Features
Saving a Life and the First ‘Peopleisation’
LESSONS FROM MY CAREER: SYNTHESISING MANAGEMENT THEORY WITH PRACTICE – PART 23
I continue to share interesting stories from my stint at the Employees’ Trust Board, where I served as Chairman, and the then-President asked me to undertake some innovative new initiatives rather than just administer the institution.
Improving Staff Health
Many young females in the office were either having babies or were pregnant. They would often take unannounced leave to attend to their children, who were having some issue or other. The sudden absence of staff without notice, particularly at the managerial level, was significantly hampering our operations. I had gained expertise in the science and art of preventing childhood illnesses through my own experience. From the time my son was a baby, we always consulted the well-known paediatrician at the time, Dr (Mrs) Stella De Silva. Many parents dreaded going to her because she would often reprimand them for making mistakes due to ignorance.
We were prepared to be reprimanded because we had complete confidence in her abilities. My wife adopted a wise strategy. Before a consultation with Dr Stella, she would prepare two sets of questions. One list with intelligent questions was to be asked by her, and the other list of questions, which bothered us very much, but perhaps for which answers should have been known by us; the obvious ones, were mine to ask.
I start with the first question from my list, and Dr Stella would give me a good stare and say, “You are a very ignorant man, go and read Dr Spock’s book”. Dr Benjamin Spock, the famous American Paediatrician, was a well-known author of several books on baby and child care. After my first question, it is my wife’s turn with her “intelligent” questions, and Dr Stella would say, “Wonderful question. I wish my medical students asked questions like that”. At the end of the questions, the diagnosis and the prescription, Dr Stella would give me a pitiful look, as if to say, “This intelligent woman has married such an ignorant man”. The result was that I got Dr Spock’s book, and read it from cover to cover, and thus became a master of managing babies and infants.
When I questioned my staff who were having infants, I was horrified to realise how ignorant they were. I immediately arranged lectures at an educational unit of the Department of Health and at a nearby private hospital. The staff really appreciated this initiative and claimed they had gathered a great deal of helpful knowledge. I arranged to repeat these lectures on multiple occasions. Absenteeism reduced. The staff greatly appreciated the programme, and the general health of the infants perhaps improved.
At around the same time, President Premadasa called for a meeting to discuss two strategies. We were emerging from a rebellion where many state assets had been destroyed, and the disruptions and work stoppages were taking a toll on the economy. He instructed us to consider two initiatives: one was to link the economy to all members of the fund, and the other was to improve the nutritional level of female employees. The President had analysed that if member employees or their spouses had a microbusiness, they would not want the economy to be disrupted. Stitching garments for sale or making foodstuffs for the market would add to the family income. These micro-entrepreneurs would never want the economy to be disrupted or face curfew, as their income would be impacted. If the great majority of the population is thus positively linked to the economy, there would likely be a more peaceful environment. This was a sound idea, but we were unable to bring it to fruition before the President’s demise. It required a fool-proof framework where we would serve as a funder for such ventures. The logic was sound, but the implementation was complex.
The Nutrition Programme
The second initiative was the nutrition enhancement programme. We initially examined the problem using the available data. We found that the percentage of low-birth-weight babies in Sri Lanka was the highest in the region. We had several discussions with an eminent panel of nutritionists and spent a whole day preparing a suitable action plan. According to these nutritionists, there is a consensus that micronutrients play a significant role in enhancing nutrition. This was contrary to the older generation of medical practitioners who did not believe in vitamin and mineral supplements. Perhaps they did not notice that, with the newly opened economy, unhealthy, convenient food had become more prevalent.
