Its times like these that you need a hug

Dear Blog/Bloggers,

I write to you in hope that I can find sanctuary from this whirlwind of events that has happened to me since 6 months ago. Choices are always there. And though I often mention of choices from a context of relationships, I falter before you as I must confess the inner conflict in my soul stems from decisions that I have to do for the sake of being competitive.

Yes, its those sad stories again of work. Do I have a life? People always seem to say this when all that gets me riled up is when I mention work. I guess people fail to understand my situation. I am directly in charge of 185 workers. And that was put to test 6 months ago.

I now can freely speak about this as last Monday, 30.07.2007 marked the final day of our retrenchment exercise. Yes you heard me right. It was my second retrenchment exercise. However this time the numbers were bigger. Total plant was effected and I was called in 6 months ago to re-evaluate the manufacturing output efficiency. Sorry to say that we are not up to mark.

Funny thing was, whislt I was spending time with the IR lawyers, I found some interesting cases. Then studies done by the NPE showed that across the board, through all comman industries we have a common problem...malaise.

NOT Malays, mind you..but the malaise attitude..that unfortunately, statistically corresponds strongly to our Malays. Short snippet.the old management did a big blunder with the union to allow the following; 80% output within actual working time and balance 20% remainder output within 4 hrs overtime. Thats a cognitive parody as capacity productive charts are based on the fact that output is counted within identified losses. That means, in 8 hours a shift, 15% losses is the current standard of losses due to set-up times, breakdowns, maintenance, breaks and material losses. That means, we dont blindly give an output figure to a worker. In actuality, output is counted after considering that 15% productivity deficit. However, rather than argue that additional output sans 100% be remunerated according to a higher multiplying scale, my workers argue to have money replaced by time.

This means, its not more money within working time, but rather more rest time to make same amount of money! More time to do WHAT! So to all wives/girlfriends out there, your lazy husbands are purposely defending their right to go back home late under the pretext of ade kerja..thats bullshit.

I just completed few months back this Performance Base Incentive scheme (PBI) that rewards the employee base on his output efficiency. That literally means, within his working time if he/she produces a minimal 5% additional output he will be rewarded very handsomely. So, he can go back with extra cash in the pocket, on time, pick up the kids, set the table, takes care of the dishes, shower, put on some cologne, light some candles then make amazing love to your wife!

But no..not our workers. We want more time. To do what? Smoke! So, thats general malaise for you. Funny, this problem is across the board. Toyota Malaysia is having similar problems as well as SmithKline Sterling and Beecham! Jadi not realli that badlah for me.

But here's an interesting snippet..NPE statistics backed by international surveys shows that the boon of the electronic industry in Malaysia dulu was due to a simple fact that our FEMALE employees (minah Karen) were more proficient! Yup. I am not kidding you. Well, that can be seen clearly by the fact that in Kelantan, most businesses are run by ladies. The most important fact was our female operators have the patience and tenacity to look into their everyday life at work and initiate improvements.

Ok, hang on. Dah wander jauh dah. OK. So total plant had 126 variable operators and fixed management retrenched. Dalam hati sedih, but one part rase macam they deserve it. I just have to gulp it down I guess. The usual happened; people callin in with their I ade family lah, wife to take care lah and, and and...Had to tahan and stick to the plan.

This retrenchment exercise was different though. 80% of the task was to restructure the factory for efficiency, but the remaining 20% was to remove benchwarmers. So, we were playing that fine line of sticking to the basic of LIFO (last in first out) and target termination. Kenapalah IR court tak banyak awek. Tulah awek-awek law nih. Life is not all Ally McBeal divorce case ok. There's more to law than to settle marriage problems. Tu dia, satu department semua org tua nuh!

I have mix feelings. When I was picked to be part of the restructuring team, I was excited and thrill. But as the months pass, frustration and anger over our countrymen's attitudes and fear that my team's proposed structure might fail!

The decision is made. Stick with it to the end Ahmad. Its times like this.. I just wished I had an arm around me, and a sweet caress from a cheek, as I hear a whisper from a sweat voice saying, "Sayang you know what? Today at work....." A short diversion from my beloved telling me of her qualms in life. Boy would that not take away all this burden.