Set up job rotation programmes to create lateral movement and broaden skills
Encourage new ways of doing tasks
Reduce the importance of promotion and increase the value of challenge
5OBSOLESCENCE
Degree to which an organizations professionals lack the up-to-date knowledge or skills necessary to maintain effective performance in either their current or future work roles.
Not unique to midcareer, but it might be more pronounced and more devastating in midcareer
caused by rapid changes in technology and change in the workplace
Personal characteristics associated with low obsolescence are – high intellectual ability, high self-motivation and personal flexibility.
Performance appraisal can be used to indicate levels of obsolescence in certain areas.
5.1Models of obsolescence (Figure 6.3 & 6.4)
Worker obsolescence is a continuous process and there are a number of factors related to obsolescence.
Ideal balance between worker and job until disrupted by technological, organizational factors or behaviour of worker or a combination of these.
After disruption, symptoms observed are tensions, frustration, depression, hostility etc
Treatment follows symptoms usually by retraining, changes in organization, career assessment and counseling, long-range commitment to worker obsolescence and encouraging pursuit of learning and updating skills.
Kaufman identified 4 broad components that constitute an open system model for explaining obsolescence:
Environmental change – changes in technology can force workers to learn new technology or face obsolescence.
Individual characteristics – general assumption obsolescence occurs with age, but not necessarily so. Cognitive ability can facilitate or inhabit obsolescence, and workers who suffer a lack of motivation fail to keep current in their field, despite having the ability.
Nature of the work – involves extent to which individual’s knowledge, skills and abilities are required for the job.
Organizational climate – aspects such as interaction and communication, leadership style, management policy, rewarding professional growth and updating job skills.
Each component contributes to development of obsolescence but as a system they play a complex interactive role.
5.2Organisational actions to prevent obsolescence
Ensure proper training and integration with demands of job innovation
Educate workforce to become adaptable to change
Implement performance management system to encourage growth and development
