Types of positioning acts and their results
| Attributive positioning | Self-positioning | |
|---|---|---|
| Positioning accepted | Experience-based knowledge of older workers is said by management to be valuable to the organization | Older workers perceive their talent as valuable to the organization |
| Positioning contested/resisted | Older workers' talent is seen as outdated by management due to increased focus on digital technology | Older workers perceive their talent related to digital transformation as outdated |
| Older workers are moved into old products that are on their way out | ||
| Older workers' talent is not transferred, i.e. not included in the TM practices |
| Attributive positioning | Self-positioning | |
|---|---|---|
| Experience-based knowledge of older workers is said by management to be valuable to the organization | Older workers perceive their talent as valuable to the organization | |
| Older workers' talent is seen as outdated by management due to increased focus on digital technology | Older workers perceive their talent related to digital transformation as outdated | |
| Older workers are moved into old products that are on their way out | ||
| Older workers' talent is not transferred, i.e. not included in the TM practices |
Note(s): In the table depicting positioning acts and their results, the attributive positioning of management, is taken as the starting point to which the older workers' self-positioning is related
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