Camelsquadron you are out of the loop. The entire "who moved my cheese", "Bridge of trust", "Pity city", "engagement surveys" and a host of other very expensive HR related motivational and change management strategies have been inflicted on the Qantas workforce over the last Ten years.
The only problem is that the management operates in Bad Faith mode all the time and any employees who actually try to internalise all the right stuff end up getting screwed.
The best (worst) example of Qantas management behaviour is their habit of announcing long running "reviews" of various parts of their business which always end with the closure of the affected part and the firing of the employees. This is just plain cruel as it is designed to maximise fear, uncertainty and doubt in the workforce. The correct way to do this stuff is either clean and slow, with a timetable and lots of consultation and support for the workforce or quick and dirty where its done very fast and one then spends time supporting the remaining workforce.
I speak as someone who has managed both types of process and participated in any amount of team building and motivational exercises including Seven day live in sessions etc. over Thirty years.