truth
Subject: Co which deprived Singaporeans of jobs
European company ST Microelectronics is conducting a massive recruitment
exercise in Penang on 6 February 2010 to seek Malaysians for various
positions in Singapore:
The positions on offer include process engineers, industrial engineers and
production managers.
These are positions which are highly sought after among Singapore
engineering graduates.
Singapore produce more than 1,000 engineers yearly from both NUS and NTU.
There should be ample local applicants for these vacancies.
Why is ST Microelectronics incurring extra expenses to go all the way up
north to Penang to recruit Malaysian engineers? Are they more qualified than
Singapore engineers?
Leaders from the ruling party have been claiming that foreign workers are
needed in sectors shunned by Singaporeans.
The mainstream media has been selling the story to Singaporeans that local
companies have no choice but to turn to foreigners because few Singaporeans
wish to take up the jobs on offer.
Prime Minister Lee Hsien Loong said in his New Year Day's message that
Singaporeans will remain a "priority" for his administration.
Manpower Minister Gan Kim Yong signaled a "shift" in the ruling party's
pro-foreigner policies by emphasizing the need for Singapore to reduce its
heavy dependence on foreigners and to boost labor productivity.
Even the strongest advocate for foreign workers, MM Lee Kuan Yew had
backtracked lately.
In a speech made at HDB's 50th anniversary, Lee was reported to say:
"The next five years, we have decided we will tier down our need for foreign
workers. We will pay for help to educate people, continuing education and
training, which means a lot of money, probably co-payment with the employer
to send him,"
[Straits Times, 28 January 2010]
Since the government has already expressed its intentions explicitly, why
are companies like ST Microelectronics still employing foreigners at the
expense of Singaporeans?
It is not as if Malaysian engineers are more highly qualified than
Singaporean engineers. If this is so, then Singaporeans should be flocking
across the Causeway to study in Malaysian universities instead of the other
way round.
How does the ruling party explain the discrepancy between their words and
actions taken on the ground by major MNCs like ST Microelectronics which
should be heeding its exhortations to employ more locals and upgrade their
skills!
A job gained by a Malaysian is one lost for a Singaporean.
There are many Singapore engineering graduates who will jump at the chance
of working for ST Microelectronics.
In other developed countries, such jobs are usually reserved for their own
citizens. Only in Singapore where Singaporeans are so openly discriminated
as evident by the numerous job ads put up on the internet seeking foreigners
to fill vacancies which should otherwise belong to them.
It appears that the situation on the ground will not improve by much with
the cosmetic changes introduced by the ruling party to placate angry voters.
Singaporeans will have to make their voices heard through the ballot box to
ensure that their interests are taken care of now and they will not be
relegated to becoming "second class citizens" in their own country.
Showing posts with label Retrenchment. Show all posts
Showing posts with label Retrenchment. Show all posts
Friday, February 5, 2010
Thursday, October 29, 2009
When the Retrenched Are Better Off
from: ltlee1
Date: Wed, 28 Oct 2009 17:15:15 -0700 (PDT)
Local: Thurs, Oct 29 2009 8:15 am
Subject: When the Laid-Off Are Better Off
Victims of Boeing layoffs, researchers found, were less depressed and
drank less than those who remained
By Michelle Conlin
As the Great Recession continues to devour jobs at an alarming rate,
tales are legion about the millions of unemployed struggling to right
their lives and recover their self-esteem. But what happens to those
left behind?
Would it surprise you to learn that survivors can suffer just as much,
if not more, than colleagues who get laid off? It certainly surprised
a team of academic researchers who embedded themselves at Boeing (BA)
from 1996 to 2006, a tumultuous decade during which the company laid
off tens of thousands. The results of the study will appear next year
in a Yale University Press book called Turbulence: Boeing and the
State of American Workers and Managers. "How much better off the laid-
off were was stunning and shocking to us," says Sarah Moore, a
University of Puget Sound industrial psychology professor who is one
of the book's four authors. "So much of the literature talks about how
dreadful unemployment is."
"EXECUTIONER'S LAMENT"
By early 1996 the researchers were busy interviewing and testing 3,500
Boeing employees—from line workers to senior executives. The timing
was propitious. Struggling to adapt to new technology and competition
from Europe's Airbus, Boeing in 1997 merged with McDonnell Douglas.
Over the next six years, Boeing's workforce of 234,850 shrunk 33%, to
157,441.
With each round of layoffs, the survivors hustled to reinvent
themselves. They re-proved, re-auditioned, and repositioned, only to
watch yet another new manager—pushing the fad du jour—parade through
the door. Employees who had once seen themselves in every plane that
flew overhead were now trading in gallows humor. As in, "Dead worker
walking."
Human resources specialist Frank Zemek was the researchers' main
contact. In an interview, he recalled "the survivor's guilt of the
people who were left, who were waiting and not knowing if the hatchet
was going to fall on them. They experienced the worst stress."