The panel of nutritionists educated us on many facts that were previously unknown to most laypeople. One notable observation was that the Sri Lankan dietary lifestyle includes a cup of tea after breakfast and also after lunch. The tannin in the tea blocks the absorption of iron. This is especially relevant for female workers. The conclusion was that young married females would need vitamin C to boost iron absorption. Finally, the panel of experts recommended that employers provide a dose of worm treatment first, followed by a daily dose of vitamin C, vitamin A&D, a multivitamin, and an iron supplement for females. This is all I recall. There may have been other vitamins or supplements which I cannot remember now. We actively promoted this initiative among employers, but were unable to evaluate the extent to which it was implemented. The treatment at that time cost only LKR 35 per person per month. I recall one foreign investor telling me that, considering the over a thousand factory workers he had, the total cost for the entire staff for a month for these vitamins would still be less than his monthly drinks bill.
I tried this with a sample of about fifty volunteers at our ETF Board office. We had both males and females in the group. Since I was also concurrently the non-executive Chairman of Dankotuwa Porcelain, I tried it there as well. The mid-programme review revealed that several had given up the programme. You will be surprised at the reason. They complained that they did not experience the usual regular cough and cold, which, in their opinion, was essential to clear their lungs and clear their heads. Such were the primitive beliefs. Some females had given up suspecting that they would gain weight. At the end of the three-month trial, both institutions reported that the workers had experienced less fatigue, fewer illnesses, and increased energy levels, even after a hard day’s work. Some males reported that the females in their office and factory looked prettier after these three months. The trial was deemed successful, but alas, President Premadasa, whose idea it was, was no longer with us to hear the result.
Another concern of President Premadasa was the plight of female workers in the free trade zone, who came from distant villages. They were housed in awful conditions with poor sanitary and bathing facilities. They were also subject to harassment from “predators” . Our initial plan was to build hostels with ETF funds, but the local politicians would have none of it. Their constituents were making a good living by charging rent for substandard accommodations, and they would obviously be financially affected. Finally, we settled on a scheme where we would provide a subsidy for additional rooms, toilets, and new wells. The landlords got a good deal, the workers got better accommodation, and the politicians got their votes. All were happy.
The boarders had demarcated areas for their cooking, but a survey revealed that they had no knowledge of nutrition. We organised several batches at the BOI office, utilising expert resources and educating them on proper nutrition at a lower cost. With all the advanced HR strategies I believe these practical initiatives were very beneficial and generated greater loyalty.
The Clinic that Saved a Life
During my stint at the Ceylon Tyre Corporation, one facility that impressed me was the well-equipped medical centre. First, it was staffed by two doctors on a full-time basis, and thereafter by private practitioners who would come during their lunch break. Every employee had a file containing the complete history of their ailments and all prescriptions that had been dispensed free of charge. I, too, had made use of the facility, as had a large number of employees. A competent staff nurse would also dispense medicines for minor ailments.
At the ETF, I found that many people had minor issues but lacked the desire or time to seek medical advice. I decided to set up a mini clinic in one fully enclosed cubicle. The Occupational Health Division of the Labour Department had a permanent medical officer. He agreed to my request to visit the ETF three days a week during midday and examine those in need of a diagnosis. It had a significant demand on the first day. At the end of the session, the doctor met me in my office and said that there is a young girl who is in the last stages of pregnancy and who needs a blood transfusion without delay. If not, her life would be at risk. This was shocking, and immediately our personnel division sprang into action, taking the necessary steps in the nick of time. Her life was saved. It is one of my most outstanding achievements. Dr De Alwis, whose intervention saved this girl’s life, was very proud of the achievement. This was a boost to the clinic initiative, and we continued it. From the number of people who used this facility, I realised how convenient it is to have such an arrangement in-house. If not, they would have had to take leave to consult a doctor.
The First Peopleisation – United Motors
Under the then government’s programme of privatisation, United Motors was the first to be peopleised. President Premadasa had coined the term “Peopleisation” to make it more acceptable to the population than the term “privatisation”. All employees were to be given free shares, amounting to 10% of the entity’s share capital, based on their years of service. That was another reason for the term “Peopleisation”. United Motors was taken over by the government many years before and was renamed GOBU of United Motors. Several others too were taken over and operated as Government-Owned Business Undertakings. In all these GOBU’s a Competent Authority ran the administration. Some examples are the well-known Colombo Commercial Company and the Buhari Hotel, a restaurant in Maradana that serves biryani. The Government came under ridicule for taking over the inconspicuous Buhari Hotel, and no one could understand which part of the Government’s economic strategy this takeover fitted into. Now the tide had turned and the Government was desirous of exiting from all these commercial ventures.
