The demand for healthcare services is currently growing worldwide with an ever increasing pace.Healthcare institutions need to adapt to the changing demographics in order to satisfy the demand. Meanwhile, many hospitals and care units have limited economic means to find appropriate solutions. A concept from the manufacturing industry that is considered to fulfill these criteria’s is called Theory of Constraints (ToC). This concept is focusing on streamlining processes by coordinating the activities and ensuring an efficient stream the production flow. This study has investigated the ability of the concept to support medical and administration staff in the department’s overall objective to decrease overall lead time.The investigation has been realized by conducting a case study at one of the largest emergency hospitals in Stockholm, Sweden. The hospital is one of the leading hospitals within Swedish medicine and receives and treats over 300000 patients annually. The case design consisted of three methods all linked to qualitative data collection, the three methods consisted of interviews, observations and shadowing.The results suggest that the application of ToC revealed little resistance to change among the participants. The concept was able to identify and resolve minor constraints in the case setting; the department of obstetrics and gynecology and also display promising characteristics in terms of solving more complex and intricate constraints. ToC as a concept were able to identify constraints in a healthcare department with a simple yet apparent cause and effect linkage. Finally, the findings indicate that ToC complements the concept of working with Continuous Improvements (CI) within the healthcare.The conclusions from this study have implications both in a theoretical perspective and a practical perspective. The findings provide additional empirical data to a field that is currently dominated by theories. In a practical aspect, the results of this study provides hospitals insights of ToC, a potentially valuable tool to improve efficiency and decrease lead times while working long-term towards an approach with CI. / Det nuvarande behovet för sjukvård ökar med en allt snabbare takt världen över. Sjukhus och andravårdinstitutioner behöver anpassa sig och göra förändringar för att hantera de demografiska förändringar som sker. Samtidigt så har många sjukhus och vårdcentraler mycket begränsade resurser för att hitta lämpliga lösningar. Ett koncept från tillverkningsindustrin som betraktas som en lämplig lösning för denna situation är ett koncept som heter Theory of Constraints (ToC). Detta koncept fokuserar på att effektivisera processer genom att koordinera de aktiviteter som ingår i en process för att i sin tur säkerställa ett effektivt produktionsflöde. Denna studie har undersökt detta koncepts möjligheter att stödja medicinsk och administrativ personal i arbetet med att försöka minska ledtider i en vårdmiljö.Utredningen har genomförts praktiskt genom en fältstudie på ett av Stockholms största sjukhus. Sjukhuset är ett av de ledande inom svensk medicin och tar emot och behandlar uppemot 300 000 patienter årligen. Fältstudiens utformning bygger på tre metoder, intervjuer, skuggningar och observationer vilket alla är sammankopplade med kvalitativ datainsamling.Resultaten indikerar att tillämpandet av konceptet ToC har påvisat litet förändringsmotstånd av de som har deltagit i förändringsarbetet samt att konceptet har haft förmågan att identifiera och lösa mindre restriktioner inom sjukhusavdelningen för Obstetrik och Gynekologi. Detta har i huvudsak gjorts genom att kartlägga olika aktiviteter med en tydlig orsak och verkan samband. Utöver detta så har konceptet initialt påvisat intressanta framsteg för att eventuellt lösa mer komplexa restriktioner som begränsar produktionsflödet i en sjukhusmiljö. Vidare så framgår det att konceptet ToC i viss utsträckning kompletterar filosofin att arbeta med kontinuerliga förbättringar (Continuous Improvements/CI).Slutsatserna för denna studie har implikationer för både ett teoretiskt och praktiskt perspektiv. Utifrån ett teoretiskt perspektiv, så förser resultaten från studien med ytterligare empiriska data i ett område som för närvarande är uppbyggt av teori och litteratur. Utifrån en praktisk synvinkel ger resultaten för denna studie sjukhus och vårdinstitutioner värdefulla insikter om konceptet ToC, ett potentiellt värdefullt verktyg för att förbättra effektiviteten och minska ledtider samtidigt som det stödjer ett långsiktigt arbete med kontinuerliga förbättringar.

