In Sweden, all employers are obligated to provide occupational health services that prevent and eliminate health risks in the workplace. Risk assessment is one of the recommended procedures of systematic work environment management that employers shall conduct to investigate the occurrence of workplace risks. However, implementation of systematic risk management tools might be challenging for employers because it requires certain organizational preconditions such as enough OHS skills, resources, management commitment or a good workplace climate because these preconditions might facilitate or hinder the implementation. To support the implementation of risk management tools, the organizational readiness for change can be assessed. This master's thesis was written in collaboration with LKAB, the Swedish company operating in the mining industry. Specifically, the aim was to assess the organizational readiness of the worksite LKAB Malmberget for initiating the implementation of the RAMP risk assessment tool. The organizational readiness was evaluated based on the modified theoretical model which was created by combining existing theoretical concepts about organizational readiness for change together with the findings from the empirical pre-study conducted with two ergonomists who worked with the RAMP tool implementation in the Swedish company Scania. The research method was a case study, the data were collected by semi-structured interviews and analysed through directed qualitative content analysis. The evaluation resulted in the identification of facilitating and hindering aspects of organizational readiness. The organizational facilitating factors for RAMP tool implementation were identified as - sufficient organizational resources for work environment activities; high management commitment to improving work environment; good organizational climate for employees' participation in work environment routines; well-integrated technological system for risk reporting; and workers' positive experience with previously done work environment changes. The organizational hindering aspects for RAMP tool implementation were identified as - the prevalence of reactive approach in the systematic work environment management; lack of usage of standardized risk assessment tools, lack of OHS expertise in the execution of the work environment routines; ergonomics was not integrated into the work environment management; top management's tendency to support work environment interventions with clear benefits and timelines. Finally, the evaluation of organizational readiness resulted in the development of practical recommendations for the worksite which could be supported and initiated for the RAMP tool implementation.

Culture, resource, and regulatory concerns are elevating the importance of business expansion inthe contemporary world. Everyone, including service providers, must overcome the obstacles.Change readiness assists individuals and organizations in accepting and embracing obstacles. This study seeks to evaluate the different types of services offered to the elderly as well as the obstacles that arise when attempting to expand them, taking into account the diverse cultural backgrounds of the country's population, the dearth of available resources, and regulatory hurdles. In this research, a qualitative method was undertaken, followed by an exploratory analysis. This thesis investigates the service offerings and problems of eleven Bangladeshi service providers using primary data gathered from semi-structured interview. This also utilizes previous scholarly articles and published data from other academic sources.The study's findings highlight service provider challenges and offer a research paradigm for theservice business, notably elderly care. The results indicate that the majority of aged care services provided by different institutions are identical. Healthcare, along with other services like social and recreational programs, and educational and training courses, are all part of this category. Italso demonstrates that cultural, resource, and regulatory constraints are major roadblocks to this industry's development. Furthermore, research finding shows, currently providers are not ready tomeet the incremental demand and subsequent changes will take place in the near future.This thesis contributes to the literature on business development by examining organizational readiness to change (ORC) and the challenges faced by business. Despite focusing on a singlenation, this research provides a comprehensive evaluation of the importance of organizational change preparedness for service growth. This study suggested a conceptual model that relates institutional care obstacles from the provider's perspective.

Nearly two-thirds of organizational change initiatives are unsuccessful due to a lack of high levels of change readiness prior to implementation of the change. A review of the literature supported the importance of establishing organizational readiness for change (ORC), but a gap remained in the empirical data and extant literature about whether presumed antecedents identified in ORC theory contribute to increased levels of ORC. The purpose of this study was to gather empirical data to address this question of whether change valence and informational assessment scores are associated with increased levels of organizational readiness for implementing change. The research design was quantitative and nonexperimental. Data were collected via online Likert-type survey from employees (n = 70) in an organization undergoing significant change. An analysis was performed using OLS regression and principal components analysis. The results showed that change valence and informational assessment were positively and significantly associated with increased organizational readiness for change score (β = 1.778, p < .001, and β = 1.392, p < .001, respectively), and that change commitment and efficacy loaded favorably in a principal components analysis of ORC score. The findings are significant to the field of management as they show how establishing increased levels of change valence and informational assessment may help positively influence employee participation and organizational change outcomes. The study is socially significant because it may illuminate differences in perception between employees and leadership regarding change and may contribute to greater inclusion of a broader array of employee perspectives, opinions, and experiences in the organizational change process.