The ETF Board was asked to participate in the underwriting of the public issue of United Motors shares. It was a difficult task, as our overzealous legal team wanted numerous changes to the underwriting document. The ETF Board had a superb Chief Legal Officer, who left no stone unturned. The other underwriters were quite annoyed, but finally our lady had her way. After some haggling over the underwriting commission and the devolvement fee the “Peopleisation” went through, and the entity became a publicly listed United Motors Lanka Ltd. Today, it is United Motors Lanka PLC and has many good agencies. It was ironic that many years later, I was appointed its chairman.
Capital Reduction of the Dockyard
Another significant milestone for the ETF Board was the capital reduction of Colombo Dry Docks Ltd to enable a foreign investor to come in. The Dry Docks was a massive project. I recall visiting it on a programme organised by the Institution of Engineers during my younger days. It was mooted by Hon. Lalith Athulathmudali when he was the Minister of Ports and Shipping, with a vision of developing the Colombo Port as one of the most sought-after in the region. The original company was Colombo Dockyard Ltd, and a new company, Colombo Drydocks Ltd, was established, with a massive dry dock, with the expectation of public investment to facilitate its listing. The Government had no money for such a significant investment. When the public investment failed to materialise, Government Institutions such as the Ports Authority and the ETF were required to invest. It was a turning point for the Colombo Port, but it gave no return for the investors. It was running at a loss. This investment was a significant percentage of the ETF’s total portfolio at the time. All operations of ship repair and shipbuilding were administered by the Colombo Dockyard. Still, accounting was handled under Colombo Drydocks Ltd. I was on the Board of both companies, as ETF held a significant stake.
The Government looked for an investor, and after a couple of foreign dockyards showed interest, the proposal by Onomichi Dockyard of Japan was accepted. There was a requirement to carry out a capital reduction for state sector shareholders and cancel the Government bonds held by them. The Board of ETF could not agree to the terms because the fund would incur significant losses. However, the Board noted that there was no alternative. I wrote to the Secretary of Ports and Shipping, Mr T.K. Dissanayake, stating that we cannot afford this loss and cannot agree to the terms. Later, I called him and said that, officially, I cannot agree, but I realise that there is no alternative; therefore, please go ahead. The capital reduction was completed with no impact on the private shareholders. I refused to cancel the bond issued to the ETF, and after negotiations with the Ministry of Finance, they agreed to issue a new 30-year bond at 1% interest in its place. Onomichi Dockyard came into Colombo Dry Docks Ltd, the listed company, and later Colombo Dockyard Ltd was liquidated. Since most shipping companies were more familiar with the name Colombo Dockyard, Colombo Drydocks Ltd was later renamed Colombo Dockyard Ltd. This part of history is now forgotten, as I realised during the recent crisis the company went through, and when I explained the history to a young professional.
Appearing Before the Cabinet
Once, while relaxing after dinner, I received a call from the Cabinet Office informing me that I was required to appear at the Cabinet meeting. The caller had no idea what it was about, and that was a problem because how can I be prepared if I have no clue about the matter to be discussed? With no driver available at that time, I had to drive and park myself. I was asked to park near the General Post Office and then come to the old Senate Building, where the meeting was held. When I was called in, I was asked what interest we had paid the previous year and what the EPF had paid. Fortunately, I enjoyed studying numbers, and these were fresh in my mind, so I rattled them off.
