Patient safety is of particular importance within intensive care units (ICUs), where critically ill, vulnerable patients receive complex multidisciplinary care. Prior research has indicated that improving patient safety and reducing errors within healthcare requires a focus on systems and organisational culture issues. This thesis was concerned with three studies. One focused on assessing the patient safety culture and two on quality improvement initiatives within an intensive care unit (ICU) of a large teaching hospital. The first study involved a survey of ICU consultant, registrar and nursing staff regarding aspects of safety culture. This was conducted using an existing Hospital Survey on Patient Safety Culture. Of the twelve patient safety culture composites assessed, eight had scores lower than 50%, highlighting these as areas for improvement. Overall, while the survey results revealed that teamwork within the ICU was considered a strength, event reporting and patient care handovers and transitions were both considered areas with potential for improvement. The second study focused on the evaluation of a change initiative designed to improve the handover of patient clinical information in the ICU. This study involved a survey and interviews with consultant, registrar and nursing staff before and after the introduction of a Patient Management, Plan and Progress (PMPP) document. Examination of the survey responses involved both quantitative and qualitative analysis; respondent interview transcripts were analysed using thematic analysis. The results of this study revealed resistance to, and criticisms of, the introduction of the PMPP document; the initiative failed and use of the document was discontinued. The second initiative concerned an evaluation of the impact of a hospital-wide document on improving documentation of withdrawal of patient treatment within the ICU. This involved both quantitative and qualitative analysis, with a patient medical record audit of decisions to withdraw patient treatment within the ICU before and after the introduction of an Advance Care Plan (ACP) document. ICU consultant, registrar and nursing staff were interviewed regarding the process of withdrawal of patient treatment within the ICU. Interview transcripts were analysed using a modified grounded theory approach. Results revealed that the attempt to improve the documentation of withdrawal of treatment within the ICU failed, with the ACP document remaining unused in 89% of cases and incomplete in the remaining 11%. Also, documentation of decision-making and of the process within the medical records did not improve. Before-introduction findings revealed that only 26% of medical records met the pre-existing requirements for treatment withdrawal in the ICU, and after-introduction findings revealed that only 19% of medical records audited met the requirements of the ACP document. After-audit findings also revealed significant and inappropriate increases in the involvement of an ICU registrar both as primary and secondary decision-makers. In spite of an increased awareness of ICU staff concerning the importance of improving documentation, the medical record audit revealed less compliance with the standards required for documentation. Possible reasons for the document remaining essentially unused, as revealed from interviews with staff, included: previous criticisms by the coroner when they failed to complete a similar formalised document properly; perceived logistical issues associated with obtaining required staff signatures; disagreement concerning who should be involved in documenting the withdrawal of treatment process; and the existence of an ICU subculture of practice that, in one particular aspect of documentation, was not consistent with established hospital and ICU protocol and documentation requirements. The final chapter of this thesis considered implications of the results of the studies for the planning, development, implementation and evaluation of improvement programs within the ICU setting. The results were considered within the context of organisational change management theory and research, including factors that have been found to be critical in the success or failure of change programs, such as resistance to change, the involvement of key stakeholders in the change process, leadership, communication and organisational culture. It is suggested that management consultants with organisational change expertise in the planning, development, implementation and evaluation of such programs should be involved in future quality improvement initiatives. / http://proxy.library.adelaide.edu.au/login?url= http://library.adelaide.edu.au/cgi-bin/Pwebrecon.cgi?BBID=1297608 / Thesis (Ph.D.) -- University of Adelaide, School of Psychology, 2007