The rapid advancement of computer software in the digital revolution has created a diverse range of powerful tools for various industries. Even though there is such a broad selection, there is no software that fits every individual or organization because of the different criterias. This is no exception for designing tools. To stay competitive and foster further growth, Valmet Tissue Mills recognizes the need to embrace the latest technology. They are in their quest for an updated design software that incorporates a database, they have chosen CADMATIC Electrical, a Finnish CAD tool specifically designed for electrical and automation engineering. However, through complications with implementing the tool under the COVID-19 lockdown, it has resulted in lasting challenges. The management has experienced resistance to change, because of lack of knowledge and a complicated system. In order to decrease the uncertainty, this study has researched the opportunities and challenges with CADMATIC Electrical. The availability of functions and how they work in the software.  The thesis found that CADMATIC Electrical can increase collaboration, decrease human error, surmountable revision control, etc. However, it is important to consider the complexity and security of using a database CAD tool. CADMATIC Electrical was also found to have the majority of the functions that the engineers desired. / Den snabba utvecklingen av datorprogramvara i den digitala revolutionen har skapat en mängd kraftfulla verktyg för olika branscher. Trots det breda utbudet finns det ingen programvara som passar varje individ eller organisation på grund av olika kriterier. Detta gäller även för designverktyg. För att vara konkurrenskraftig och främja ytterligare tillväxt, erkänner Valmet Tissue Mills behovet av att omfamna den senaste tekniken. I sin strävan efter en uppdaterad design programvara som inkluderar en databas har de valt CADMATIC Electrical, ett finskt CAD-verktyg speciellt utformat för el- och automationsingenjörer. Dock har komplikationer med att implementera verktyget under COVID-19-lockdownen resulterat i långvariga utmaningar. Ledningen har stött på motstånd mot förändring på grund av brist på kunskap och en komplicerad systemmiljö. För att minska osäkerheten har denna studie undersökt möjligheterna och utmaningarna med CADMATIC Electrical, samt tillgängligheten av funktioner och hur de fungerar i programvaran. Avhandlingen visade att CADMATIC Electrical kan öka samarbete, minska mänskliga fel, hantera revision med mera. Det är emellertid viktigt att beakta komplexiteten och säkerheten vid användning av ett CAD-verktyg med databas. Det konstaterades också att CADMATIC Electrical hade majoriteten av de funktioner som ingenjörerna önskade.

ABSTRACT Date: 2023-05-30 Level: Bachelor thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors:  William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24)                                                               Title: How will Artificial Intelligence change Human Resource Management? Supervisor: Grinbergs, Johan Keywords:  Artificial intelligence, AI, Human Resource Management, Evolutionary Theory, Episodic Change, Resistance to Change Research question: How do HR practitioners see AI as a change for their work? What are the perceptions of HR practitioners regarding the implementation of AI in their workplace? Purpose: The purpose of this study is to contribute with knowledge regarding how practitioners in HRM see the use of AI as a change for their work. This is examined from both a practical and an emotional perspective.   Method: A qualitative study in which semi-structured interviews with HR practitioners in Södermanland county were carried out based on a target-driven theoretical selection method. Conclusion: HR practitioners believe that AI will affect certain work-related tasks in the future. They consider this as a positive change. HR practitioners feel varying degrees of apprehension about implementing AI depending on their job position, where managers and specialized HR practitioners experiencing less apprehension. Implementation of AI should be done at a slow continuous pace for HR practitioners to get used to these changes. / SAMMANFATTNING