ETF returns were less than the EPF returns. The President was very pleased because my response tallied with what he had thought and was contrary to what Hon Lalith Athulathmudali had claimed. I was asked to explain further and had to disclose that some significant investments, such as in Dry Docks, Dockyard, Lanka Cement, and Dankotuwa Porcelain, were not yielding any returns. The lesson here for heads of government institutions is to store essential figures in their memory. I just could not have said that I will give the figures the next day after I got to the office and checked the files. I must disclose here that by the time I left the ETF Board, the portfolio was balanced and yielding a higher return than the EPF.
The next episode will cover my departure from the ETF Board, including my tenure as Chairman.
by Sunil G Wijesinha
(Consultant on Productivity and Japanese Management Techniques
Retired Chairman/Director of several Listed and Unlisted companies.
Awardee of the APO Regional Award for promoting Productivity in the Asia Pacific Region
Recipient of the “Order of the Rising Sun, Gold and Silver Rays” from the Government of Japan.
He can be contacted through email at bizex.seminarsandconsulting@gmail.com)
Features
Regime change and the vacuum:Strategic lessons of Iraq and Libya
by Col. (R) Nalin Herath
There is a question that the international community must periodically ask itself: What happens to a State after its regime has been ousted?
The question is particularly relevant when examining Iraq and Libya. Saddam Hussein and Muammar Gaddafi were authoritarian rulers. Their governments were associated with political repression, human-rights violations and the suppression of political opposition. None of this should be ignored or excused. But recognising the failures of authoritarian rule does not prevent us from asking another, equally important strategic question:
Did the removal of these regimes adequately prepare for what came next?
The experience of Iraq and Libya suggests that removing a ruler is considerably easier than replacing the political, administrative and security architecture around that ruler.
Danger of confusing regime change with State reconstruction
A state is more than its leader. It consists of institutions, security forces, civil servants, courts, political structures, infrastructure, economic systems and, perhaps most importantly, an accepted monopoly over the legitimate use of force. When an authoritarian system has concentrated enormous power around one individual, removing that individual can expose weaknesses that were previously hidden. The strategic mistake is to assume that once the dictator has gone, a democratic and stable state will naturally emerge. History does not support such an assumption. The aftermath of Iraq demonstrates this particularly clearly. Following the 2003 invasion, the Coalition Provisional Authority issued Order No. 2, formally dissolving the Iraqi Ministry of Defence and the Iraqi Army, among other security institutions. A US congressional report later documented the enormous consequences of this decision, including the disappearance of hundreds of thousands of military personnel from the institutional framework of the state. Whatever the intentions behind the decision, the strategic consequence was that an established security structure had to be rebuilt while the country was simultaneously experiencing political upheaval and growing violence. That is a dangerous combination.
Iraq: Removing the structure before building the replacement
Saddam Hussein’s government was unquestionably authoritarian. It also reflected a complicated sectarian and political structure in which members of the Sunni minority occupied disproportionate positions of power despite being a demographic minority. But the question for strategic planners should not simply be whether Saddam deserved to remain in power. The question should have been:
What institutional structure would replace the system once he was removed?
An army can be politically controlled without being politically representative. A bureaucracy can serve an authoritarian government while still providing essential state functions. A security institution can be reformed without necessarily being destroyed. The distinction between reforming institutions and eliminating institutions is therefore critical. The post-2003 experience demonstrated the consequences of institutional disruption. Security vacuums contributed to insurgency and instability, while the process of rebuilding Iraq’s security forces took place amid an increasingly deteriorating security environment. The lesson is not that authoritarian institutions should never be reformed. The lesson is that state capacity should not be casually destroyed without a credible replacement.
Libya: prosperity, authoritarianism and institutional fragility
Libya presents an even more complicated case. Gaddafi’s government was authoritarian and deeply personalised. Political freedom was severely restricted, and the security apparatus was deliberately structured around regime survival. Yet Libya, under Gaddafi, also used substantial oil revenues to fund education, healthcare, infrastructure and social services. World Bank data from around the end of the Gaddafi era show life expectancy reaching approximately 75 years by 2011, skilled attendance at birth at 100 percent and measles immunisation at 98 percent. This does not prove that Gaddafi’s system was politically legitimate. It demonstrates something different: economic and social outcomes can coexist with authoritarian political structures.