166 p. / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2012-12-19T17:50:09Z No. of bitstreams: 1 11.pdf: 1881060 bytes, checksum: c1c555cab7a10a96442c3c9da4bf8aa5 (MD5) / Made available in DSpace on 2012-12-19T17:50:09Z (GMT). No. of bitstreams: 1 11.pdf: 1881060 bytes, checksum: c1c555cab7a10a96442c3c9da4bf8aa5 (MD5) Previous issue date: 2010 / Esta pesquisa teve como objetivo compreender o impacto para a modernização administrativa da Polícia Militar da Bahia (PMBA) e qual a receptividade, dos atores envolvidos, decorrente da reforma que cria os Núcleos de Gestão Administrativa e Financeira (NUGAF). Esta mudança acarreta transformações não apenas no aspecto formal, mas também nas relações de poder e de confiança, pois altera parcialmente a cultura dominante na Corporação. Para tanto, protagonizou-se a observação direta sobre a realidade concreta e das relações de trabalho que ocorrem nos NUGAF e entre eles e as Unidades Operacionais (UOp). Também são aplicados à população finita composta de 51 Comandantes e Ex-Comandantes das UOp vinculadas aos NUGAF, questionários estruturados com questões fechadas numa escala tipo Likert, assim como, são realizadas entrevistas semi-estruturadas com pessoas relevantes nesse processo. Os dados resultantes da observação direta e das entrevistas são tratados qualitativamente a partir dos referenciais teóricos e da percepção e vivência deste pesquisador, que na condição de oficial superior da PMBA, teve a oportunidade de conviver, desde a implantação, com o objeto da pesquisa. Os dados oriundos do questionário estruturado recebem tratamento quantitativo de estatística descritiva, com o uso da técnica de análise multivariada para buscar o estabelecimento de correlações entre as variáveis, realizando agrupamentos sempre que pertinente com utilização da análise fatorial. Foram identificados cinco fatores, porém dois foram desprezados em razão da difícil caracterização. A caracterização dos outros três se mostraram aderentes com as análises qualitativas e da estatística descritiva. Os resultados sinalizam o impacto favorável dessa reforma para a modernização administrativa da PMBA, assim como, sugere que os Comandantes foram receptivos a essa mudança. Por outro lado, infere-se a necessidade de aperfeiçoamento e realinhamento das práticas decisórias e de gestão que possibilitem a valorização dos Comandantes das UOp vinculadas, viabilizem sua efetiva participação na gestão e otimizem a atuação dos NUGAF. / Salvador

P. 1 - 83 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-01-16T18:49:51Z No. of bitstreams: 1 CCC.pdf: 395443 bytes, checksum: 5b69c5bf7649750c984ac3a9248e4b66 (MD5) / Made available in DSpace on 2013-01-16T18:49:51Z (GMT). No. of bitstreams: 1 CCC.pdf: 395443 bytes, checksum: 5b69c5bf7649750c984ac3a9248e4b66 (MD5) Previous issue date: 2009 / Esta dissertação tem por objetivo analisar, sob a ótica do público interno, sob quais perspectivas residem as principais resistências ao processo de mudança organizacional ocorridas numa organização sem fins lucrativos, a partir da implantação do Sistema de Gestão Integrado (SGI). O presente estudo foi realizado no Serviço Nacional de Aprendizagem Industrial – Departamento Regional da Bahia (SENAI-BA) ao longo do período de 2006 a 2009. Realizou-se uma pesquisa bibliográfica sobre o tema mudança organizacional e suas resistências. A estratégia de pesquisa utilizada foi estudo de caso único exploratório e essencialmente qualitativo, com procedimentos metodológicos que incluíram análise documental, realização do grupo focal, observação participante e entrevistas com gerentes de Unidades Operacionais e membros da alta direção. A partir dos resultados obtidos, conclui-se que do processo de mudança organizacional vivenciado pela organização, quando da implantação do SGI, as resistências mais significativas estão concentradas nas perspectivas política, humana e cultural. / Salvador

