The thesis analyzes the implementation of speech recognition technology at Akershus University Hospital. Actual use of the solution among physicians is compared to managers’ expectations. Using an instrumental and cultural perspective from organization theory, implications of how managers fail to see limitations with the new technology, and understand established culture among physicians, is pointed out. One of the main findings also suggests that the technology has not lived up to expectations. The thesis does not find evidence that can show a positive influence on discharge summary time. However, future improvements to the technology and optimized work procedures may change this picture.