The Great Man-Made River illustrates the scale of Libya’s investment ambitions. The World Bank described the project as one of the world’s largest engineering schemes, involving thousands of kilometres of planned pipelines to transport water from deep desert aquifers toward the populated coastal belt. The original project was estimated at approximately US$ 25 billion over several phases. Again, this should not become nostalgia for dictatorship. It should become a lesson in state capacity.
What happened after Gaddafi?
The post-2011 experience is perhaps the clearest illustration of the vacuum problem. Libya did not simply move from dictatorship to a consolidated democratic state. Instead, competing armed groups, political factions and institutions emerged. A UN economic and social affairs analysis concluded that the fall of the Gaddafi regime exposed weak state institutions and that the post-Gaddafi period was characterised by the proliferation of armed militias and institutional fragmentation.
The World Bank has similarly described how the security vacuum allowed armed groups to expand, while attempts to integrate them into the formal security apparatus produced a hybrid system in which state institutions and powerful armed groups operated alongside one another. This is the heart of the lesson. The consequences of regime change were also evident in Libya. The 2012 Benghazi attack, later portrayed in 13 Hours: The Secret Soldiers of Benghazi, illustrated the security vacuum that emerged after Gaddafi’s fall. The collapse of central authority allowed militias and competing armed groups to fill the space left by weakened state institutions. The lesson is clear: removing a regime may achieve military victory, but without a credible plan to rebuild the state, victory can quickly become a security vacuum.
When the state withdraws, something else occupies the space. If the replacement is not a legitimate national institution, the vacuum can be filled by militias, tribes, ideological movements, criminal networks or competing political authorities. The vacuum does not remain empty.
Terrorism question
There is another uncomfortable issue. Authoritarian regimes frequently suppress political and armed movements through coercive security systems. When those systems disappear abruptly, previously contained organisations can find new operating space. This does not mean that dictatorship is an appropriate method of counterterrorism. It means that counterterrorism cannot be separated from State capacity. The international community therefore needs to distinguish between defeating a particular terrorist organisation and maintaining the institutional conditions that prevent multiple armed actors from competing for power. The destruction of one regime does not automatically eliminate the forces that created insecurity. Sometimes it creates an environment in which those forces multiply.
Strategic mistake: winning the war but losing the peace
Military intervention can have a clearly defined operational objective. State reconstruction does not. A military campaign may successfully remove a government in weeks or months. Building legitimate institutions can take decades.This creates a fundamental strategic asymmetry. The shorter the planning horizon for intervention, the greater the danger of a long-term vacuum. The international community therefore needs to think beyond the first question: How do we remove the regime?
It must ask: Who governs the country the next morning? Who controls the borders? Who controls the security forces? Who pays government employees? Who maintains electricity, water and hospitals? Who protects critical infrastructure? Who administers justice? Who prevents armed groups from becoming alternative governments? Who provides political legitimacy? And perhaps most importantly: Who possesses the authority to enforce the decisions of the new state? If there are no convincing answers, regime change is only the beginning of the problem.
The lesson should not be that the United States or its allies should never intervene. Nor should it be that Saddam Hussein or Muammar Gaddafi should be rehabilitated as models of governance. The lesson is more practical. Regime change must never be confused with state-building.
Before dismantling an established political order, external powers need a credible understanding of the institutions that will replace it. Security-sector reform should normally distinguish between individuals who must be removed and institutions that must be preserved. A national army may need reform. A ministry may need restructuring. A security service may need accountability and civilian oversight. But destroying institutional capacity without having an operational replacement can create consequences far beyond the original objective.