Trata-se de um estudo de caso explanatório realizado em uma empresa sediada em Luanda, capital de Angola. O objetivo geral é entender como ocorre o processo de adaptação a mudanças no meio ambiente ao longo do tempo, para a sobrevivência e crescimento de uma empresa sediada em Angola. O país, hoje, é o resultado das intensas mudanças ocorridas nos últimos trinta e cinco anos. Neste período, o país viveu a guerra pela independência, a ideologia marxista-leninista, trinta anos de guerra civil, o capitalismo, a abertura econômica e atualmente apresenta um elevado índice de crescimento econômico. A empresa estudada é uma empresa familiar, angolana, com trinta e quatro anos de existência, ou seja, é uma empresa que sobreviveu e se adaptou à mudanças pela qual Angola atravessou neste período e hoje se encontra em uma fase de crescimento e expansão. Os dados foram coletados através de documentos, entrevistas e observação direta durante o período de cinco meses. Neste estudo, é caracterizado o meio ambiente em que a empresa estudada se insere, são descritas as principais mudanças ocorridas no meio ambiente desde a fundação da empresa até o ano de 2007, são identificadas na empresa estudada as características de uma empresa viva proposta por De Geus (1998) e é descrito como a empresa tem se adaptado às mudanças ocorridas no meio ambiente. Os resultados obtidos através da análise de conteúdo apontam que a empresa estudada: a) não caracteriza uma empresa viva na proposta por De Geus (1998); b) criou condiçães próprias para sobreviver, se adaptar e crescer em um meio historicamente desfavorável; c) o atual crescimento econômico do país proporciona oportunidades de crescimento e diversificação dos negócios. No entanto, este crescimento necessita, agora, de uma melhor estruturação e profissionalização, a fim de se consolidar. O presente estudo também propõe um modelo que caracteriza a adaptação, sobrevivência e o crescimento desta empresa estudada ao contexto angolano. Quatro componentes compõem este modelo: a) o conhecimento do meio adquirido durante a história da empresa e renovado continuamente; b) a determinação e persistência dos fundadores em continuar trabalhando apesar das adversidades do meio; c) a percepção de oportunidades derivadas do atual crescimento econômico do país originou a atual diversificação dos negócios; d) o aporte financeiro necessário para operacionalizar novos negócios. A presença destes quatro componentes vem gerando a adaptação, a sobrevivência e o crescimento da empresa estudada. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-05-20T18:16:09Z No. of bitstreams: 1 Dissertacao Carla C Martini.pdf: 690617 bytes, checksum: 433758c9dae299f09a96d575c97fa911 (MD5) / Made available in DSpace on 2014-05-20T18:16:09Z (GMT). No. of bitstreams: 1 Dissertacao Carla C Martini.pdf: 690617 bytes, checksum: 433758c9dae299f09a96d575c97fa911 (MD5) / This is a descriptive case study performed in a company hosted in Luanda, capital of Angola. The general objective is to understand how the process of adaptation to changes in the environment occurs through time, for the survival and development of a company hosted in Angola. Currently the country is the result of intense changes that have occurred in the last thirty five years. In this period, the country lived a war for independence, a Marxist-Leninist ideology, thirty years of civil war, capitalism, economic opening, and currently presents a high rate of economic growth. The company studied is an Angolan family enterprise that has existed for thirty four years, that is, it is a company, which survived and adapted itself to the changes in Angola at that time, and finds itself today in a phase of growth and expansion. The data was collected through documents, interviews, and direct observation during a period of five months. In this study the environment in which the surveyed company is inserted is characterized, the main changes that have occurred in the environment since the foundation of the company until 2007 are described, the characteristics of a live firm proposed by De Geus (1998) are identified in the company studied, and the way the company has adapted to the changes occurring in the environment is described. The results obtained through content analysis show that the company studied: a) is not characterized as a live firm in De Geus`s (1998) proposal; b) created its own conditions to survive, to adapt, and to grow in a historically unfavorable environment; c) the current economic growth in the country provides opportunities for the development and diversification of business. However, this growth now needs better structuring and professionalism, so as to consolidate itself. The present study also proposes a model that characterizes the adaptation, survival, and growth of this company studied in an Angolan context. There are four components in this model: a) knowledge of the environment acquired during the history of the company and renewed continuously; b) determination and persistence of the founders in continuing to work despite the adversities of the environment; c) perception of opportunities derived from the current economic growth in the country originated the current diversification of business; d) the necessary financial subsidy to permit new business. The presence of these four components has been producing adaptation, survival, and growth in the company studied.

