The Munich Compliance Talk entitled "Legal Privilege – What is its use actually about?" took place on April 26th, 2016 at the Literaturhaus Munich. At this event, which has been organized together by the Deutschen AnwaltSpiegel – Gruppe and Recommind, compliance professionals, namely lawyers, employees of in-house legal departments, compliance officers and compliance managers have been present. The conference program included impulsive lectures by the experts Dr. Burkhard Schmitt1 (Vice President, Head of EMEIA Compliance at Fujitsu, Munich) and Patrick Späth2, LL.M. (Counsel of WilmerHale in Berlin). Emphasis was – among other things - placed on the legal framework of legal privilege. Moreover the focus was on the company''s point of view, thus the question, how to deal with legal privilege in the company.

Background: Blockchain technology may seem like a complex system, but it is simply a decentralized database designed to remove the need for third-party organisation in data management. Blockchain is being researched for uses in the various industry out of which healthcare is one. Healthcare industry suffers from various issues such as imperfect data, a broken medical history that is split across various healthcare institutions, and so on. Blockchain might be the approach it needs to optimize it to a greater level of functioning. Objectives: The objectives of this report are to understand whether the decentralization feature along with other features of blockchain technology can be advantageous to the healthcare industry and also to summarize the previous implementation for the use cases of the technology in the domain. Methods: The method used is a literature survey. We perform a study selection process in four steps. After each step, the number of publications is reduced as unwanted publications are omitted using search strings, inclusion and exclusion criteria. We even conducted a study quality assessment which helps us analyse the quality offindings from the final set of selected papers in answering the research questions. Results: We have summarized the findings from the 36 selected papers from the study selection process according to the research questions. Conclusions: Blockchain technology provides data security, once any data is registered on the blockchain it cannot be altered or manipulated. It eliminates the need for a third party to verify the transactions on the chain. As blockchain is a budding new technology with very little age under its belt, there needs to more research on the topic before this can be applied over a large scale of systems that are operating in critical areas such as healthcare. Even though implementing blockchain for the use cases such as Electronic Medical Records (EMRs), research trials and so on, it can not be done immediately as the exposure of this technology to the common public and healthcare individuals is very limited.

Hälsoscheman är ett relativt nytt fenomen, som hade sitt startskott 2016 i form av ett samarbete mellan Sveriges Kommuner och Regioner och Kommunal kallat Heltidsresan. Syftet med projektet var att stärka välfärdens kompetens och instifta heltid som norm. En betydande del av Heltidsresans utformning utgörs av forskning från Stressforskningsinstitutet vid Stockholms universitet. Heltidsresan har i sin tur lett till att flera kommuner valt att ta efter riktlinjerna och rekommendationerna som projektet utmynnat i, vilket har banat vägen för konflikter och motstånd från arbetstagarhåll. Studien syftar därför till att undersöka vilka motiv från arbetsgivarhåll som har legat till grund för införandet av hälsoscheman i Sveriges kommuner. Även hur hälsoschemats reformering av arbetsvillkor har påverkat enskilda arbetstagare är i fokus, samt hur schemaläggning kan användas som ett organisatoriskt verktyg från arbetsgivarhåll. Studien har genomförts med hjälp av intervjuer med arbetstagare och personer som har varit med och implementerat hälsoscheman inom vård och omsorg. En fenomenologisk metodansats används för att undersöka fenomenet genom arbetstagare och arbetsgivares uppfattningar, samt erfarenheter kring förändringsprocessen som hälsoschemat har bidragit till. Resultatet analyseras med teorier från Michel Foucault med fokus på detaljstyrning och bio-politik, men även institutionellt och nyinstitutionellt perspektiv appliceras. Studien belyser att det finns fler bakomliggande faktorer som kan förstås som motiv till att implementera hälsoscheman och de förändringarna det innebär. Det tydliggörs även hur arbetstagarna som intervjuats upplever hur schemaförändringarna har påverkat dem i ett negativt avseende, både i arbetslivet och privatlivet / Health Schedules are a relatively new phenomenon, which had its onset during 2016 as a collaboration between Sveriges Kommuner & Regioner and Kommunal called ’’The Full Time Journey’’. The main purpose of the project was intended to reinforce the welfare sectors proficiency, as well as stating full time work as a norm. The Full Time Journey has eventually led to several municipalities following the examples based on the guidelines and recommendations stated by the project. This has eventually given rise to disagreement and conflicts, and resistance from employees. The study aims to investigate which potential motives and intentions from the employer side might have contributed to the introduction of health scheduling in the various municipalities of Sweden. This also includes how the transformation of working conditions has affected individual employees, but also targeting how scheduling might be used as an organizational tool by employers. The study was conducted using interviews with employees and individuals who have been involved throughout the implementation of Health Schedules within the Healthcare Industry. A phenomenological methodological viewpoint is used to investigate the phenomenon through the perceptions of employees and employers, in addition to experiences attributed regarding the transformation process, induced by the Health Schedule. The results are analyzed using theories from Michel Foucault with a particular focus relating to management and biopolitics, but also institutional and neo-institutional perspectives are applied. The study highlights that there are several underlying factors that can be understood as motives for implementing health schemes and the changes it entails. It is also clarified how the employees interviewed experience how the schedule changes have affected them in a negative respect, both in working life and private life.

