The satisfaction and health of employees have become important means for competitiveness and organizational success. Therefore, it is vital for organizations to create good work environment. Nevertheless, many are still struggling with high numbers of sickness absence caused by bad work environment.  The purpose of this thesis is to contribute with understanding about how organizations can create good work environment. The focus is on how organizations may work to adapt to the requirements of modern working life and at the same time ensure a good work environment in the endeavor to achieve employee well-being and organizational development. To accomplish this, the purpose was specified within two themes focusing on two important aspects of contemporary organizations and working life, leadership and technology, and how these aspects can influence the working conditions.Theme 1 focused on what could be learned from organizations awarded prizes for successful leadership, work environment and improved profitability and health. A case study was performed in a large Swedish organization and the work and experiences of managers and employees on different organizational levels were studied through interviews and workshops. The case study showed that it is possible for managers of today’s organizations to practice good leadership and be successful by focusing on the needs of their subordinates. Furthermore, the managers’ strategies and work, that consciously focus on employee well-being and are supported by communication and trust, are a vital means to this. All managers and employees in the study, regardless of organizational level, also considered their manager to be a major reason for the good work environment and their organization’s success. Based on these findings, and comparisons with studies of smaller successful organizations and theory, a management model was created to describe how managers, in particular in larger but also smaller, organizations can work to create a good work environment promoting sustainable health. The model suggests a wider management strategy following a system view similar to that of Total Quality Management. The strategy is based on human core values that are supported by methodologies and tools such as delegation, coaching and employee development.Theme 2 had a different focus on work environment through a case study performed in eldercare in Sweden. Firstly, the care pathway and work situation of registered nurses were described. Thereafter, influences of information and communication technology (ICT) on the work environment were identified from an outsider view, through observations, and an insider view, based on interviews, reflective dialogues and focus groups with registered nurses. The findings show that there is still much that can be done to improve the work environment in eldercare. However, ICT has potential to solve some of the problems identified, for instance increase the security, independence and authority of registered nurses and increase the information sharing and their possibilities to follow up work. In that way it has also potential to improve the quality of care. Nevertheless, the changes ICT causes to the work environment, for instance through additional tasks and responsibilities, also lead to increased work load and stress. Therefore, to take advantage of the potentials of ICT not only should the new technology be adapted to the needs of the employees but also the structures, resources and routines of the organization have to be adapted to allow for good working conditions when ICT is used.Brought together, the two themes confirm that leadership and technology have extensive influence on the working conditions. It is shown that managers’ leadership could not be neglected in the creation of a good work environment. An important conclusion is that it is possible and crucial for managers to intentionally shape leadership and technology to generate working conditions that meet the needs of the employees. It is important for managers to create possibilities for: control and handling of demands in work; involvement; clear goals and follow up; information sharing; competence development. The working conditions will be assessed by the employees and thereby influence their experienced work satisfaction, health as well as performance, which are crucial for achieving good quality and organizational results.