Wider geopolitical lesson
The consequences of Iraq and Libya did not remain within their borders. State fragmentation affects neighbouring countries, migration, organised crime, arms trafficking, terrorism, energy markets and regional power competition. In today’s interconnected world, a failed transition in one country can become a security problem for an entire region. That is why intervention planning should include not only military objectives but also political, economic, humanitarian and security-sector objectives. The most important planning document may therefore not be the operational plan for removing the regime. It may be the plan for Day One after the regime has disappeared.
History should not be written as a simple choice between dictatorship and democracy. The real strategic challenge is more complicated. Saddam Hussein and Muammar Gaddafi were dictators. Their governments committed serious abuses, and their populations had legitimate grievances. But the failures of authoritarian rule do not automatically justify the destruction of state institutions without a credible plan for rebuilding them. The experience of Iraq and Libya demonstrates a fundamental principle of international security: A political vacuum is not neutral space. Someone will fill it. If legitimate national institutions cannot fill that space, armed groups, sectarian interests, extremist organisations or foreign-backed factions may do so. The ultimate lesson for the United States, its allies and the wider international community is therefore straightforward:
Removing a regime may win the immediate battle. Building a legitimate, functioning and secure state determines whether the intervention succeeds in the long term. The world should learn to ask not only “How do we remove the dictator?”. It must also ask:
“What happens to the country when he is gone?”
That may be the most important strategic question of all.
(The writer is the Secretary General of the Ceylon Chamber of Shipping, former Director General of the Institute of National Security Studies (INSS), and former Spokesman of the Ministry of Defence. He is also a Non-Resident Fellow at the London Dialogue. His areas of expertise include international relations, geopolitics, maritime affairs, national security, economic policy, and strategic governance. He is a consultant at JITT Group and a member of World Pace Board.).
Features
‘Death at the Sign of the Rook’
Tales of Mystery and Suspense – 23
By Prof. Rajiva Wijesinha
As I have noted with regard to the adventures of John Rebus, I am indebted to Dinali Fernando and her husband Steve for whole hosts of thrillers. The latter strongly recommended Kate Atkinson when I borrowed four books. I wondered about this, for I had not been too impressed with her debut novel, Behind the Scenes at the Museum, which was amongst the entries I had to judge for the Eurasian section of the Commonwealth Writing Prize. Two decades later, I had forgotten what it had been about.
But I am glad Steve persuaded me to read her. Kate Atkinson is distinctively British, and Death at the Sign of the Rook is set in a country house and the surrounding village, and seems a modern descendant of the laidback Agatha Christies I so much enjoy.
There are, however, many differences in that we have a policeman who can go rogue, like Rebus, with again a female sidekick who has a mind of her own, again like Rebus. But Jackson Brodie has retired and set up as a private investigator, while Reggie, a young lady, is still in the police.
There is a lesbian couple living in the converted dairy of the manor house, as has occurred in Agatha Christie too, in A Murder is Announced. But they are peripheral to the story, unlike Ben, the brother of one of them who left the army after losing a leg in Afghanistan. When he turns up at the Manor House to shelter from a snowstorm, along with its chatelaine, Lady Milton, he is asked to answer the door as various characters turn up, including Jackson and Reggie, who then starts fantasising about him.
The others who turn up are two couples, one from America, who have paid for a murder weekend at the hotel. The family is impoverished, and has sold lots of pictures to survive, but most recently a Turner had been stolen, almost certainly by Lady Milton’s housekeeper Sophie, who vanished one night along with the picture. Reggie had been involved in that investigation, but there had been no trace of either picture or young lady.
Jackson Brodie suspects a connection between that theft and the one he has been called in to investigate, which has not been reported to the police. The picture hung opposite the bed of an old woman whose carer vanished after she died, along with it. Her children, adopted twins, have asked Jackson to investigate and also try to trace the carer, though he suspects something strange in that they did not go to the police.
Brodie, in studying the stolen art, is also struck by the disappearance of a Rembrandt from a house in Scotland, along with a member of the cleaning staff. He thinks the three women might be the same one.
