Lost and Found EK
Join Date: Aug 2011
Location: Dubai
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@Wizofoz Think McFly, think.
Let's consider the end of the month as being 2359 on the 30th of June.
Then let's consider 7 days as 168 hours.
Subtract 168 hours from 2359 on the 30th of June and what do you get?
2359 on the 23rd.
Consequently, any time later than that, eg. 0001 on the 24th would be less than 168 hours/7 days.
This is a business deliverable, therefore we may appropriately consider the deadline as close of business on the specified date. In this case, a degree of apprehension from our colleagues that roster publication may be delayed is somewhat justified.
Let's consider the end of the month as being 2359 on the 30th of June.
Then let's consider 7 days as 168 hours.
Subtract 168 hours from 2359 on the 30th of June and what do you get?
2359 on the 23rd.
Consequently, any time later than that, eg. 0001 on the 24th would be less than 168 hours/7 days.
This is a business deliverable, therefore we may appropriately consider the deadline as close of business on the specified date. In this case, a degree of apprehension from our colleagues that roster publication may be delayed is somewhat justified.
Last edited by scandistralian; 24th Jun 2016 at 03:40.
Wiz is either 'half glass full' or totally EK conditioned ��. Stockholm Syndrome I'm thinking...
BUT that doesn't stop me from doing what I have always done- point out when people are talking rubbish.
There have been plenty of legitimate, very serious problems at EK- sufficient to see me leave.
But time and time again, the actual, structural problems get drowned out- and not just here- by people caught on the "Whinge Olympics". The zeitgeist is to see who can find the most to complain about, interpret any change or any action negatively, and rush to PPRUNE or other oulets to display how clever he is at being the first to come up with a new moan.
This is a great example- as it turns out, rosters where on time even by the more generous interpretation of "7 days" (though I maintain that, after 10 years here, they have occastionally come out ON the 7th day before hand and, when questioned, scheduling have said that is there deadline), yet there are two threads bitching about a non issue.
Why should mamnagement NOT think of us as a bunch or prima donnas, when all we DO do is bitch about everything?
Pick your battles, that is all I'm saying.
Wiz, the trouble with your logic is, it's logical! The structural and glaringly obvious issues that stand out like the proverbial pimple on your nose are never addressed, nor are they even acknowledged. Recently my better half had occasion to have a chat to several ladies who work in various positions in the bouncy castle, the consensus being that EVERYONE knows the problems, however, the very person at the top could not give even 1 sh1t about his underlings, nor does he have any intention of changing. Everything else is an illusion, and hence Wiz people do feel helpless which is why minor things become larger things on PPrune. Our only recourse, as you are doing is to leave....after all why would anyone feel any sense of loyalty or pride working in place where the concept is actively discouraged through the higher ups action and attitude.
Agree entirely, MM, with one additional thought- It is quite deliberate, and by that I mean not malicious, but simply what is thought to be good business practice.
Being involved in the exit process has been illuminating. The "higher ups", and I include all the way to HH, are happy to lurch from crisis to crisis on the basis that bandaids are cheaper than bricks and mortar.
If they can just hold on until the companies size is at a level where growth become incremental, they are in a better position than if they implement the type of structural changes that would lead to stability but cost money.
A disgruntled staff and losing experienced personnel is just part of the cost of doing business.
BUT a clearly articulated, sane set of grievances is more likely to at least gain some concessions than a general background noise of pointless whinging.
Being involved in the exit process has been illuminating. The "higher ups", and I include all the way to HH, are happy to lurch from crisis to crisis on the basis that bandaids are cheaper than bricks and mortar.
If they can just hold on until the companies size is at a level where growth become incremental, they are in a better position than if they implement the type of structural changes that would lead to stability but cost money.
A disgruntled staff and losing experienced personnel is just part of the cost of doing business.
BUT a clearly articulated, sane set of grievances is more likely to at least gain some concessions than a general background noise of pointless whinging.
Join Date: Sep 2013
Location: UK
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I'm not interested in the maths argument, I just love the title and first post. It gave me a good chuckle. 
Now that you have found it, are you sure it wouldn't be better for it to still be missing?
Now that you have found it, are you sure it wouldn't be better for it to still be missing?
