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Away From Home: Survive, Out-wit, Out-play, Out-last
Saturday, October 3, 2009
I have not been writing lately since I came back from my vacation. The atmosphere at the workplace has changed dramatically since I left for my long outstanding break. The name of the “game“ has changed to survival. To out-wit, out-play and out-last are your options to stay “alive”.
Colleagues were sporting a long face, not-in-the-mood attitude and too laid back and unmotivated to their works. Management has been insisting for demobilization of staffs from our project down to a skeleton framework which the Site Management has been opposing that such demobilization is premature as works are still to be completed. However, Site Management was overruled by the Executive Director.
Such demobilization plan has been unhelpful to the progress of the Project, literally and as a consequence. Literally, as the manpower and staff are reduced means lesser resources to complete the outstanding works. And as a consequence, people tend to slow down and drag the work as long as possible. This is due to the fact that there is no clear plan for the staffs if there is new project after our current project is completed. Where will they be transferred, at the least? Or will they be released / terminated.
Worries amongst employees are further fueled by rumors that an engineer was given a 1-month notice after he declined to be transferred to Saudi Arabia without giving him the option if he opted not to be transferred. Administration has discretely asked him if he wanted to move to Saudi Arabia which he said he has no plan. After a week or so, the engineer was surprised that he received a month notice for termination.
To add salt to the bleeding wound, at the end of his notice he is short of a week to have 5 years with the company which will entitle him for a 28 days per year of service as end-of –service-entitlement. He will have to content himself for 21 days per year of service.
Skilled workers has been drastically reduced and transferred to Saudi Arabia. Non-manual staffs were already scheduled for demobilization starting end of this month. Staffs wanted to stay but ironically their “performance” has declined to justify they deserve to be retained in the Project.
This demobilization issue has not spared me to worry about tomorrow. The Project Manager has informed me that my department is due to demobilize by end of October. I managed to justify to the Project Manager for my department to stay up to the last billing of the Project. However, higher management has the last say. Now one of my quantity surveyors is too worried as the demobilization plan has somehow leaked and he is to be demobilized end of October.
I have started to assess what would be my options should this demobilization comes too early.
1. Move to the next project (within Qatar)
2. Look for a new employer in Qatar
3. Deploy to Saudi Arabia
4. Move back to Singapore
Option 1 is bleak as no new project in Qatar is at hand. Our tendering department is chasing against time to secure new project for staffs affected by the impending demobilization.
Option 2 is ruled out. Qatar labor market is base on sponsorship system, your company is your sponsor. You cannot jump to another employer without your company’s consent. Company is unlikely to issue a No Objection Certificate (NOC).
Option 3 is feasible. My only worry is about my religious freedom. Saudi Arabia is known for its strict Islamic policies about other religion specially towards Christianity. Stories had it, exercising your religion in this Islamic country will cause you lashing or worst, beheading.
Option 4 would be the most feasible and safest option on my table. Not to mention my wife’s long pleadings to go back to Singapore. As the famous adage goes, killing 2 birds with one stone. Safe working environment and giving-in to wife’s pleadings.
In the meantime, I will fight for my career survival in this far flung place. I will just perform my duty as what I am contracted to perform and take one battle at a time to survive this war. The rest I leave it to God.
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Colleagues were sporting a long face, not-in-the-mood attitude and too laid back and unmotivated to their works. Management has been insisting for demobilization of staffs from our project down to a skeleton framework which the Site Management has been opposing that such demobilization is premature as works are still to be completed. However, Site Management was overruled by the Executive Director.
Such demobilization plan has been unhelpful to the progress of the Project, literally and as a consequence. Literally, as the manpower and staff are reduced means lesser resources to complete the outstanding works. And as a consequence, people tend to slow down and drag the work as long as possible. This is due to the fact that there is no clear plan for the staffs if there is new project after our current project is completed. Where will they be transferred, at the least? Or will they be released / terminated.
Worries amongst employees are further fueled by rumors that an engineer was given a 1-month notice after he declined to be transferred to Saudi Arabia without giving him the option if he opted not to be transferred. Administration has discretely asked him if he wanted to move to Saudi Arabia which he said he has no plan. After a week or so, the engineer was surprised that he received a month notice for termination.
To add salt to the bleeding wound, at the end of his notice he is short of a week to have 5 years with the company which will entitle him for a 28 days per year of service as end-of –service-entitlement. He will have to content himself for 21 days per year of service.
Skilled workers has been drastically reduced and transferred to Saudi Arabia. Non-manual staffs were already scheduled for demobilization starting end of this month. Staffs wanted to stay but ironically their “performance” has declined to justify they deserve to be retained in the Project.
This demobilization issue has not spared me to worry about tomorrow. The Project Manager has informed me that my department is due to demobilize by end of October. I managed to justify to the Project Manager for my department to stay up to the last billing of the Project. However, higher management has the last say. Now one of my quantity surveyors is too worried as the demobilization plan has somehow leaked and he is to be demobilized end of October.
I have started to assess what would be my options should this demobilization comes too early.
1. Move to the next project (within Qatar)
2. Look for a new employer in Qatar
3. Deploy to Saudi Arabia
4. Move back to Singapore
Option 1 is bleak as no new project in Qatar is at hand. Our tendering department is chasing against time to secure new project for staffs affected by the impending demobilization.
Option 2 is ruled out. Qatar labor market is base on sponsorship system, your company is your sponsor. You cannot jump to another employer without your company’s consent. Company is unlikely to issue a No Objection Certificate (NOC).
Option 3 is feasible. My only worry is about my religious freedom. Saudi Arabia is known for its strict Islamic policies about other religion specially towards Christianity. Stories had it, exercising your religion in this Islamic country will cause you lashing or worst, beheading.
Option 4 would be the most feasible and safest option on my table. Not to mention my wife’s long pleadings to go back to Singapore. As the famous adage goes, killing 2 birds with one stone. Safe working environment and giving-in to wife’s pleadings.
In the meantime, I will fight for my career survival in this far flung place. I will just perform my duty as what I am contracted to perform and take one battle at a time to survive this war. The rest I leave it to God.
