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This means that Oticon have and need a lot of knowledge-workers to invent, innovate and create new products. Therefore, the workers are very important and HR-activities like hiring, motivating, organizing, etc. have to be optimized in order for the company to be successful. Being able to optimize these activities is something that Oticon is very famous for – or at least trying to optimize this through organizational innovations, which is what this report will describe and analyze.
The Spaghettiorganization
Through the 80’s Oticon loss their competitive advantage (Foss, 2001 p. 4), and when Lars Kolind was hired as the new CEO in 1988 (to 1998) he saw the need for change...
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