Datum: 2023-05-30 Nivå: Kandidatuppsats i Företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet Författare: William Hamzehnejad (01/09/07) Isabella Mousa (98/11/24) Måns Svensson (94/05/24)                                                                      Titel: Hur kommer Artificiell Intelligens att förändra Human Resource Management? Handledare: Grinbergs, Johan Nyckelord: Artificiell intelligens, AI, Human Resource Management, HRM, Evolutionary Theory, Episodic Change, Resistance to Change Forskningsfrågor: Hur ser praktiker inom HRM på AI som en förändring för deras arbete? Vilka föreställningar har praktiker inom HRM angående implementering av AI på deras arbetsplats?  Syfte: Syftet med denna undersökning är att bidra med kunskap om hur praktiker inom HRM ser på användningen av AI som en förändring för deras arbete. Detta undersöks utifrån både ett praktiskt och ett emotionellt perspektiv. Metod: En kvalitativ undersökning där semistrukturerade intervjuer med praktiker inom HRM i Södermanlands län utfördes utifrån en målstyrd teoretisk urvalsmetod. Slutsats: Praktiker inom HRM anser att AI kommer att påverka vissa arbetsuppgifter i framtiden. Detta anser dem som en positiv förändring. Praktiker inom HRM känner olika grader av oro inför implementering av AI beroende på deras arbetsposition, där chefer och specialiserade praktiker upplever mindre oro. Implementering av AI bör utföras i en långsam kontinuerlig hastighet för att praktiker inom HRM ska vänja sig med dessa förändringar.

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Flera undersökningar visar att chansen för att lyckas med en organisationsförändring är liten. Att en organisationsförändring anses som lyckad ligger i att nå uppsatta mål men berör även aspekter kring organisationskultur, ledning och motstånd mot förändringen från individer och grupper inom organisationer. Syftet med den här studien är att undersöka hur chefer på mellannivå uppfattar sitt ledarskap i en organisationsförändring, och hur de handskas med motstånd mot förändring. Studiemetoden är kvalitativ där semistrukturerade intervjuer har genomförts med sex olika mellanchefer på två olika organisationer. Resultatet gav en övergripande bild från informanterna där kommunikation, delaktighet och förtroende framhävdes som viktiga aspekter i ledarskapet när det kommer till organisationsförändringar. Motstånd mot förändringen var något som samtliga informanter upplevde i samband med organisationsförändringen, och de menade att det kan hanteras med hjälp av ledarskapet. Vår slutsats är att organisationerna har liknande uppfattningar och upplevelser av ledarskapet och motstånden i organisationsförändringen där kommunikation och delaktighet är viktiga nyckelord i ledarskapet. Även om de är medvetna om vad de anser behövas i ledarskapet för att hantera motståndet finns det fortfarande problematik i utförandet rent praktiskt. / Several studies show that the chances for an organizational change to succeed is small. The success of an organizational change is connected to reaching goals but also involves aspects of organizational culture, leadership and resistance to change from individuals and groups within the organizations. The purpose of this study is to examine how middle managers perceive their leadership in an organizational change and how they deal with resistance to change. The method for this study is qualitative with semi-structured interviews, conducted with six different middle managers at two different organizations. The result gave a comprehensive picture of informants where communication, participation and confidence were highlighted as important aspects of leadership when it comes to organizational change. Resistance to change was something that all the informants experienced within the organizational change, and they imply that it can be handled with their leadership. Our conclusion is that the organizations have similar perceptions and experiences of leadership and resistors of organizational change, where communication and participation are important keywords for the leadership. Although the informants are aware of what could be necessary for their leadership to deal with the resistance, there is still difficulties in the execution.