The popularity of Artificial Intelligence (AI) technologies in various industries is increasing now more than ever before due to the ability of improving efficiency, enhancing decision-making and automating workflows. This demands that organizations need to be prepared to adopt these technologies to keep their competitive advantage and utilize the benefits in today's fast-paced business environment. There is a lack of guidance for organizations to adopt AI and further research of the organizational readiness factors is therefore needed to make sure the adoption of it is successful. The purpose of this research was to expand the knowledge of key factors that matter when organizations in the software industry want to create the best conditions before adopting the AI technologies in their business processes. The main contexts and factors were investigated with the technology-organizational-environmental (TOE) framework in synthesis with the technological readiness index (TRI) to get the perspective of both readiness and adoption. To answer the research questions that originated from the purpose, a qualitative research method was chosen where semi-structured interviews were conducted with managers with knowledge and experience in the field, as part of the empirical findings process. The most important contributing factor for readiness was communication, and the most obstructing factor was the discomfort of technological innovations such as AI. The main factors for a successful adoption were found to be the availability of slack resources and skilled labor and that the conditions of AI readiness are dealt with before adoption. The factor that could be classified as a main hindering factor in the adoption process was found to be a shortage of skilled labor in the market, with the right kind of knowledge and experience. / Populariteten för teknologier inom artificiell intelligens (AI) ökar nu mer än någonsin tidigare i olika branscher på grund av förmågan att förbättra effektiviteten, förbättra beslutsfattandet och möjligheten att automatisera arbetsflöden. Detta kräver att organisationer måste vara beredda att använda dessa teknologier för att behålla sina konkurrensfördelar och utnyttja fördelarna i dagens affärsmiljö där beslut fattas fort. Det finns dock en brist på vägledning för organisationer att ta till sig AI och ytterligare forskning om organisatoriska beredskaps faktorer behövs därför för att säkerställa att implementeringen av dessa teknologier blir framgångsrik. Syftet med denna forskning var att utöka kunskapen om nyckelfaktorer som verkligen betyder något när organisationer inom mjukvaruindustrin vill skapa de bästa förutsättningarna innan de tar till sig AI-teknologierna i sina affärsprocesser. De huvudsakliga sammanhangen och faktorerna undersöktes med hjälp av technology-organizational-environmental (TOE) ramverket i syntes med technological readiness index (TRI) för att få perspektiv på både beredskap och implementering av AI. För att besvara forskningsfrågorna valdes en kvalitativ forskningsmetod med semistrukturerade intervjuer för att samla in empirisk data. Dessa intervjuer genomfördes med chefer inom mjukvaruindustrin som hade erfarenhet kring implementering av AI. Den viktigaste bidragande faktorn för beredskapen var kommunikation, och den mest hindrande faktorn var obehaget för innovationer som AI. De huvudsakliga faktorerna för en framgångsrik implementering visade sig vara tillgången på överskotts resurser och kvalificerad arbetskraft och att villkoren för AI-beredskap hanteras innan implementering. Den faktor som kunde klassificeras som en huvudsaklig hämmande faktor i implementeringsprocessen visade sig vara brist på kvalificerad arbetskraft på marknaden, med rätt sorts kunskap och erfarenhet.

The emergence of new digital technologies has paved a way for new business opportunities which have led to drastic changes to the way organizations do business. This technological progress has resulted in a conundrum in which research cannot always keep up with the rate of technological progress. Said issue can be observed in the complex and resource-intensive field of digital transformation which has several research gaps. Primary of which is the lack of research concerning how an organization can systematically assist the digital transformation of another organization in a cooperative environment. The aim of this study was to generate a deeper understanding of digital transformation as a process of co-creation by conducting a qualitative study on how an organization that works with integration of digital solutions systematically assists their customers with digital transformation. In line with the aim of this study, we have analyzed the case based on an analytical framework grounded in existing digital transformation research. Our analysis shows that the studied organization succeeded in systematically assisting its customers digital transformation because of its cooperative and flexible workflow. This workflow allows the organization to rapidly and iteratively collect and exchange information with its customers. Based on that information the organization is able to produce prototypes and deliver digital innovation solutions that are in line with its customers’ demands. Additionally, the workflow combined with the acquired information allows the organization to systematically influence and steer their customers digital transformation at different stages of the co-creational process. The results of this study showcased that the conceptualization of digital transformation in existing research is limited. This indicates that future studies in the field should focus on researching digital transformation in the context of how one organization can assist in another organization’s digital transformation.