But Brodie’s assumption that the three women who vanished when valuable pictures did were identical would not have helped except that Beatrice, as she was also called, kept turning up, including to the funeral home where the old lady’s body was kept. And then that picture turned up, in the village church, and was found by the local vicar, Simon Cate, whose life story is also a prominent feature of the novel. He was an aspiring actor but then smitten by faith, and became a priest, but in time he lost his faith. His wife left him after the death of their son, and he is now in this backwater, where he feels he is of no use to anyone. But he has a great feel for living beings, and his most successful service has been one in which he blessed pets. And he was deeply concerned about the bees that Ben looks after for his sister and her wife.
He too staggers into the manor house in the midst of the storm, in which everyone concerned loses their way comprehensively. But amongst those Ben lets in is a man in a tracksuit with cuts and bruises, who then vanishes after he has been led to a bedroom, when Ben went in search of brandy. We soon work out that it is the escaped murderer about whom Reggie has been alerted.
Simon also turns up, through the back door, carrying the picture and also a gun, for he has found the dead body of one of his parishioners when he went to her house in search of his mobile phone. She had been shot and he had picked up the gun he found there. But he could not tell the police, for though he called he had lost his voice, and for the last few days had communicated only through writing.
This chaotic mix of characters at the manor house is further complicated by the group of players putting on the murder mystery play though some members have either cried off or died before reaching the venue. So, there is much doubling up and confusion over who is an actor and who is not.
The grand now largely empty rooms of the manor house, and its various odd passages and multiple doors, make it a splendid set for the lunacy that runs on and on. Reggie finds herself in a pantry Atkinsonwith a dead body, though this turns out to be the nanny who fell down the stairs and was put there by Lady Milton’s younger son. And there is high drama on the roof when the murderer nearly kills Ben, but he is saved by Reggie, and when he tries to kill Brody with an axe, he is shot by Beatrice, who has been the maid who served at the dinner before the murder mystery play, and explains to Brody how she has managed all her thefts.
And then in the melee, she vanishes on a motorbike, along with the daughter of the old lady’s adopted daughter, the only person who seemed to grieve at the funeral, and to whom the old lady had left her house in a codicil to
her will, which her children have not known about. She leaves the picture to the carer, but it is brought to Simon Cate as he lies in hospital, recovering from a heart attack which adds confusion to the play.
Wonderfully convoluted, but all very clear, despite the headlong pace of the book and its shifts from one scene to another, from one character to another (or rather combinations of them) and from one-time span to another. A writer and a detective well worth looking out for. e more books by her on Dinali’s shelves.
Features
Safety, security and teamwork in aviation
by Capt. (Ret.).G.A. Fernando, MBA
There are three essential components to a commercial airline operation: safety, security and teamwork.
Aviation and teamwork at the ‘sharp’ end of a commercial aircraft, i.e. the flight deck, is unique. Unlike many other teams, it may be quite literally the first and the last time a particular combination of small teams of two, three, or four individual airmen (or women) will fly together. Sometimes even in the same airline that employs them.
Therefore, to make conditions safe and practical, while understanding and trusting tech other, they have to rely on a series of Standard Operating Procedures (SOPs), and ‘Normal’ and ‘Emergency’ checklists for every conceivable situation. That is, to be able to do the right things, and do things right. In fact, there is a saying in aviation to the effect that ‘if you make a mistake in aviation, be original and make a new one’.
To ensure that safety standards are constantly maintained, airline pilots’ proficiency is tested every six months, in simulators, under the supervision of examiners from the civil aviation regulator. In Sri Lanka that organisaton is the Civil Aviation Authority-Sri Lanka (CAASL). Three simulator checks are conducted every 12 months in keeping with the tenet that ‘practice makes perfect’. A pithy adage not confined to the world of aviation warns that ‘prior preparation prevents piss-poor performance’.
