Qf LAME EBA Negotiations Begin
Ah yes! Irish mathematics at its best. To prevent 'death by a thousand cuts' let's just kill Qantas with one massive stroke. 30 million through the grounding and now another 20 million in free tickets. Yep, Joyce has really earned his 71% payrise hasn't it? The Board must be so proud.
With 35000 employees (and I think it's a bit less than that) Joyce's actions in the last week equate to nearly $1500 per employee. HE MUST GO!!!!
IF (and its a big IF) Qantas International is losing what they say, let them hand over the books - all of the detailed accounts - and let's get an independent assessment. If what they say is true (and again that's a REALLY big if, because we know that they have a bit of problem with the concept of truth), I'm sure the employees would rally round to fix the problems.
But they refuse to do so, and they have given away our trust a LOOOOONG time ago. Get rid of Joyce, make an effort to re-establish a working relationship with your EMPLOYEES and let's see what happens.
With 35000 employees (and I think it's a bit less than that) Joyce's actions in the last week equate to nearly $1500 per employee. HE MUST GO!!!!
IF (and its a big IF) Qantas International is losing what they say, let them hand over the books - all of the detailed accounts - and let's get an independent assessment. If what they say is true (and again that's a REALLY big if, because we know that they have a bit of problem with the concept of truth), I'm sure the employees would rally round to fix the problems.
But they refuse to do so, and they have given away our trust a LOOOOONG time ago. Get rid of Joyce, make an effort to re-establish a working relationship with your EMPLOYEES and let's see what happens.
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A question for the union reps? What would have been the yearly cost to Qantas if management had given to your union what had been asked for on your EBA negotiations? I haven't seen any projected costings on this. Only AJ's comment on justification "of not allowing Qantas dying a death of a thousand cuts".
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And the media keep going at it.
This morning one commentator on ABC suggested that the world airlines survived terrorist attacks (named but I wont) but will QANTAS survive Joyce attacks.
Ouch!!!!
This morning one commentator on ABC suggested that the world airlines survived terrorist attacks (named but I wont) but will QANTAS survive Joyce attacks.
Ouch!!!!
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If the 3% was the actual figure you point would be correct however the actual (comparison rate in banking terms) increase was more than that when you take into account the seniority clauses etc that the union was pushing for. The figure of $170,000 which has been quoted out of context was the average cost of a LAME in three years time if the ALAEA's claim was fully endorsed from the current average of $140,000 (incl of super etc).
This is a very simple point - if we were competitive and we could be - lots more jobs would be available in Australia but some of the Super Lames would need to take a cold shower.
This is a very simple point - if we were competitive and we could be - lots more jobs would be available in Australia but some of the Super Lames would need to take a cold shower.
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NOT THE COMMODORE............. 
AJ must have been talking to the bosses at Holden, now they are saying that Australian Icon the Holden Commodore will be engineered and built off shore from 2014.
Will the last Aussie to have a job in Australia please turn out the lights and lock the door.
AJ must have been talking to the bosses at Holden, now they are saying that Australian Icon the Holden Commodore will be engineered and built off shore from 2014.
Will the last Aussie to have a job in Australia please turn out the lights and lock the door.
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IF (and its a big IF) Qantas International is losing what they say, let them hand over the books - all of the detailed accounts - and let's get an independent assessment. If what they say is true (and again that's a REALLY big if, because we know that they have a bit of problem with the concept of truth), I'm sure the employees would rally round to fix the problems.
But they refuse to do so, and they have given away our trust a LOOOOONG time ago. Get rid of Joyce, make an effort to re-establish a working relationship with your EMPLOYEES and let's see what happens.
I've said it before, I'll say it again. Everyone needs to leave their baggage at the door, sit down at a round table and start again: staff representatives chosen by their peers, the unions, management and the executive committee. If we want this company to thrive, we all need to be honest with one another, acknowledge each others concerns and motivations and WORK TOGETHER.
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A bloody good start would be 360 degree reporting. It's prevalent throughout other corporations. Why not at QF? Managers need to know how they're performing in the eyes of their staff, as well as their superiors.
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And next I'd be looking at how in the hell we can improve our productivity, starting with a holistic review of the company's policies and procedures. I heard CN claim he'd never seen an airline so hidebound by red tape. So let's cut it! How can we compete with one hand tied behind our backs with a red ribbon?
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This is a very simple point - if we were competitive and we could be - lots more jobs would be available in Australia but some of the Super Lames would need to take a cold shower.
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And some of you managers have to change your attitude. Think like a businessman. Yes you save 100c in the dollar for every dollar you save. Yes, if you earn a dollar it may cost you 50c on the dollar earned. But look at it this way: you spent a buck and made two! The company grows instead of shrinks! A larger company can develop economies of scale that a smaller company cannot.
And stop LYING! Earn our trust! We are your greatest asset or your worst nightmare. The choice is yours.
And stop LYING! Earn our trust! We are your greatest asset or your worst nightmare. The choice is yours.
Nassensteins monster:
Can't happen, won't happen. The managers you have now are narcissists and you would have to remove every one of them. They don't do "consultation".
By way of example, my son recently joined the Victoria Police. His last and final selection interview was with a very, very savvy person from the police HR/internal affairs team.