Venture failure has been studied from the entrepreneur’s perspective through previous qualitative research. However, very few studies have considered the specific business environment in which entrepreneurs operate. This thesis addresses entrepreneurial failure and focuses on the EU healthcare sector. The paucity of academic research combining the lived experience of venture failure and the healthcare industry context, highlights the importance of this study. An interpretative phenomenological approach is used to provide situated insights, rich details and thick descriptions of participants’ experiences whilst allowing appreciation of the business context and development of common themes. Through in-depth interviews with seven entrepreneurs, this study develops a deeper understanding of what it is like to experience venture failure in the healthcare industry. Findings show that entrepreneurs were not only deeply affected by emotional hardship, but also suffered from detrimental social consequences as a result of stigmatisation and no longer being part of the healthcare industry. Findings suggest there is a relationship between entrepreneurial optimism, post-failure effects and longer-term outcomes, with a central role for healthcare entrepreneurs’ intrinsic motivation. This work adds empirical weight to the existing body of entrepreneurial failure theory. The exclusive focus on the healthcare industry adds a new perspective to academic theory and is also of value to entrepreneurship practice. Entrepreneurs’ genuine desire to make a difference in healthcare, despite the industry’s complexity and the challenges it entails, deserves more attention from policy makers, investors and other stakeholders in the healthcare ecosystem. Finally, the insights derived from the narratives of entrepreneurs who experienced failure, might help other entrepreneurs in their endeavours.

Philosophiae Doctor - PhD / The present study provided insight into authentic leadership, psychological capital and exemplary followership behaviour as antecedents of work engagement of employees. A quantitative, cross-sectional survey design was utilised, using a composite electronic questionnaire. Data was gathered by using a purposive sample of managers in a national South African healthcare industry organisation (N = 647). The portability of the measurement instruments to a South African context were validated through confirmatory and exploratory factor analysis. The psychological capital and authentic leadership measures retained its original factor structure and items, whilst the work engagement and followership measures were adapted to improve the internal reliability and construct validity of the instrument for the healthcare industry sample. The higher-order factor structure of psychological capital was also confirmed