The simulator exercises include rejected takeoffs, including in cross-wind situations, landings, engine fires and/or engine failures from a variety of causes, cabin pressurisation failure, precision and non-precision approaches, and landings in bad visibility – amongst other conditions that could be expected in actual flight.
In addition, a flight in a real airplane, on a regular passenger service under the supervision of an examiner from the airline, is undertaken to ensure that the company’s standard practices and procedures are carried out and maintained as prescribed in the airline’s manuals. These publications are in turn approved by the national regulator.
Finally, flight crew members must take a written test annually, on emergency equipment locations and procedures, with 90% as the pass mark.
Since the mid-1980s it has been mandatory for airline pilots to undertake a Crew Resource Management (CRM) programme once every two years. This training essentially emphasises what to do and what not to do to, in a specific emergency situation, or even during normal operations, to make the team cohesive and effective. During the course, the CRM facilitators discuss recent incidents and accidents that have occurred. Results of those events are recorded and could be retrieved, when necessary, by the official aviation bodies.
Not unexpectedly, it is demanding on a pilot to fulfill these requirements on a regular basis throughout his/her career, along with presenting for a bi-annual medical examination, all with the objective of retaining one’s licence to operate an aircraft. It may not be understood, therefore, by persons outside the aviation industry, or even some working in other aspects of an airline organisation, that it is often the passion for flight that keeps many pilots doing what they do to earn a living.
Security
Another important factor is the challenge of maintaining security in all aspects of airline operations, not least in the cockpit. The challenges are many, with new ones surfacing almost every day. It is therefore essential to be always prepared for the activities and ‘methods’ of perpetrators seeking to wreak evil on an aircraft and its occupants. As it is impossible for any airline or national security organisation to cover all aspects, systematic management of risks to effect a safe outcome becomes imperative.
Flydubai Incident
In the recent Flydubai incident of 30 September, 2026, a first officer (co-pilot) attacked the captain of the flight with a crash axe to accomplish his sinister motives, into which investigations are continuing. For the time being, it prompts the questions: should the crash axe be easily accessible to the flight crew? Or even be there at all? I believe it is a case of assessing the greater risk.
With regard to that event, and the circumstances that led to it, other deterrents could have been applied more thoroughly. For example, more thorough screening of pilots’ and other crewpersons’ backgrounds, with emphasis on their mental health, ideological affiliations and previous employment history. Separately, during a time of conflict in the Middle East, should Flydubai have even been operating between Dubai and Tel Aviv? Notwithstanding that cost-cutting and profit maximisation are key aims of any business, an airline’s apparent failure to conduct adequate psychological profiling of flight crew members, while continuing to operate ‘profitable’ routes, regardless of potential danger, can only be regarded and condemned as greed and disregard for human lives.
( Captain. Fernando, RCyAF, SLAF, Air Ceylon, Air Lanka, Singapore Airlines (SIA), SriLankan Airlines, Former Chief Pilot, Air Lanka Boeing 737, Former Deputy Chief Pilot, Lockheed L 1011, Former Crew Resource Management (CRM) Facilitator, SIA, Former Deputy Director (Air Operations) CAASL, Former President, Aircraft Owners and Operators Association Sri Lanka (AOAOASL), President, The Colombo Flying Club, Representative for Aviation, Organisation of Professional Associations (OPA), Hony, and Member Sri Lanka Society of Transport and Logistics.)
-
Features5 days agoThe Sri Lankan who made Scottish history
-
Features7 days agoPreventing grievances from becoming communal
-
Sports5 days agoNissanka absence opens door for Sri Lanka’s young guns
-
News6 days agoGnansara Thera to be assigned to prison printing section: Officials
-
News4 days agoNDB fraud Rs 60mn more than reported
-
News4 days agoRemoving monk’s robes matter for Sangha to decide: Mahanayake Theras
-
Features5 days agoFuture of Sri Lanka’s state university system: Should it be shut down and reopened?
-
News6 days agoOIC of FCID summoned before Maligakanda Magistrate


