The Luddite effect -- when the new does not transition the old

    In the eighteenth and nineteenth centuries in London, as part of the "Industrial Revolution", a group of workers in the textile industry started gathering together to fight against technical replacements for their labor. Their fear was based in reality. The textile industry in England was a large one within which a considerable portion of the workers earned their living. A mechanized loom might replace the manual efforts of dozens of women and men.
    Similar to the situations that often exist today, these people were hard-working and had developed their skills over their lifetimes and, sometimes literally overnight, there was no longer any market for those skills. The response -- a losing battle -- was to destroy machines, make threats to those who were instigating the changes, and disrupt the ability for the new factories to produce. Some historical accounts indicate that the leaders of the workers recognized that there was no way to defeat the change but wanted better leverage to provide retraining and support of the unemployed.
    Government response was primarily organized around protecting the new factories, their owners, and products. Severe laws were passed and a number of "show trials" were held with death or penal transportation/exile as potential penalties. These laws, in effect, did succeed in breaking the movement.
    Other areas of skilled labor were also displaced within the context of the Industrial Revolution. Although history books usually focus on the improved ability to manufacture goods (and decrease of prices for the average consumer), they do not often indicate the huge labor displacement which was a direct effect of the change.
    The Luddites provide a practical history lesson. Change is difficult for societies to adopt and it is particularly hard on those who have invested much time and effort on the old. If change is to happen (and it is difficult to avoid it) then the process of moving away from the old must be kept in mind.
    There are a number of changes currently going on in current times. One is semi-involuntary, one is semi-voluntary, and another is fully voluntary.
    Climate change is semi-involuntary. This is because it was probably avoidable but made difficult to avoid because of inertia of old methods of business. Although there is still the chance to make the change less severe, it has already made significant changes to the world. The Great Barrier Reef is close-to-death largely because of the increase in global water temperature. The glaciers continue to shrink around the world -- this is especially important in the Asian subcontinent where winter storage of water in snowpacks and glaciers provide water to billions of people. "100-year-floods" and "100-year-storms" are occurring more often as the water temperature rises.
    A semi-voluntary area of change is the shift from non-renewable energy sources. Since the change has to be encouraged, and pushed for, it falls into the voluntary category. It is reaching the tipping point where it is almost easier to use new, renewable, energy sources than to keep using the old ones. However, just as happened in the textile industry, it is very important to recognize, and assist, the people and families dedicated to the old energy systems. Solar panel factories located at old coal mines to allow easier transitions?
    A full voluntary area of change is the strong push towards greater and greater independent automation. Phones get smaller and more powerful. Robots can take over more manual labor in a programmable fashion (as opposed to dedicated design such as in the textile mills). Innovation and extensive education becomes more and more necessary for general job positions.
    Whether voluntary, involuntary, or a mixture of such, change requires preparation and assistance in moving from the old. The is a necessity for the change and, when it is forgotten, much suffering can occur as well as rebellion (isolated or global).
    What happens to the old when the new comes? This is an age old question but, with more rapid change comes the need to actively address the needs for migration, retraining, and restructuring.