Saturday 16 June 2012

A FINAL WAKE UP CALL


A FINAL WAKE UP CALL FOR MAS MANAGEMENT, UNIONS AND STAFF

In continuation of our earlier post below, 

we have reproduced some serious and valid comments from

CONCERNED on June 13, 2012 at 9:09 am 
For MAS to turnaround and succeed, the departure of Rashdan should not be overly celebrated. Instead , Mas staff should take a good long look at themselves and the Company and ask pertinent questions about how and why the Share Swap and Collaboration could have happened in the first place. Because the TRUTH is, Mas has been a lame duck organisation for many years, subsequent top managements have come and gone with their quick fixes, but the problems that lead to Mas’s consistently dismal performance remain. It is convenient to vent anger, frustration and even hatred at the “newcomers” because it is comforting to be able to deny the fact that the rot has set in a long time ago, there are deep rooted legacy problems, the organisation is structurally not even organised to conduct the business it is supposed to do, successfully. Khazanah saw this,and perhaps in their haste, ill-placed intentions and not to forget the presence of some personal agendas on the part of our competitors and political masters, the Share swap and CCF was crafted. Think for a moment, would anyone even consider such a deal for successful airlines like SQ? No way. So, even with Rashda’s departure, is Mas magically going to turnaround and recover? No way.
So now, what next? Whilst the focus should remain on getting the revenue in,the Board should seriously addreess the structural issues starting with the people. Clean up HC first, the rot began there decades ago.

WE ARE WATCHING on June 13, 2012 at 8:01 pm
Good question. Should be answered by the custodian of all things people related, ie HC, and the Human Potential Development Department which has “Talent Management” under it. But, wait a minute, these HC people have been around for ages including the Head of HPD, and MAS has difficulty in locating or identifying qualified people within its 20,000 workforce? Back to Concerned’s posting, the rot is right there in HC. And guess what? MAS offers the Voluntary Leave Programme and does not extend VPs and up if they reach retirement age. Good ideas to trim staff costs and allow natural attrition to help reduce the numbers. BUT, in spite of Policy, HC just EXTENDED the services of the VP, Human Potential Development for another year at a salary exceeding RM20k! Talk about double standards. What is the justification for this when it is universally known how incompetent these people are? If one wants to debate the point, then answer this basic question – who among the 20,000 staff has been identified, groomed and is ready to assume the CEO’s position? The silence speaks volumes for the total lack of proper people management in the Company. So, what does HC do? Extend the services of the incompetent. What a joke.


The most sensible and honest observation on MAS. The staff are in denial mode and it is always better to blame others than ourselves. The rot is too deep everywhere.


Mas is doomed BECAUSE the employees whether management wiil never
change. Majority of the staff understand its not about merit or efficiency. From
the beginning those who want to go up must SUCK UP AND VERY HARD
indeed and majority are selfish in their career. Just look at the union with their
greedy leaders. Who made them .Even without Tony or Danny , MAS without
spoon feeding as from day one its a goner. Dont get upset by this remarks.
Take a look yourself in the mirror before blaming others why you and your
airline is nothing to be proud of.
Take note of Concerned. He has a point to ponder.


Totally agree. It is easier to blame others than yourselves. The fact is for all to see. The airline is bloated with staff, a majority of which are not really interested in helping the airline raise its profitability. The union behaves like a mafia. I am not a fan of Danny and he simply does not have the leadership skill or absolutely zero people skill. I have worked with him, and he is the worse the CEO I have ever worked with in my 23 year corporate life. But the airlines problems go way beyond Danny. And no one has the balls the make the drastic change required, especially when any CEO appointed will have to deal with the mafia union!

Note:
MAS TROUBLESHOOTERS advice to future Management;
For solutions, the decision makers and current management (excluding A.J.) need to analyse all the comments posted here;

Saturday 9 June 2012

LEADERS SOLVE PROBLEM OTHERS FEAR


MAS ship is sinking very fast. We need to revitalise MAS into becoming a GOLDEN airline in the world again. The following plan of action is required:

STAGE 1

  1. IDENTIFY, EVALUATE AND PUT THE RIGHT TEAM OF BOARD OF DIRECTORS AND TOP MANAGEMENT 
  2. TRIPLE PRONGED MANAGEMENT APPROACH ON GOOD LEADERSHIP, PEOPLE AND COST MANAGEMENT
  3. DIAGNOSE THE HEALTH OF THE ORGANISATION ON 13 CRUCIAL DIMENSIONS
  4. ALIGN PEOPLE STRATEGIES OF A COMPANY WITH BUSINESS RESULTS 


STAGE 2 – THE SEVEN STIMULUS DRIVE

  1. TOTAL ENGAGEMENT OF STAFF AT ALL LEVELS
  2. SEEK AND REWARD STAFF CONTRIBUTION SCHEME
  3. STOP THE BLEEDING
  4. ERADICATE LEAKAGES AND WASTAGES
  5. RETAIN BRANDING AND LIVERY
  6. REVIEW AND STRENGHTEN FINANCIAL STRATEGY
  7. FAIR COLLABORATION AND COOPERATION WITH LOCAL PLAYERS

SEVEN VITAL STIMULUS DRIVE