your common argument often deployed in your postings of `not
happy, ah, get lost lah....' is both myopic and dangerous.
i hope in the name of bono that u dun work in hr in any org, local
or foreign....
there is an instrinsic and intangible value built over time of an
organization's resources, particularly over time that money cannot
buy. understanding of the systems, the way things work, shaping of
the company's culture, the brand equity build over time, so on and
so forth....hence, a common trait of great companies like HP,
Google or unilever is staff turnover is typically small.
the training $ and manpower that is invested prior that has to be
reinvested to train a new bunch of pple is sometimes just too
cumbersome, especially if the turnover is great.
sg will not admit it but if the pilots resigns enmass, sq's entire
value proposition to their customers of punctuality, consistent
great service and what-have-u will go down the drain. now, think
how likely will Sq recover from this mess...maybe they will, maybe
they wun, but it sure gonna take a hell of a lot of monies to get
the ship back straight up, training, advertising, promos, etc. all
in all a hefty exercise with no guarantee of it reaching its
glorious `great way to fly' days
that's why in any corporate dispute, the intent is to resolve any
difference amicably becos the loss on both sides are innumerable.
ideally, both want to come to an amicable solution. the pilots will
need to readjust to new working environment, uproot potentially and
the airline will struggle with a new set of pple.
the same argument applies for the pple of sinkapore. `not happy
with pap, ah? scram to australia lah and die of drought'. this line
of thinking will eventually boomerang back and hit sinkapore as
well.
good luck to you if you are already in the corporate world.
unfortunately, u fall under the dispensable lot....if u persists
with this line of thot