Increased uses of educational technology by students and teachers in recent years have compelled elementary principals to expand educational technology resources and replace educational technology resources at the end of service life. The purpose of this study was to investigate strategies and practices employed by elementary principals engaged in leading the educational technology refresh process. Data collected for this qualitative, multi-site, descriptive case study occurred between November 2008 and June 2009. The study explored the educational technology refresh planning strategies of five elementary principals. Study participants were cited by members of their respective county education technology directors association as having directed recent best practice refresh projects. The study generated data pertaining to the refresh planning process, the influence of empirical data and best practice literature on the process, and the benefits of experience and collaboration in planning the process. The study also examined resistance to change and organizational turbulence created by the process. / Educational Administration

A lot has been said about change. For example, it is widely recognised that the only constant is change (Heraclitus, 470 BC). As such, no sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be (Isaac Asimov). As regards this, a bulk of existing researches have been aimed at understanding the triggers for change and the extent or degree to which individuals, organisations, systems or entities have to change. Generally, results from such studies vary. With specific relations to organisations, organisations are advised of the need to develop added adaptive and dynamic capabilities. One of such added adaptive and dynamic capabilities is organisational resilience. In the literature, organisational resilience has been successful linked with organisations ability to maintain long term performance. Hence, the research is not about re-examining the relationship between organisational resilience and organisations ability to maintain long term performance. This research focuses on exploring the critical success factors required to maintain long term performance and building adequate resilience into systems undergoing changes. The investigation was conducted in three phases, namely: (a) the exploratory phase; (b) the descriptive phase; and the empirical phase. The exploratory phase involved identifying the critical factors essential to maintain long term performance and at the same time build resilience into their systems after undergoing organisation-wide changes. In order to make out these critical, a pilot study was conducted. 21 persons occupying senior managerial positions in different organisations were interviewed. The interview data were transcribed, coded and analysed using coding and thematic analysis to identify five common themes, namely (a) employees readiness to support ongoing organisation-wide changes; (b) development of targeted organisational adaptive capacity; (c) the provision of individualised and social support; (d) the use of stress coping mechanisms; and (e) the existence of organisational resilience strategies. The second phase of the research entailed conducting case study research with the intention of describing the identified critical success factors. The final phase entailed conducting empirical analyses and cross case analysis. Results from the cross case study analyses indicated that both resilience building at the individual level and organisational level is needed for organisations to build in resilience into their systems especially after undergoing organisation-wide changes. Three factors (i.e. employees readiness to support ongoing organisation-wide changes, the provision of individualised and social support and the use of stress coping mechanisms) were found to be more pronounced at the individual level. The remaining two factors namely development of targeted organisational adaptive capacity and the existence of organisational resilience strategies are essentially carried out at the organisational level. The research has contributed to the current body of knowledge on how organisations can strive to maintain long term performance, especially for a country like Nigeria where there still remains a dearth of such related studies. Each of the research hypotheses were either confirmed or non confirmed. This will give the practitioners, academicians and managers of Nigerian organisations the opportunity to understand how each of the sub factors of the five critical success factors can influence on attempts to build organisational resilience. In addition, specific actions that managers can follow over the life of an organisation-wide change project that will improve the resilience of systems undergoing change. In addition, differences in how varied control factors can influence resilience building in organisations were explored and validated based on the results of the Mann Whitney test results. At the end of the thesis, recommendations for future practice and research were made. One of such is that resilience building at both levels be done concurrently and given equal prominence.