Introduction : La cyber santé (CS) a le potentiel d’améliorer l'efficience et l'efficacité des services de santé. Malgré cela, son adoption demeure problématique et jusqu’à 70 % des projets d’implantation échouent. Objectifs : Cette étude vise à évaluer l’état de préparation d’une organisation par rapport à la CS et à identifier les facteurs personnels qui influencent cet état. Méthode : Une étude transversale a été réalisée auprès de 137 cliniciens, 28 gestionnaires et 47 membres du personnel non clinique d’un centre de réadaptation à Montréal. Les participants ont répondu à un questionnaire auto administré sur l’état de préparation organisationnelle vis-à-vis la CS qui comprend trois sous échelles (Individu, Organisation et Technologie) avec chacune un score sur 100. Des données ont aussi été colligées sur le profil des utilisateurs, leur utilisation des technologies et leur style de réponse à la nouvelle information. Résultats : Les participants se perçoivent prêts à adopter la CS dans leur travail ( = 73.8, SD = 8.5) et perçoivent aussi favorablement les technologies disponibles ( = 73.8, SD = 7.2). Toutefois, le personnel perçoit le centre comme étant modérément prête ( = 66.6, SD = 9.8). La charge de travail perçue et la fonction au sein de l'organisation ont été identifiées comme ayant une influence sur l'état de préparation à la CS. Discussion : Ces résultats appuient la pertinence d’aborder l’état de préparation organisationnelle comme un concept multidimensionnel. À partir des résultats obtenus, des stratégies d'implantation adaptées ont pu être identifiées. / Background: E-health presents a potential for delivering care more efficiently and effectively. Despite this, the adoption of e-health by professionals remains problematic, and as many as 70% of attempts to introduce e-health fail. Purpose: The purpose of this study was to assess organizational readiness for e-health among the staff of a rehabilitation centre and to identify which elements in the user profile have an impact on readiness. Methods: A cross-sectional study was conducted with 137 clinicians, 28 managers and 47 non-clinical staff in a rehabilitation centre in Montreal. All participants completed a self-administered questionnaire assessing organizational readiness for e-health. The measure contains three subscales (Individual, Organizational and Technological) with each subscale providing a score on 100. Data were also collected on the users’ profile, use of technologies and typical response to new information. Results: Generally, participants considered themselves ready to adopt e-health in their work ( = 73,8%, SD = 8,5) and they also had a favourable opinion of the technologies in place ( = 73,8%, SD = 7,2). They however perceived the centre as being only moderately ready ( = 66,6%, SD = 9,8) for e-health changes. Perceived workload and position/duties in the organization were found to have an impact on readiness for e-health. Conclusions: These results underscore the importance of addressing organizational readiness for change as a multidimensional concept. Based on these results, implementation strategies tailored to the specific profile of a rehabilitation organization were identified.

Introduction : La cyber santé (CS) a le potentiel d’améliorer l'efficience et l'efficacité des services de santé. Malgré cela, son adoption demeure problématique et jusqu’à 70 % des projets d’implantation échouent. Objectifs : Cette étude vise à évaluer l’état de préparation d’une organisation par rapport à la CS et à identifier les facteurs personnels qui influencent cet état. Méthode : Une étude transversale a été réalisée auprès de 137 cliniciens, 28 gestionnaires et 47 membres du personnel non clinique d’un centre de réadaptation à Montréal. Les participants ont répondu à un questionnaire auto administré sur l’état de préparation organisationnelle vis-à-vis la CS qui comprend trois sous échelles (Individu, Organisation et Technologie) avec chacune un score sur 100. Des données ont aussi été colligées sur le profil des utilisateurs, leur utilisation des technologies et leur style de réponse à la nouvelle information. Résultats : Les participants se perçoivent prêts à adopter la CS dans leur travail ( = 73.8, SD = 8.5) et perçoivent aussi favorablement les technologies disponibles ( = 73.8, SD = 7.2). Toutefois, le personnel perçoit le centre comme étant modérément prête ( = 66.6, SD = 9.8). La charge de travail perçue et la fonction au sein de l'organisation ont été identifiées comme ayant une influence sur l'état de préparation à la CS. Discussion : Ces résultats appuient la pertinence d’aborder l’état de préparation organisationnelle comme un concept multidimensionnel. À partir des résultats obtenus, des stratégies d'implantation adaptées ont pu être identifiées. / Background: E-health presents a potential for delivering care more efficiently and effectively. Despite this, the adoption of e-health by professionals remains problematic, and as many as 70% of attempts to introduce e-health fail. Purpose: The purpose of this study was to assess organizational readiness for e-health among the staff of a rehabilitation centre and to identify which elements in the user profile have an impact on readiness. Methods: A cross-sectional study was conducted with 137 clinicians, 28 managers and 47 non-clinical staff in a rehabilitation centre in Montreal. All participants completed a self-administered questionnaire assessing organizational readiness for e-health. The measure contains three subscales (Individual, Organizational and Technological) with each subscale providing a score on 100. Data were also collected on the users’ profile, use of technologies and typical response to new information. Results: Generally, participants considered themselves ready to adopt e-health in their work ( = 73,8%, SD = 8,5) and they also had a favourable opinion of the technologies in place ( = 73,8%, SD = 7,2). They however perceived the centre as being only moderately ready ( = 66,6%, SD = 9,8) for e-health changes. Perceived workload and position/duties in the organization were found to have an impact on readiness for e-health. Conclusions: These results underscore the importance of addressing organizational readiness for change as a multidimensional concept. Based on these results, implementation strategies tailored to the specific profile of a rehabilitation organization were identified.