Made available in DSpace on 2015-05-14T13:16:10Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 1646557 bytes, checksum: e1d0a719291de29faab4a64d75b68b02 (MD5) Previous issue date: 2012-11-08 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The aim of this dissertation was to develop an explanatory model of the resistance to organizational change, taking as independent variables the organizational climate and human values, considering the self-perceived performance as the variable to be explained in the model. Study 1 aimed at verifying the psychometric properties of the measures of resistance to change, self-perceived performance and organizational climate. Participants were 306 employees from a private company of João Pessoa (PB). These had mean age of 28 years (sd = 7.38), being mostly male (77.5%). They answered five instruments: Resistance to Change Scale, Organizational Climate Scale, Basic Values Survey, Self-perceived Performance Scale and demographic information, which were used in the subsequent studies. Results indicated satisfactory psychometric properties of the instruments, allowing the use to reach the objective of the present dissertation. Study 2 aimed at knowing the correlation between the variables resistance to change, organizational climate, human values and self-perceived performance, seeking to structure the explanatory model of resistance to change. Participants were 240 employees from two public companies and one private from Paraíba, with mean age of 38 years (sd = 12.42), and being mostly female (56.7%). Three models were developed: the first (M1) with the direct influence of organizational climate (posture of the leadership and pleasant environment) and of idealist values in the resistance to change and of this in the self-perceived performance; the second model (M2), in the same direction of the first, but with the organizational climate influencing directly the self-perceived performance; and, finally, the third model (M3), also in the same direction of the second, but with de direct influence of idealist values in the self-perceived performance. Results indicated the M2 as more satisfactory, presenting adequate fit indexes. Study 3 aimed to test the models developed in the previous study. Participants were 227 employees from a public company of João Pessoa (PB), which has unities in the country of the state. They had mean age of 40 years (sd = 10.45) and mostly were male (83.3%). Unlike the Study 2, in this the M3 was the more adequate, in which organizational climate and idealist values influence directly in the self-perceived performance. Finally, the Study 4 replicated the three developed models, and the more adequate was the one produced in Study 3. The final product of this dissertation was the development of the theoretical model values/organizational climate - resistance to organizational change - selfperceived performance. Thus, after the elaboration, testing and replication of the model, we have organizational climate and human values as explanatory variables of the resistance to change and the influence of this in the self-perceived performance. Therefore, it is understood that a positive perception from the employee about his work environment, specially concerning the posture of the leadership and the pleasant environment, influence the attitude of resisting or not to changing. Similarly, individuals guided by idealist values tend to resist less to the process of changing. Furthermore, organizational climate, idealist values and resistance to change have a direct impact on the individual s perception about his performance. / O objetivo principal desta tese foi desenvolver um modelo explicativo da resistência à mudança organizacional, tendo como variáveis independentes o clima organizacional e os valores humanos, considerando o desempenho autopercebido como variável a ser explicada pelo modelo. O Estudo 1 objetivou verificar os parâmetros psicométricos das medidas de resistência à mudança, desempenho autopercebido e clima organizacional. Participaram 306 funcionários de uma empresa privada de João Pessoa (PB). Estes tinham idade média de 28 anos (dp = 7,38), sendo a maioria do sexo masculino (77,5%). Responderam a cinco instrumentos: Escala de Resistência à Mudança Organizacional, Escala de Clima Organizacional, Questionário dos Valores Básicos, Escala de Autoavaliação de Desempenho e informações demográficas, os quais também foram utilizados nos estudos seguintes. Os resultados indicaram parâmetros psicométricos satisfatórios destes instrumentos, podendo ser utilizados para alcançar os objetivos da presente tese. O Estudo 2 objetivou conhecer as correlações entre as variáveis resistência à mudança, clima organizacional, valores humanos e desempenho autopercebido, buscando estruturar o modelo explicativo da resistência à mudança. Participaram 240 funcionários de duas empresas públicas e uma privada da Paraíba, com idade média de 38 