The Implementation Method for New Technology in the Healthcare Sector: An Empirical Case Study of Bispebjerg Hospital applying a Design Thinking Methodology

Abstract

PURPOSE. This thesis investigates how the optimal implementation method should be for new technology in the healthcare sector to ensure the benefits are emphasised while the employees’ motivation is in focus. It is especially relevant due to the multiple challenges of building super hospitals with Patient-Single-Rooms providing no co-patient supervision. PROBLEM. Following the challenges of the super hospitals, Bispebjerg hospital has identified a need for new technology to minimise these, which leads to the following research question: How is the optimal implementation method for new technology in the healthcare sector that focuses on employee motivation? DESIGN. Understanding the phenomenon of implementing new technology at a super hospital has been investigated through a single-case study of Bispebjerg hospital. A design thinking methodology and an interpretive perspective have been applied, as a phenomenon is socially constructed. Through an iterative process with semi-structured interviews, an understanding is gained of hospital employees’ and experts’ perception of motivation, intelligent monitoring and implementation thereof, where relevant theories of motivation, technology acceptance and implementation methods have been used. FINDINGS. The optimal implementation method shall be user-centric to ensure both the potential benefits of the technology and overall working conditions are optimised. The proposed method has four phases, initiation, clarification, design and infusion. Employee motivation shall be ensured by actively involving the employee throughout all phases including an iterative design process. Furthermore, clear motivational objectives must be identified and validated continuously in the project. An implementation announcement and thorough introduction focusing on what the technology contributes must positively be communicated to the employees. When introducing intelligent monitoring, it has been identified that the key motivator factors that must be achieved are increased responsibility and provided recognition since the technology will likely give employees more knowledge and overview, allowing them to make better decisions.