Although social capital had been found to solve collective action problems, social capital at work or workplace social capital has only recently begun to be researched. This is noteworthy given that most of our waking hours are spent in the workplace. While workplace social capital is suggested to improve workplace performance, job satisfaction had been found to improve workplace performance. However, workplace social capital and job satisfaction have never been examined together with regard to workplace performance. Furthermore, most studies on workplace performance have focused on developed countries with evidence from developing countries is lacking. The aims of this thesis were to investigate 1) whether workplace social capital affects job satisfaction; 2) the relationship of social capital, job satisfaction and workplace performance; 3) whether individual characteristics differ in determining job satisfaction in developed and developing countries; and 4) whether context of organisations in developed and developing countries differ in determining the relationship of social capital, job satisfaction and workplace performance. To achieve those aims, this thesis selects two sets of secondary data representing developed countries: EWCS2010 in Europe combining workers with their regions and countries and WERS2011 in Britain linking workers to their workplaces; while primary data froma developing country have been gathered from public hospitals in Indonesia associating workers with workplaces. As such, this thesis exploits two approaches using structural equation modelling in multilevel models. First, the customary Macro-micro approach is used to examine the relationship between workplace social capital and job satisfaction treating both variables as latent constructs. Second, the less common micro-Macro approach is exercised to investigate the relationship between workplace social capital, job satisfaction and workplace performance. Results from developed countries show that workplace social capital is positively associated with individual outcomes such as job satisfaction and well-being even in times of financial crisis. Comparing the results between developed and developing countries, workplace social capital is positively significantly associated with job satisfaction in Britain and in Indonesia. With regard to higher level outcomes, workplace social capital is associated with better financial performance, while job satisfaction is associated with higher quality in British general industry. Turning to results from Indonesia, workplace social capital is associated with lower expenditure per bed; job satisfaction, however, failed to be associated with any workplace performance measures. Several individual and workplace characteristics in both developed and developing countries have similar influences on job satisfaction and workplace performance. Nevertheless, there are some contrasting results regarding the influence of those characteristics in developed and developing countries.

Covid-19 pandemin har påverkat hela samhället på olika sätt. Vård-och omsorgsbranschen är en bransch som har drabbats hårt då det har lett till stora påfrestningar inom äldreomsorgen, vilket i sin tur har lett till omställningar i arbetssätt. Detta har resulterat i ökade krav på bland annat enhetschefer och medarbetare som verkar inom denna bransch. Studiens huvudsakliga syfte är att undersöka hur enhetschefer inom vård- och omsorgsorganisationer anpassar sitt ledarskap under en kris. För att besvara studiens syfte har det formulerats en forskningsfråga som berör hur enhetschefer har anpassat sitt ledarskap under coronakrisen.Denna uppsats vill undersöka ledarnas uppfattningar och egna berättelser av hur deras ledarskap har anpassats under krisen. Därmed utgår studien ifrån ett kvalitativt tillvägagångssätt där data har samlats in genom att utföra semistrukturerade intervjuer med sju enhetschefer som arbetar inom vård- och omsorgsbranschen. Studien är baserad på teorier och litteratur som handlar om ledarskap inom vård- och omsorgsbranschen, hur ledarskap anpassar sig till olika situationer samt ledarskap i kris. Därtill har studien utgått ifrån två huvudsakliga ledarstilar vilka är det demokratiska och auktoritära ledarskapet. Resultatet av studien visar att ledarskapet inom vård- och omsorgsbranschen präglas av en demokratisk ledarstil men att ledarskapet anpassades under coronakrisen till en mer auktoritär ledarstil. Studien är skriven på svenska. / It is without question that the covid-19 has brought about one of the most unprecedented healthcare crises of our time. The healthcare industry is an industry that has been greatly affected as it has led to great strains in elderly care, which has led to changes in working methods. This has resulted in a rise in demand for unit managers and workers in this sector, among other things. The study's primary goal is to determine whether and how unit managers within healthcare organizations adapt their leadership during a crisis, such as the covid-19 pandemic. In order to address the study's intent, a research question has been formulated that focuses on how unit managers have adapted their leadership during the corona crisis. This essay seeks to examine the leaders’ perceptions and own stories of how their leadership has been adapted during the crisis. Thus, the study is based on a qualitative approach where data has been collected by conducting semi-structured interviews with seven unit managers working in the healthcare industry. The research is focused on theories and literature on leadership in the healthcare sector, how leadership adapts to various circumstances and leadership in crisis with focus on democratic and authoritarian principles. According to the study's findings, leadership in the healthcare industry is characterized by a democratic leadership style however was developed into a more authoritarian leadership style during the covid-19 crisis. This study is written in Swedish.