..From the questions they asked him, it was very clear they were looking to weed out the clever psychopaths and narcissists who might have got through the long and difficult selection process - who would be walking disasters as police officers, just like some of your Qantas managers.
The interviewer had his full profile, warts and all, available to them. They laid several "traps" for him that a narcissist/psychopath would have fallen into head first. Being a normal human being, my Son naturally avoided them. He didn't even understand what was going on until I explained it to him afterwards. He thought he was just having a little chat. I won't mention the questions asked.
You would need people of that interviewers caliber to go through every management level in Qantas to weed these creatures out - then work very hard to keep any more from creeping in.
I've said it before, I'll say it again. Everyone needs to leave their baggage at the door, sit down at a round table and start again: staff representatives chosen by their peers, the unions, management and the executive committee. If we want this company to thrive, we all need to be honest with one another, acknowledge each others concerns and motivations and WORK TOGETHER.
By way of example, my son recently joined the Victoria Police. His last and final selection interview was with a very, very savvy person from the police HR/internal affairs team.
..From the questions they asked him, it was very clear they were looking to weed out the clever psychopaths and narcissists who might have got through the long and difficult selection process - who would be walking disasters as police officers, just like some of your Qantas managers.
The interviewer had his full profile, warts and all, available to them. They laid several "traps" for him that a narcissist/psychopath would have fallen into head first. Being a normal human being, my Son naturally avoided them. He didn't even understand what was going on until I explained it to him afterwards. He thought he was just having a little chat. I won't mention the questions asked.
You would need people of that interviewers caliber to go through every management level in Qantas to weed these creatures out - then work very hard to keep any more from creeping in.
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Sunfish
Agreed, but it wont stop me stating that it is what is required. Of course it will never happen with the current model of remuneration and the current leadership from the board down, absent some angelic epiphany about the cruel and inhumane way they're treating their "human resources"... Unless they are appropriately incentivized to do so. The only way you motivate a narcissist/sociopath/psychopath to at least pretend to engage in what i'm pushing for is to make it worth their while. Measuring cooperation and collaboration for the purposes of delivering performance bonuses would pose a problem in the short term. Results will speak for themselves in the medium term however, using engagement and 360 degree reporting as two possible measures. Lets be clear:
YOU CANNOT DRAG YOUR EMPLOYEES KICKING AND SCREAMING IN THE DIRECTION YOU WANT TO TAKE IF THEY ARE UNCERTAIN AND AFRAID. YOU HAVE TO LEAD THEM, OVERCOME THE FEAR, SUSPICION AND MISTRUST.
Cultural change in an organization IS possible with the right leadership. Look at Air New Zealand and GE Engine Line. But it starts at the top. And it wont happen without executive and managerial recognition of frontline employees job security concerns and the valuable input employees can have in operational decisions.
The alternative: disengagement, low morale, underperformance. It will be reflected in the continued underperformance and decline in the mainline product.
YOU CANNOT DRAG YOUR EMPLOYEES KICKING AND SCREAMING IN THE DIRECTION YOU WANT TO TAKE IF THEY ARE UNCERTAIN AND AFRAID. YOU HAVE TO LEAD THEM, OVERCOME THE FEAR, SUSPICION AND MISTRUST.
Cultural change in an organization IS possible with the right leadership. Look at Air New Zealand and GE Engine Line. But it starts at the top. And it wont happen without executive and managerial recognition of frontline employees job security concerns and the valuable input employees can have in operational decisions.
The alternative: disengagement, low morale, underperformance. It will be reflected in the continued underperformance and decline in the mainline product.
Can you imagine if qf were a footy team. Captain Joyce and coach Clifford wouldn't make it out of the sheds. ........Do it as a team and do it my way. (sorry billy birmingham.)
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YOU CANNOT DRAG YOUR EMPLOYEES KICKING AND SCREAMING IN THE DIRECTION YOU WANT TO TAKE IF THEY ARE UNCERTAIN AND AFRAID.
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Let's not forget our original suspicions about the motives behind the current farce, the company is still worth more than the cost of buying a controlling interest.
Did we not see that interest work very nicely recently, "92% of shareholders voted for the remuneration package" well actually NO, just a very small minority of shareholders who hold 92% of the shares voted for said package.
We all know that this forum is followed very closely by various media hacks, and the point that they won't bring up or completely miss is that the AIPA & the ALAEA are both by choice called "associations" and not "unions", my experience after spending only 40 years at the rat is that most of the members of these associations are conservative right wing sort of people and are currently wondering why the airline that they've supported and been very compliant with over many years is now tearing great chunks out their collective ar5es.
Did we not see that interest work very nicely recently, "92% of shareholders voted for the remuneration package" well actually NO, just a very small minority of shareholders who hold 92% of the shares voted for said package.
We all know that this forum is followed very closely by various media hacks, and the point that they won't bring up or completely miss is that the AIPA & the ALAEA are both by choice called "associations" and not "unions", my experience after spending only 40 years at the rat is that most of the members of these associations are conservative right wing sort of people and are currently wondering why the airline that they've supported and been very compliant with over many years is now tearing great chunks out their collective ar5es.
