Wednesday, April 05, 2006
Industrial Relations Rewards Club
The many writers employed by the union backed Labor side of politics are working hard to disguise the obvious. Bad employers loose their good employees to well run companies. Badly run organisations with poor staff motivation lose customers to well run organisations.
Well run organisations grow and employ more people. It seems that this outcome does not suit unions. What they apparently want is to sustain badly run companies in their scare campaign, to try to justify their recruiting campaign, as well as their existence.
The Labor party supports this union tactic, because the more union fees collected, the more money available to fund slick campaigns like the recent state election. In that process, Labor was able to successfully castigate the Liberals for making the hard decisions required to fix the lack of infrastructure development after decades of Labor mismanagement.
Fortunately, we should see the cycle of protecting the bad employer and the bad employee end with the modern work choices program.
John Howard's vision of a modern productive world competitive Australia, will become a reality if the market forces apply equally to both employers and employees. In the past unions and the Industrial Relations Commission and big businesses personnal departments, were a self serving partnership that held progress in Australian industrial relations to ransom.
Pre December 2005, Managers and employees had an arbitration system, unions and personnel departments standing between them. Now owners and employees are able to get on with talking directly to each other in a simpler fairer system. The work choices approach empowers every individual in the work place to work out what will work and what will not, without some self serving vested interests groups getting in the way.
The idea that we can build a community based on direct relationships is the driving force of the new Rewards-Club.com. Communities can work together for immense benefit. The benefits include services and products marketed to each other with huge benefits in the form of savings or greater productivity.
Well run organisations grow and employ more people. It seems that this outcome does not suit unions. What they apparently want is to sustain badly run companies in their scare campaign, to try to justify their recruiting campaign, as well as their existence.
The Labor party supports this union tactic, because the more union fees collected, the more money available to fund slick campaigns like the recent state election. In that process, Labor was able to successfully castigate the Liberals for making the hard decisions required to fix the lack of infrastructure development after decades of Labor mismanagement.
Fortunately, we should see the cycle of protecting the bad employer and the bad employee end with the modern work choices program.
John Howard's vision of a modern productive world competitive Australia, will become a reality if the market forces apply equally to both employers and employees. In the past unions and the Industrial Relations Commission and big businesses personnal departments, were a self serving partnership that held progress in Australian industrial relations to ransom.
Pre December 2005, Managers and employees had an arbitration system, unions and personnel departments standing between them. Now owners and employees are able to get on with talking directly to each other in a simpler fairer system. The work choices approach empowers every individual in the work place to work out what will work and what will not, without some self serving vested interests groups getting in the way.
The idea that we can build a community based on direct relationships is the driving force of the new Rewards-Club.com. Communities can work together for immense benefit. The benefits include services and products marketed to each other with huge benefits in the form of savings or greater productivity.