anos (dp = 12,42), sendo a maioria do sexo feminino (56,7%). Foram elaborados três modelos: o primeiro (M1) com a influência direta do clima organizacional (postura da liderança e ambiente agradável) e dos valores idealistas na resistência à mudança e desta no desempenho autopercebido; o segundo modelo (M2), na mesma direção do primeiro, mas com o clima organizacional influenciando diretamente no desempenho autopercebido; e, por fim, o terceiro modelo (M3), também na mesma direção do segundo, porém com a influência direta dos valores idealistas no desempenho autopercebido. Os resultados indicaram o M2 como mais satisfatório, apresentando índices de ajuste adequados. O Estudo 3 teve por objetivo testar os modelos elaborados no estudo anterior. Participaram 227 funcionários de uma empresa pública de João Pessoa (PB), que possui unidades no interior do Estado. Tinham idade média de 40 anos (dp= 10,45) e a maioria foi do sexo masculino (83,3%). Diferente do Estudo 2, neste o M3 foi o mais adequado, no qual o clima organizacional e os valores idealistas influenciaram diretamente no desempenho autopercebido. Por fim, o Estudo 4 tratou de replicar os três modelos elaborados, sendo que o mais adequado reproduziu aquele do Estudo 3. O produto final desta tese foi o desenvolvimento do modelo teórico valores/clima organizacional - resistência à mudança organizacional - desempenho autopercebido. Assim, após a elaboração, testagem e replicação do modelo, têm-se o clima organizacional e os valores humanos como variáveis explicadoras da resistência à mudança e a influência desta no desempenho autopercebido. Portanto, entende-se que a percepção positiva do funcionário sobre o seu ambiente de trabalho, principalmente no diz respeito à postura da liderança e ao ambiente agradável, influenciam na atitude de resistir ou não à mudança. Do mesmo modo, indivíduos guiados por valores idealistas tendem a resistir menos ao processo de mudança. Além disso, o clima organizacional, os valores idealistas e a resistência à mudança apresentam impacto direto sobre percepção do indivíduo acerca de seu desempenho.

Trata-se de um estudo de caso explanatório realizado em uma empresa sediada em Luanda, capital de Angola. O objetivo geral é entender como ocorre o processo de adaptação a mudanças no meio ambiente ao longo do tempo, para a sobrevivência e crescimento de uma empresa sediada em Angola. O país, hoje, é o resultado das intensas mudanças ocorridas nos últimos trinta e cinco anos. Neste período, o país viveu a guerra pela independência, a ideologia marxista-leninista, trinta anos de guerra civil, o capitalismo, a abertura econômica e atualmente apresenta um elevado índice de crescimento econômico. A empresa estudada é uma empresa familiar, angolana, com trinta e quatro anos de existência, ou seja, é uma empresa que sobreviveu e se adaptou à mudanças pela qual Angola atravessou neste período e hoje se encontra em uma fase de crescimento e expansão. Os dados foram coletados através de documentos, entrevistas e observação direta durante o período de cinco meses. Neste estudo, é caracterizado o meio ambiente em que a empresa estudada se insere, são descritas as principais mudanças ocorridas no meio ambiente desde a fundação da empresa até o ano de 2007, são identificadas na empresa estudada as características de uma empresa viva proposta por De Geus (1998) e é descrito como a empresa tem se adaptado às mudanças ocorridas no meio ambiente. Os resultados obtidos através da análise de conteúdo apontam que a empresa estudada: a) não caracteriza uma empresa viva na proposta por De Geus (1998); b) criou condiçães próprias para sobreviver, se adaptar e crescer em um meio historicamente desfavorável; c) o atual crescimento econômico do país proporciona oportunidades de crescimento e diversificação dos negócios. No entanto, este crescimento necessita, agora, de uma melhor estruturação e profissionalização, a fim de se consolidar. O presente estudo também propõe um modelo que caracteriza a adaptação, sobrevivência e o crescimento desta empresa estudada ao contexto angolano. Quatro componentes compõem este modelo: a) o conhecimento do meio adquirido durante a história da empresa e renovado continuamente; b) a determinação e persistência dos fundadores em continuar trabalhando apesar das adversidades do meio; c) a percepção de oportunidades derivadas do atual crescimento econômico do país originou a atual diversificação dos negócios; d) o aporte financeiro necessário para operacionalizar novos negócios. A presença destes quatro componentes vem gerando a adaptação, a sobrevivência e o crescimento da empresa estudada. / This is a descriptive case study performed in a company hosted in Luanda, capital of Angola. The general objective is to understand how the process of adaptation to changes in the environment occurs through time, for the survival and development of a company hosted in Angola. Currently the country is the result of