Employee obsolescence

However, obsolescence is a matter of degree. The symptoms are poor communication, limited influence, avoidance of risks, and underutilization—all of which can contribute to obsolescence. For example, longitudinal studies of engineers in several organizations demonstrated that being initially assigned to work that demands utilization of technical knowledge and skills results in higher levels of job performance, professional contributions, and competence in their subsequent careers.

One final problem is that the retraining might not work, so you will end up hiring replacements anyway. Bolton attributed this phenomenon to "something new and better out-competing the old" and calculated the average architectural lifespan of varying building types in order to formulate a rough estimate for their impending obsolescence.

In the Jackie Blennis v. Changes in Job Assignments Knowledge workers who have had frequent changes in job assignments during their career more easily adapt to change and adjust quickly to their new responsibilities.

There is conflicting evidence regarding obsolescence and age that can generally be classified into one of three types of relationships, based largely on cross-sectional research.

In order to be competitive, stores must be dramatically remodeled and marketing has to be improved and expanded so it goes beyond traditional advertising outlets including social media.

Employee Obsolescence

This contradicts the first relationship that obsolescence increases with age. Colleague Interaction and Communication One aspect of organizational climate is created by the colleagues of the knowledge worker.

Venkata Ratnam and Srivastava have listed these conditions as follows: Since managers can have a direct influence on the updating behavior of their work group members, they also play an important role in encouraging individuals to participate in continuing education activities.

Thus, it must be decided early in the design of a complex product how long it is designed to last so that each component can be made to those specifications.

Knowledge workers whose careers are successful are able to satisfy their growth needs, Employee obsolescence as achievement, esteem, and self-development, whereas the satisfaction of such needs drops among those who do not experience career success. However, rewarding self-development reinforces motivation toward professional growth even among older knowledge workers, who, with their experience and loyalty, can continue to contribute if they are encouraged to remain up to date.

Knowledge workers who enter the workforce with weak cognitive abilities would be more obsolescence prone. Nevertheless, either can contribute to obsolescence.


Two relatively independent dimensions of utilization have been identified, misutilization and underutilization. Having gone through the meanings of the three terms, education is not found much different from development.

According to the model in the figure above, organizational climate not only has a direct effect on obsolescence, but it also affects the nature of the work, which has a major impact on obsolescence. For example, limited proficiency in mathematics is associated with obsolescence among engineers, whereas more general problem-solving abilities are important for managers to stay current.

The First Job Experience There is consistent evidence that the nature of the work experienced by knowledge workers in their first job has long-lasting effects on their career development and can contribute directly to obsolescence.


If knowledge workers do not see that their efforts in self-development are rewarded by the organization, the likelihood that they will become obsolescent is increased. A current example is " acid-wash " jeans, which were popular in the s, became stylistically obsolete in the mid to late s, and returned to popularity in the s.

Jimi Hendrix 's bell-bottoms When a product is no longer desirable because it has gone out of the popular fashion, its style is obsolete.

Two relatively independent dimensions of utilization have been identified, misutilization and underutilization.

Typically, contributions and performance are highest among knowledge workers who are at an early career stage in their thirtiesafter which there is a drop-off for those in mid-career followed by a resurgence among those who are over age 50 and in the later stages of their professional life.

In a study of computer marketing and support professionals, participation in self-development activities was perceived as most likely to lead to worthwhile accomplishment and self-esteem as well as opportunities for promotion.

Some of the on-the-job methods of training are job instruction training, apprenticeship and coaching, job rotation, and committee assignments. There are several aspects of the work carried out by knowledge workers that can affect their obsolescence. Difference between training, development and education: This causes scarcity of spare parts and skilled technicians for repairs and thus escalates maintenance costs for obsolete products.

There is evidence that the reward climate created by management policies can enhance or inhibit obsolescence.

Employee Obsolescence

Work challenge included the degree to which the new managers were expected to utilize their knowledge and skills, use new methods, solve novel problems, apply their learning capacity, become involved in self-development, commit their time and energy, and demonstrate initiative.

Management policies that create a climate in which knowledge workers have little or no influence on decisions that affect their work can result in underutilization, as well as greater uncertainty.


However, they may have failed to maintain the broader professional knowledge and skills that would have more easily facilitated their reemployment in a different job role related to their discipline but in another industry.

There is evidence that the half-life has been growing ever shorter, which is in keeping with the accelerating rate of creation and application of new knowledge in a wide variety of fields, especially those affected by rapid technological change.

Such policies Employee obsolescence from top management and virtually ensured that obsolescence would be a problem among knowledge workers in their organization. While obsolescence has been discussed from a management as well as a psychological perspective at least as far back asconcern over the problem became widespread following the rapid changes that began during the post-World War II era.

One relationship found that peak contributions and performance occur when knowledge workers are in their thirties and steadily decline among older groups. For example, for older managers, those who possess the most initiative, self-assurance, and intelligence tend to be rewarded the least, although it was the opposite for younger managers.

This would suggest that job assignments as well as group composition should be changed periodically. 1, Obsolescence jobs available on izu-onsen-shoheiso.com Apply to Logistics Analyst, Uh-po Medvac Analysis, Analyst and more! Skill obsolescence in turn leads to human (Employee) obsolescence and in due course ends in loss of job.

This problem has to be addressed by every organization. Continuous learning and knowledge up gradation is the only remedy for the problem. Futurists predict that technological advances, increased and expanded competition, and shortened product life cycles will significantly impact the U.S.

economy in the late twentieth and early twenty‐first centuries. This impact will be at least as dramatic as the industrial revolution's effect on the nineteenth‐century economy.

Peter Drucker states that in the next twenty years. Current employees may not be able to meet your expected performance levels – if you expect a significant (i.e. 20% or more) improvement in organizational performance, improving employee performance by at least that amount must be part of the plan.

If your previous hiring and retention practices resulted in a workforce comprised of average. However, obsolescence extends beyond electronic components to other items, such as materials, textiles, and mechanical parts.

In addition, obsolescence has been shown to appear for software, specifications, standards, processes, and soft resources, such as human skills. Training is the process of teaching the new and/or present employees the basic skills they need to effectively perform their jobs.

Alternatively speaking, training is the act of increasing the knowledge and skill of an employee for doing his/her job.

Employee obsolescence
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