Esta dissertação tem como objetivo central investigar fatores que moderam a relação entre satisfação pós-recuperação e intenção de recompra no varejo online. Mais especificamente, esta pesquisa visa analisar se os construtos qualidade do relacionamento, resistência à mudança e motivo inferido moderam a relação entre satisfação com o gerenciamento de reclamações e intenção de recompra no varejo online. Para verificar tais moderações, inicialmente foi realizada a etapa exploratória de pesquisa, na qual, por meio de entrevistas em profundidade, evidenciou-se que as variáveis propostas poderiam moderar a relação entre a variável independente e dependente desta dissertação, bem como foi adicionado o construto valor econômico como possível moderador da relação entre satisfação pós-reclamação e intenção de recompra. Em seguida, para testar as hipóteses propostas foi aplicada uma survey junto a consumidores norte-americanos (N=500), operacionalizada com auxílio do Qualtrics, via Mechanical Turk. Como resultado dos testes, tem-se que a qualidade do relacionamento, o motivo inferido e a percepção de valor econômico moderam a relação entre satisfação pós-recuperação e intenção de recompra no varejo online, ou seja, podem explicar, em partes, a não linearidade da relação entre a variável independente e dependente desta pesquisa. Destaca-se ainda que as dimensões da qualidade do relacionamento (a saber: satisfação, confiança e comprometimento) sugeridas neste estudo também moderaram, individualmente, a relação entre a variável independente e dependente desta pesquisa. Sendo assim, esta dissertação contribuiu para a literatura de Marketing e comércio eletrônico ao evidenciar que tanto a qualidade do relacionamento, bem como as dimensões de satisfação, confiança e comprometimento moderam a relação entre satisfação com o gerenciamento de reclamações e intenção de recompra. Além disso, evidencia-se que a elevada percepção de valor econômico, e os motivos inferidos pelos clientes (se positivos), diante da falha inicial ocorrida, também podem sinalizar intenções de recompra dos consumidores junto a sites varejistas. / This dissertation aims to investigate factors that moderate the relationship between satisfaction with complaint handling and repurchase intention in online retail. More specifically, this research aims to examine whether the quality of the relationship constructs, resistance to change and inferred motive moderate the relationship between satisfaction with complaint handling and repurchase intention in online retail. To test such moderations, was taken an exploratory research stage through in-depth interviews in which it became clear that the proposed constructs could moderate the relationship between the independent and dependent variables of this dissertation, as well as the variable economic value was added as a possible moderator of the relationships between satisfaction with complaint handling and repurchase intention. Then, to test the hypotheses was applied a survey with online consumers (N=500) from United States, through Qualtrics and Mechanical Turk. The results indicate that the relationship quality, the inferred motive and the perceived economic value moderated the relationship between satisfaction with complaint handling and repurchase intention in online retail. It is emphasized that the dimensions of relationship quality (satisfaction, trust and commitment) suggested in this study also moderated, in an individual way, the relationship between the independent and dependent variables of this study. Thus, this dissertation has contributed to the literature of marketing and e-commerce by showing that both the relationship quality as well as the dimensions (satisfaction, trust and commitment) moderate the relationship between satisfaction with complaint handling and repurchase intention. Furthermore, it is evident that the high perceived economic value, and the motive inferred by customers (if positive), facing the initial failure occurred, can also indicate repurchase intentions of consumers with online retailers.

Despite more than 60 years of research about the nature of change, resistance to change remains a problem across industries. Health care leaders have limited knowledge of how health care managers' perceptions of empowerment, years of experience, and resistance to change (RTC) relate. The purpose for this nonexperimental correlational study was to examine the relationship between empowerment, years of experience, and RTC among managers via an online survey. The theoretical framework incorporated Kanter's structural empowerment theory and Kotter's change theory. The sample included 245 out of 1,181 health care managers from Veterans Administration (VA) hospitals in the New York metropolitan region, recruited through a nonrandom purposive sampling method. There was a significant association measured between empowerment and RTC (r = -.132, p = .05), but no association between years of experience and RTC (r = .060, p =.348). The regression model showed that years of experience and perceptions of empowerment together in one model was not a significant predictor of RTC (F(2,242) =2.82, p = .062, R2 = .023). In the model, perceptions of empowerment was a statistically significant predictor of RTC (â = -.136, p = .03), but years of managerial experience was not (â = .074, p = .249). These findings, while not generalizable, offer a unique examination of organizational change among an underexamined population. According to study results, as empowerment increased, RTC diminished. In contrast, experience did not relate to the propensity to resist change. These findings have social implications for VA and general business leaders who may use these results to improve change management plans, empower staff, reduce RTC, and enhance organizational and patient outcomes.