intense changes that have occurred in the last thirty five years. In this period, the country lived a war for independence, a Marxist-Leninist ideology, thirty years of civil war, capitalism, economic opening, and currently presents a high rate of economic growth. The company studied is an Angolan family enterprise that has existed for thirty four years, that is, it is a company, which survived and adapted itself to the changes in Angola at that time, and finds itself today in a phase of growth and expansion. The data was collected through documents, interviews, and direct observation during a period of five months. In this study the environment in which the surveyed company is inserted is characterized, the main changes that have occurred in the environment since the foundation of the company until 2007 are described, the characteristics of a live firm proposed by De Geus (1998) are identified in the company studied, and the way the company has adapted to the changes occurring in the environment is described. The results obtained through content analysis show that the company studied: a) is not characterized as a live firm in De Geus`s (1998) proposal; b) created its own conditions to survive, to adapt, and to grow in a historically unfavorable environment; c) the current economic growth in the country provides opportunities for the development and diversification of business. However, this growth now needs better structuring and professionalism, so as to consolidate itself. The present study also proposes a model that characterizes the adaptation, survival, and growth of this company studied in an Angolan context. There are four components in this model: a) knowledge of the environment acquired during the history of the company and renewed continuously; b) determination and persistence of the founders in continuing to work despite the adversities of the environment; c) perception of opportunities derived from the current economic growth in the country originated the current diversification of business; d) the necessary financial subsidy to permit new business. The presence of these four components has been producing adaptation, survival, and growth in the company studied.

Organizational changes are inevitable, yet up to 70% fail. Technological development and competition in a volatile environment require more flexible organizations. As such, implementing self-managed teams (SMTs) has become a more common approach. The fact that SMTs ought to be self-managed has further raised a debate, since it is argued that some form of manager still is required. Therefore, the following research question was proposed; How does the interplay of influences unfold between the manager and the organizational context when implementing SMTs? The purpose of the study is to increase the understanding of how different activities, events and actions during a change process of implementing SMTs influence the manager, as well as how the manager influences the change process of implementing SMTs. The research was conducted by a qualitative, abductive approach based on a case study. The results show that managers influence perceived history of change, control and the SMTs. Managers are influenced by perceived history of change, employee commitment to change, control, and by the SMT. These influences determine how the manager is influenced by, and how the manager influences the organizational change towards the implementation of SMTs.

Context. The subject presented in this research is the fact that people resist IT induced change and want to maintain their current situation when implementing a new information system.  If no strategy is set to deal with it, resistance to change leads to Information System failure. Objectives. In this study, the author is investigating how to anticipate and handle resistance to change when implementing a new information system in order to succeed. This is followed by introducing the factors affecting user satisfaction which in turn affects user acceptance. Methods The data collection involves interviews in order to assemble appropriate, justifiable and relevant data, in addition to surveys to measure and validate the hypotheses in this thesis. The banking sector in Lebanon was selected as a source of data collection. Results. Three factors Perceived ease of use(PEOU), Perceived Usefulness (PU), and User Involvement react together to satisfy user and hence to make the user accept change. Conclusions. Based on the studies conducted so far with respect to this topic, there exists an indirect relationship between the three factors discussed in this thesis, the user satisfaction, and the user acceptance. The more the user finds the system easy to use (simple way of work with less efforts) and useful (the extent to which person’s work is improved) and the more he/sh  is involved, the more he is satisfied and hence the more he is willing to accept the change and causes system success.

