Category Archives: Employment

Money vs Moral Value

Career and employment, Employment, Societal Issues, Values and Principles

Last summer, my colleagues and I were advised to reapply for the very jobs we’ve been doing for more than a decade, only this time with a lower pay and to another company. It raised urgent questions: Should we accept this? Is survival more important than dignity, principle, and justice? What does this say about the society we live in?

What we are witnessing is not new. For years, frontline workers (the ones who do the actual teaching, training, caring, building, and serving) have been squeezed while executives and owners continue to take more. The logic is depressingly consistent: reduce costs at the bottom and maximise gains at the top. However, when the “cost” being cut results to unfair compensation for skilled and experienced educators, the implications run deeper than numbers. It is about respect, sustainability, and the erosion of trust in the very institutions that claim to uphold justice and wellbeing.

It is even more troubling when such practices are reinforced through organisations’ official bidding and tendering processes. By prioritising the lowest price over fair treatment, institutions become complicit in perpetuating inequity. The result is a slow but steady degradation of professions that should be valued and protected, not hollowed out.

The question is: can something be done? Yes, if teachers, organisations, and society refuse to normalise this downward spiral. It is essential to have collective resistance, greater transparency in contracting, and ethical standards that go beyond the bottom line.

If we continue to accept less (less pay, less respect, less principle), we concede to a system that is already tilted against fairness. We – teachers, trainers, and coaches -deserve better, and so does the society that relies on us.

Money: I pay the bills.

Moral Value: Yes, but I make people want to keep you around.

Money: Without me, you can’t survive.

Moral Value: Without me, you can’t justify your existence.

… And the eternal battle continues: One buys the groceries, the other stops me from being reduced to a buy-one-get-one-free coupon or 30-50% discount (to be eaten by tomorrow).

It’s with sadness (and a tiny bit of joy) that I share I’m no longer teaching at the organisation I once called my second home. My husband used to say “You leave home smiling, and you come back smiling even more.” These days, I still smile, mostly because no one asks me to correct homework at 10 PM.

I now have time to blog and comment on posts like it’s my unpaid therapy. If my jokes and puns don’t make you laugh, just know they’re a small act of solidarity with those of us getting absolutely steamrolled by the “money vs. moral value” economy.

On the bright side, my novel, “Whisper of Regrets”, has just been translated into French, “Plus Que Des Regrets”.

On the brighter side, I got this feedback about Where you Are Really From:

“I’m up to chapter 8 of your book. I really am enjoying reading it. A lot of it really is internal thoughts and feelings or experiences I’ve had myself. I spend a lot of time unpacking the feelings, intent, impact and reactions when these things happen even through reflection of things that have happened in the past”.

… “he worries about his English pronunciation and his accent. This made me reflect on your chapter about accents as well”.

“Your chapter about food as well is very relatable. Having experiences as a child when mum would send me to school with chicken and rice and being bullied about it because it wasn’t a peanut butter sandwich. Even as an adult people commenting on ‘smells of food’ in the microwave at work. Most people are curious in a positive way now, but from time to time you still get the odd commentary and people not aware of the impact of their words”.

(The whole article is on www.roladesocietalblog.com)

Shall we carry on with Labour Day?

Employment, Societal Issues, Values and Principles


Today, known as “International Workers’ Day” or May Day”, is dedicated to workers’ achievements; it’s a public holiday in many countries, e.g. Australia and France. In the USA, Labour Day is on the first Monday of September. Demonstrations and campaigns for workers’ rights are part of the celebration.


In the 1980s-90s, in Australia, I participated in the annual Labour Day march in Brisbane. It wasn’t only the time for me to rest from my paid job but to show solidarity and appreciate the significant contributions of workers and the labour movement in improving working conditions. I can’t remember someone questioning me about its relevance or the media’s scrutiny of it being a public holiday. Lately, there have been remarks that it is just another excuse to stay home. How many organisations and individuals use this day to recognise and honour the labour movement’s contributions to securing workers’ rights, fair wages, and safe working conditions?


Have working conditions improved since its birth in 1886? It depends on where you are. Then, there’s the industry. “Technology is moving faster than companies can design and scale up their training programmes”, the World Economic Forum’s Future of Jobs Report (weforum.org) discloses. According to this report, AI is a crucial employment disrupter; other factors include the green transition and geo-economic conditions.


​Generative AI will increase productivity and innovation in high-income countries​. In contrast, developing countries will continue to lag and experience increased unemployment. Demanded know-how will become even more critical​; hence, will there be equitable resourcing for skills development? It’s the old story again—the rich have the means to better themselves. Will Labour Day observances and marches impact the workplace undergoing employment shuffles due to technological changes?


​How attractive and useful are labour​ unions​ in our current digitalised world? Are their tactics and demands ​reasonable and justified? ​If we had to change ​”Labour Day​” to reflect our modern day, what would that be?​ (Labour force includes the employed and unemployed people who are working or willing to work​, while workforce consists of ​individuals who are engaged in some work and excludes those who are eager to work but ​can’t find ​or get work​).


Labour Day is a reminder of the ongoing struggles for social and economic justice — wherever you are and in whatever industry you’re in (high-tech or no tech)!

Quiet quitting and quiet firing aren’t the solutions

Career and employment, Employment, Societal Issues

“I call it a day; see you tomorrow”.
“It’s only 5:30, Paul. Aren’t you waiting for a phone call from Ms Willers”?
“She said at five; it’s 5:30.”
In a soft voice, Rosie asked, “Are you a quiet quitter, Paul”?


Quiet quitting is one of the 2022 buzz phrases that have varied meanings. It can refer to doing what you are only paid for (i.e. what is stated in your job description) and not “going and beyond” in favour of work-life balance. It can include losing motivation due to work dissatisfaction. It can be a minimum performance as there’s no ambition for career advancement. It can be a strategy to get retrenched and be eligible for unemployment benefits. (In France, those who resign can only receive unemployment payments if the official employment committee approves their substantive career change plan).


Quiet quitting has attracted supporters from the proponents of better work-life balance, principally citing the prevention of burnout and mental illness. However, it can have adverse effects. It can cause disengagement and loss of pride in what you do. It can create a negative work atmosphere; imagine having colleagues who work less for the same salary as yours. Then, there’ll be a domino effect – others will practise quiet quitting too. Consequently, there’ll be less productivity, less clientele, less job, more competition, more pressure, and so on. There are occupations, such as in the medical field, when quiet quitting doesn’t work at all.


You can emotionally invest at work without sacrificing your personal life by maintaining healthy boundaries between them. There’s no need for quiet quitting. There must be open communication between company management and employees. Listening to the personnel’s views and opinions, regardless of their position in the organisation, is inclusion and respect, leading to a feeling of belongingness, loyalty, and productivity.


The opposite of quiet quitting is quiet firing. Quiet firing is when a management fashions work conditions that cause an employee to resign. These include non-invitation to staff meetings and functions, deprivation of promotion and salary increase, overloading with urgent work, and non-allocation of tasks. This is a non-confrontational approach to force employees to leave the company without disbursing severance pay. Like quiet quitting, it has its downsides; it builds a toxic work environment.


Our triumph should not be someone’s defeat or misery. However difficult the situation is, the best result is always obtained with the least conflict. Thus, we should go for a “win-win” rather than a “winner takes it all” mentality.


By the way, as promised in my previous blog, here are the things I have already prepared as Christmas presents — books, a hand-written and framed short story, and a photo album. Food hampers and fruit baskets are also on my list.