As more manufacturing was outsourced, workers said they no longer felt
as if they were building planes. They were simply snapping them
together. They obsessed about the loss of institutional knowledge.
Managers who had fired people, meanwhile, confessed deep, pervasive
grief—what researchers sometimes call "executioner's lament." Moore
says they tended to become emotionally numb and disengaged.
In the greatest surprise of all, the researchers discovered that the
people who had been laid off often were happier than those left
behind. Many had new jobs, even if they didn't always pay as well.
Over and over, Moore says, average depression scores were nearly twice
as great for those who stayed with Boeing vs. those who left. The laid-
off were less likely to binge drink, often slept better, and had fewer
chronic health problems.
The researchers say that thanks to the unceasing uncertainty inside
Boeing, those who left felt as though they had escaped a bad marriage.
At the time one Boeing employee told researchers: "You feel better
when someone takes their foot off your neck."
Today morale has improved at Boeing, Moore says. Yes, the company's
new jet, the 787, is behind schedule. But the high-tech plane has
helped revive Boeing's esprit de corp. Since W. James McNerney Jr.
became CEO in 2005, engagement scores—which measure worker spirits—
have steadily risen, the company says.
And what of the original 3,500 research subjects? Only 525 still work
at Boeing. Moore reports that many never regained their equilibrium.
When they see her, they say: "Yeah, I still work for Boeing...this
week."
Conlin is the editor of the Working Life Dept. at BusinessWeek.
Date: Wed, 28 Oct 2009 17:15:15 -0700 (PDT)
Local: Thurs, Oct 29 2009 8:15 am
Subject: When the Laid-Off Are Better Off
Victims of Boeing layoffs, researchers found, were less depressed and
drank less than those who remained
By Michelle Conlin
As the Great Recession continues to devour jobs at an alarming rate,
tales are legion about the millions of unemployed struggling to right
their lives and recover their self-esteem. But what happens to those
left behind?
Would it surprise you to learn that survivors can suffer just as much,
if not more, than colleagues who get laid off? It certainly surprised
a team of academic researchers who embedded themselves at Boeing (BA)
from 1996 to 2006, a tumultuous decade during which the company laid
off tens of thousands. The results of the study will appear next year
in a Yale University Press book called Turbulence: Boeing and the
State of American Workers and Managers. "How much better off the laid-
off were was stunning and shocking to us," says Sarah Moore, a
University of Puget Sound industrial psychology professor who is one
of the book's four authors. "So much of the literature talks about how
dreadful unemployment is."
"EXECUTIONER'S LAMENT"
By early 1996 the researchers were busy interviewing and testing 3,500
Boeing employees—from line workers to senior executives. The timing
was propitious. Struggling to adapt to new technology and competition
from Europe's Airbus, Boeing in 1997 merged with McDonnell Douglas.
Over the next six years, Boeing's workforce of 234,850 shrunk 33%, to
157,441.
With each round of layoffs, the survivors hustled to reinvent
themselves. They re-proved, re-auditioned, and repositioned, only to
watch yet another new manager—pushing the fad du jour—parade through
the door. Employees who had once seen themselves in every plane that
flew overhead were now trading in gallows humor. As in, "Dead worker
walking."
Human resources specialist Frank Zemek was the researchers' main
contact. In an interview, he recalled "the survivor's guilt of the
people who were left, who were waiting and not knowing if the hatchet
was going to fall on them. They experienced the worst stress."
As more manufacturing was outsourced, workers said they no longer felt
as if they were building planes. They were simply snapping them
together. They obsessed about the loss of institutional knowledge.
Managers who had fired people, meanwhile, confessed deep, pervasive
grief—what researchers sometimes call "executioner's lament." Moore
says they tended to become emotionally numb and disengaged.
In the greatest surprise of all, the researchers discovered that the
people who had been laid off often were happier than those left
behind. Many had new jobs, even if they didn't always pay as well.
Over and over, Moore says, average depression scores were nearly twice
as great for those who stayed with Boeing vs. those who left. The laid-
off were less likely to binge drink, often slept better, and had fewer
chronic health problems.
The researchers say that thanks to the unceasing uncertainty inside
Boeing, those who left felt as though they had escaped a bad marriage.
At the time one Boeing employee told researchers: "You feel better
when someone takes their foot off your neck."
Today morale has improved at Boeing, Moore says. Yes, the company's
new jet, the 787, is behind schedule. But the high-tech plane has
helped revive Boeing's esprit de corp. Since W. James McNerney Jr.
became CEO in 2005, engagement scores—which measure worker spirits—
have steadily risen, the company says.
And what of the original 3,500 research subjects? Only 525 still work
at Boeing. Moore reports that many never regained their equilibrium.
When they see her, they say: "Yeah, I still work for Boeing...this
week."
Conlin is the editor of the Working Life Dept. at BusinessWeek.
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