In order for Japanese companies to move strategically towards sustainability, it is necessary to identify and understand the national and organizational factors that can hinder or facilitate this organizational shift. Literature reviews, workshops with a Japanese company, questionnaires, and interviews were conducted in order to identify these factors. The results showed that there are many common sustainability barriers between Japan and ‘western’ countries. In addition, there are some Distinctive Cultural Characteristics (DCCs) specific to Japan that have a significant impact on the success of an organization that wants to move towards sustainability. According to the findings, suggestions for sustainability practitioners are provided, which involve understanding the barriers and taking advantage of the DCCs in order to help the Japanese companies to move towards sustainability more effectively.

Organisationer påverkas idag av vår föränderliga värld. Kommunala verksamheter är en verk-samhet som ständigt är i kontakt med organisationsförändringar där en av de främsta anled-ningarna till misslyckande är förändringsmotstånd. Det är därför centralt att studera vilka faktorer som orsakar förändringsmotstånd inom en kommunal verksamhet. I en organisationsförändring har ledaren en viktig roll för att genomdriva förändringen lyckosamt. För att ledaren ska ha möjlighet att genomföra en lyckad organisationsförändring krävs en god kommunikation. Det är därför centralt att studera hur en enhetschef kan kommunicera för att hantera det upplevda förändringsmotståndet. Syftet med denna studie är därmed att bidra med kunskap kring varför förändringsmotstånd uppkommer samt hur detta kan hanteras av enhetschefer via kommunikation. Studien har genomförts via en kvalitativ metod där intervjuer samt observationer är underlag för det presenterade empiriska materialet. Intervjuerna genomfördes på en enhet inom vård och omsorg som genomgått en omlokalisering för cirka tre år sedan. Intervju-erna utfördes med hjälp av sammanlagt elva anställda där två var enhetschefer, en projektledare, fyra gruppledare och fyra medarbetare. De anställdas anställningstid varierade för att tillgodose alla perspektiv under omlokaliseringen. Denna studie består av en teoretisk referensram som bland annat behandlar organisationsförändringar, förändringsmotstånd samt kommunikation vid organisationsförändringar. Teorin beskriver nio orsaker till förändringsmotstånd samt identifierar olika former av förändringsmotstånd. För att belysa kommunikationen beskrivs bland annat olika tillvägagångssätt som en organisation kan använda sig av vid förmedling av information samt en strategisk kommunikation. Intervjuerna resulterade i många känslomässiga uttryck där de anställda förmedlade att omlokaliseringen bidrog till många negativa känslor. Vi har identifierat åtta faktorer som orsakar förändringsmotstånd utifrån vår teoretiska referensram. Utifrån vårt empiriska material kan vi även fastställa att kommunikationen var bristande samt att de anställda föredrog en strategisk kommunikation, till följd av den uttryckta kritiken har vi utformat en strategisk kommunikation som är tillämpningsbar inom denna enhet. / Organizations are today affected by our changing world. Municipal enterprises are organiza-tions that are constantly in contact with organizational changes, where one of the main reasons for failure is the resistance to change. It is therefore crucial to study which factors that can cause the resistance to change. In an organizational change, the leader has an important role to make the change successful. In order for the leader to be able to implement a successful organ-izational change, good communication is required. It is therefore crucial to study how a unit manager can communicate to handle the perceived change resistance. The purpose of this study is to contribute with knowledge about why resistance to change occurs and how unit managers through communication can manage this. The study has been conducted through a qualitative method where interviews are the basis for the empirical material. The interviews were held on a health and social care unit that had relocation for almost three years ago. A total of eleven employees where interviewed, two were unit managers, one project manager, four group lead-ers and four co-workers. The time of their employment varied to accommodate all perspectives during the relocation. This study consists of a theoretical framework that deals with organiza-tional changes, the resistance to change and the communication during organizational changes. The theoretical framework describes nine reasons why resistance to change occurs and identi-fies different forms of change resistance. In order to highlight the communication, various approaches are described which an organization can use for convey information and strategic communication. The interviews resulted in many emotional expressions where the employees described that the relocation contributed too many negative feelings. We can identify eight factors that causes resistance to change based on our theoretical framework. Based on our em-pirical material, we can also determine that the communication was lacking, and that employ-ees preferred a strategic communication. As a result of the expressed critique we have designed a strategic communication that is applicable within this unit.