En arbetsplats som inte ses tillräckligt motiverande för en individ kan leda till att en anställd frivilligt väljer att lämna ett företag, vilket ofta resulterar i höga oförutsägbara personalomsättningskostnader och olägenheter för en verksamhet. Därmed ses bibehållandet av personal, så kallat Employee retention, vara av stor betydelse. Då motivation i arbetet kan vara förknippad med upplevelsen av tillfredsställelse som skapar positiva arbetsattityder kan detta begrepp ses vara integrerad med arbetet av att behålla personal. För att kunna upprätthålla motivation är det dock viktigt att chefer förstår hur generationsskillnader kan påverka individers behov på arbetsplatsen. Då unga medarbetare, så kallade generation Y, är individer som ses mer benägna att lämna ett företag än tidigare generationer har denna studie valt att rikta ett enskilt fokus mot friskvårdsbranschen som påvisat inneha ett högt antal unga medarbetare. Syftet med denna studie var att skapa en förståelse för hur chefer kan arbeta med att motivera sina medarbetare tillhörande generation Y för att kunna behålla dem i ett företag inom friskvårdsbranschen. Studien tar utgångspunkt i generationsteorin av Mannheim (1927) samt i motivationsteorierna av Maslow (1943) och Vroom (1964), vilka fungerar som ett vetenskapligt stöd i sökandet efter svaret på studiens problemformulering och frågeställning. För att finna svar på den uppsatta frågeställningen har en kvalitativ forskningsmetod använts med ett kompletterande deskriptivt inslag i form av en rangordningsmetod. Insamlingen av den empiriska datan genomfördes med hjälp av en fallstudie mot två olika friskvårdsföretag. Sammanlagt genomfördes 13 kvalitativa intervjuer med chefer och medarbetare samt en kvalitativ textanalys baserat på fallföretagens arbetsmaterial och policydokument, vilka tillsammans utgjorde en trianguleringsmetod. Resultatet i denna studie presenterar en distinktion mellan vad chefer tror motiverar generation Y och vad i praktiken som de faktiskt motiveras av. De motivationsfaktorer som visade sig utmärkande och viktiga för att medarbetare tillhörande generation Y skulle stanna i friskvårdsbranschen var Personlig utveckling, Samhörighet och gemenskap samt Trygga anställningsvillkor. Det ska dock observeras att detta resultat var en generalisering av den insamlade empirin och utgör således inte en presentation av vad dessa medarbetare individuellt motiveras av. Därmed ses det även vara av hög väsentlighet att chefer arbetar med att identifiera den enskilde individens behov av motivation på arbetsplatsen. / A workplace that is not considered sufficiently motivating for an individual can lead to an employee voluntary choosing to leave a company, resulting in high unpredictable employee turnover costs and inconvenience for the operation. Therefore, Employee retention is considered to be of great importance. Motivation in work may also be associated with the experience of satisfaction that creates positive working attitudes, this term can be seen to be integrated with the work of retaining employees. However, in order to maintain motivation in work, it is important that managers understands how generation differences can affect the needs of individuals in the workplace. Because young employees, so-called generation Y, are individuals who are more likely to leave a company than previous generations this study has a specific focus on the healthcare industry, which has shown a high number of young employees. The aim of this study was to create an understanding of how managers can work to motivate their employees, belonging to generation Y, in order to keep them in a company within the healthcare industry. The study takes a starting point in the generation theory of Mannheim (1927) and motivational theories of Maslow (1943) and Vroom (1964), which have worked out as a scientific support in the search for the answer to the study’s problem formulation and questionnaire. In order to find the answer of the founded question a qualitative researching method has been used, with a complementary descriptive element in form of a ranking method. The collection of the empirical data was conducted using a case study against two different healthcare companies and a triangulation method. In total, 13 qualitative interviews were conducted with managers and employees, as well as a qualitative text analysis based on the case materials and policy documents, which together formed a triangulation method. The result of this study present a difference between what managers believe motivates generation Y and what they are actually motivated by in practice. The motivational factors that was shown distinctive and important for employees belonging to generation Y to stay within the healthcare industry were Personal development, Cohesion and community and Safe employment conditions. However, it should be noted that this result was a generalization of the collected empirical data and does not constitute a presentation of what these employees individually are motivated by. Therefore, it is also considered essential that managers are working to identify the individual’s need of motivation at the workplace.

