ABSTRACT
The work as a whole is concerned with procedures for new product development, and there is insufficient space to do justice to the topic of organisational design. The procedures which are advanced here are those by which our knowledge of innovation and innovative behaviour may be put to good use in reducing risk. There is obviously another side or aspect to new product development, and this is the selection and motivation of the appropriate personnel for the job, an objective which may obviously be greatly influenced by the choice of organisational structure. However this aspect is more akin to the studies of industrial psychology and sociology than to innovation studies per se, and we will therefore only discuss those parts of it which relate to the procedural side. In other words how we may extract guidelines for organisational design from a knowledge of innovation. The other common problems of selection, motivation and communication are excluded from the discussion.
