As consultants we observe the effect of a changing economic landscape on the creation of employment.
If we look at employment, we put change in the context of “open innovation”. Rather than in a laboratory situation like those found in a traditional R&D department, which is more or less a closed laboratory situation, in open innovation, the process of “embodied knowledge” allows an exchange between the environment and the institution.
This exchange allows the environment, such as a consumer but also software programs, to look behind the scenes of a company. The boundaries blur between inner and outer world. Does this mean that, to date, inside an organization these rules—rules of communication and interaction, interpretation and action—have been addressed in the context of open innovation dialogues? What are the circumstances in which organizations are able to change their own rules? Will they be able to determine the consumer regulations of an organization in the future? Who will make this change and bring them in line with the company's interests? In our work, we discovered that this can only be the task of Legal, both at the present time and in the future. In order to ensure that legality is upheld Legal must transform from being the interpreter to becoming the creator of conditions required for new thinking. In labor law, Legal will no longer be the formal converter, but it will take on the role of the designer of formal working conditions—and that requires new thinking. Legal has to redefine its mission.1.2.1