Recent developments in the field of Artificial Intelligence (AI) drive businesses to introduce digitally advanced products, services, processes, and mechanisms to various markets (Krauset al. 2022; Parida et al. 2019). In this manner, the healthcare sector proves as a propitious industry for successful AI-application (Jiang et al. 2017; Yu et al. 2018). However, expected business gains cannot be achieved through the sole integration of AI-systems into healthcare products, processes and/ or services (Åström et al. 2022; Lee et al. 2019). To appropriately operationalise and commercialise AI-based offerings, so-called AI-solution-specialists are urged to change, adapt, and modify their prevailing business models (BMs) (Frank et al. 2019;Kiel et al. 2017). This study addresses the mentioned research gap by providing a thorough investigation of relevant literature and conducting a qualitative research methodology. By the means of guideline-based, structured interviews, data from seven cases on AI-based businessmodels in the healthcare sector were collected. With our findings we propose one theoretical framework on healthcare-specific AI-enabled BM modifications and one model on generalised AI-based value chain activities. In this way, we deliver insights into how AI is utilised in healthcare firms and how it is ultimately integrated into firm operating models - highly contributing to current literature. Further, our proposed frameworks serve as blueprints supporting practitioners in successfully creating, delivering, and capturing value stemming from AI-based technologies. Finally, being limited in scope, we propose future research to extend the study’s focus to an ecosystem-perspective and further apply a longitudinal research design to observe AI-enabled business model changes over a longer time span. / Framsteg inom Artificiell Intelligens (AI) motiverar företag att introducera digitalt avancerade produkter, tjänster, processer och mekanismer till flera olika marknader (Kraus et al. 2022;Parida et al. 2019). Hälso- och sjukvårdsbranschen är en lovande marknad för applikationer av AI (Jiang et al. 2017; Yu et al. 2018). För att uppnå förväntade värdeökningar krävs dock mer än integration av AI i hälso och -sjukvårdsprodukter, -processer och/eller tjänster (Åströmet al. 2022; Lee et al. 2019). Lösningsspecialister inom AI uppmanas att anpassa och modifierar rådande affärsmodeller för att på lämpligt sätt operationalisera och kommersialisera AI-baserade lösningar (Frank et al. 2019; Kiel et al. 2017). Den här artikeln behandlar forskningsluckan inom området genom en ingående litteraturstudie samt kvalitativa studier. Via strukturerade intervjuer baserade på riktlinjer samlas data från sju fall av AI-drivna affärsmodeller inom hälso- och sjukvårdssektorn. Baserat på våra resultat föreslår vi ett teoretiskt ramverk för AI-drivna förändringar av affärsmodeller inom hälso- och sjukvårdssektorn, samt en generell modell för AI-baserade aktiviteter i värdekedjan. På så sätt bidrar vi till den existerande litteraturen med inblickar i hur AI används av företag inom hälsa och sjukvård och hur AI integreras i existerande verksamhetsmodeller. Därtill agerar de presenterade ramverken som stöd för idkare i processen att skapa, leverera och fånga värde i koppling till AI-baserade teknologier. Avslutningsvis föreslår vi framtida forskning, där studiens omfattning ökas för att inkludera ett ekosystemperspektiv samt longitudinella studier med syfte att observera de långsiktiga förändringar av affärsmodeller som möjliggörs av AI.

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