centers in the USA with a long-term experience with the implementation of information systems and a simple comparison of respondents' experience in the USA and the...

Abstract Title: Self-leadership and Organizational Progress Author: Anna Moore Background: Within the school system, as well as throughout the broader part of society, change is brought on more rapidly. Organizations must be inclined and able to change past practices. The organization within the school system is, however, very traditional depicted by how it is organized and by the conservative attitudes such as how professions within the school system interact with each other. It can therefore be difficult to change obsolete traditions that are associated with the teacher’s role. Self-leadership as a method has been found to have a positive effect on individuals as well as on groups and organizations. However, self-leadership in relation to organizational change has not yet been widely researched. This report is carried out through a pilot project conducted at the educational administration within a Swedish municipality. Purpose: The purpose of this report is to investigate and analyse organizational progress in relation to self-leadership within school environment through the perspective of school-leaders. Question at issue: Throughout the implementation of a change process, which factors can be identified as successful, in relation to the process. In what way can self-leadership help school-leaders accomplish a change process? Theoretical framework: Relevant theoretical framework was identified in order to analyse the empirical data. Three different fields where presented: affiliation and culture, organizational progress and communication throughout the change process. Method: This report is a case study carried out with a qualitative method. The empirical data was gathered through semi-structured interviews with five respondents from three different schools as well as one respondent from the control group. The researcher’s paradigm can be identified as constructivism. A hermeneutic process was applied in order to interpret the empirical data. Conclusions: In relation to the pilot project being studied a series of success factors were identified: A change tendency as well as a more daring approach towards leading change will allow further organizational change. The need for change needs to come from within the organization. Take advantage of the prevailing affiliation and culture. Leaders must have good knowledge of the field they operate in as well of the particular unit they work at. With reason being able to adapt and adjust the course of actions as well as the chosen methods. Self-leadership strategies are found to have a positive effect on the change process throughout different steps of the way, individually as well as in relation to the group process. Further research in relation to self-leadership and organizational change is recommended. Especially in relation to determining a method to measure the extent and effect of self-leadership.

A 15-facility healthcare organization utilized organizational change management techniques to aid with the adoption of a clinical information system to accomplish desired cultural transformation. The aim of this article was to provide a description of team member and physician attitudes toward change during conversion to a new clinical information system of electronic documentation. The tool developed and utilized was a change readiness survey to assess randomly selected team member and physician perceived readiness for the transition to an electronic documentation system. This article reviewed the rationale for using organizational change management techniques to facilitate adoption of a new clinical information system and discussed development of a change readiness survey tool. It explored the findings from the first 3 years of the survey.