Features
“Unorthodox” tactics
CONFESSIONS OF A GLOBAL GYPSY
Dr. Chandana (Chandi) Jayawardena DPhil

President – Chandi J. Associates Inc. Consulting, Canada
Founder & Administrator – Global Hospitality Forum
chandij@sympatico.ca
During my three years as the Director of Food & Beverage at the 500-room five-star hotel – Le Galadari Meridien in Colombo, I boldly tried out some “unorthodox” business tactics. I was learning, experimenting and fine-tuning a few concepts which helped me mid-career, especially after a couple of years when I became an international hotel General Manager. A few of these “unorthodox” methods failed or were rejected as unethical, but most worked well in improving our revenues, profits and team spirit. Here are a few examples:
BANQUET SPY
In late 1980s, seven, international branded hotels in Colombo (Le Meridien, Hilton, InterContinential, Ramada Renaissance, Holiday Inn, Oberoi and Taj) and three other properties with large banqueting facilities (Galle Face Hotel, Mount Lavinia Hotel and BMICH), competed for wedding business. They also competed for social, entertainment and corporate event business. On a normal day these ten properties hosted over 70 events and weddings.
With the opening of the Colombo Hilton in 1988, Le Galadari Meridien’s position as the leader in banquet business in Colombo was challenged. The culture in Colombo was to try the latest five-star hotel for up-market events. A key member of my management team – the Banquet Manager led the operational aspects of that department and sales related to the wedding business. A colleague of mine of the seven-member executive committee of the hotel, the Director of Sales led the hotels’ sales team to increase corporate banquet sales. We worked closely to ensure success, for the mutual benefit of our two divisions.
For success in the wedding business, the key was having the ‘personal touch’ with each wedding irrespective of the size of the reception. To handle four weddings a day was normal for our banquet staff, but it was often the most important day of the life of every bride, as well as for the groom and their families. We had to spend time with them, nurture relationships and look after details with empathy. We were able to achieve that to a great extent.
When it came to corporate events, we increased our attention to detail, public relations and customer service, but that was not enough. I told the key members of the banquet team and the sales team, that we needed to ‘think outside the box’ to continue our success in corporate banquet business. I was looking for new opportunities to do that.
Like all other major competitors in banquet business, Le Galadari Meridien had a large pool of casual banquet waiters, who were scheduled to work on a weekly basis, depending on the bookings. Having worked as a casual banquet waiter in top five five-star hotels in London just four years prior to that time, I appreciated that the training of all casual banquet waiters was essential. The Director of Human Resources, Training Manager, Banquet Manager and I attended the final selection interviews of all casual banquet waiters. After the selection, we trained them well and eventually hired the better ones to the permanent cadre.
One day, at an interview, I was impressed with an applicant for a casual banquet waiter position. This young man had only one-year part-time banqueting experience in a smaller five-star hotel. He was well groomed, spoke good English and did well at the interview. He also told the interview panel that as he was the proud owner of a second-hand motor cycle (which was a luxury for a young Lankan of 20 at then). Therefore, he would be able to come to work quickly from his home even during the hectic rush hour traffic. After hiring him, I noticed that this young man had a photographic memory. I asked him to meet me for a one-on-one meeting in my office.

I always believed in competitive intelligence. I was fascinated when reading a couple of books on how Japanese firms had forward-looking practices and produced knowledge about the competitive environment in order to improve organizational performance. It involves the systematic collection and analysis of information from multiple sources. In competition in any business, war or sport, it is essential to be engaged in competitive intelligence.
As done at Le Meridien, it was the normal practice at that time, for our nine competitors in the banquet business in Colombo, to display a prominent sign board listing details of each banquet event held on that day, in the lobby. The purpose of this sign board was to direct customers to different ballrooms and meeting rooms. That sign board was changed every night with details such as the host, the type of event, venue and time of each banquet booking for the next day.
When the newly recruited, part-time banquet waiter came to my office for our one-on-one meeting, he was nervous. I slowly explained my shrewd plan to him and he understood why I wanted him to visit each of the nine competitors every morning to gather information of all corporate and social events held that day. I arranged his overtime payment for four hours a day for that task, and also reimbursed the cost of gas for his motor cycle. When he returned, he worked serving at banquets for four hours a day. No one else knew about my private deal with him. It was a top-secret mission and he was my “spy”!
He dressed well for this work and spent maximum fifteen at each stop. He followed the same routine per competitor every morning – starting with a quick glance at the banquet sign board. Then he would lock himself in a public toilet in the lobby and record all of the details of each banquet on a small note pad. I cannot mention his name, as today he is a leading hotelier in Sri Lanka.
Around 12 noon every weekday, I would analyse the data collected by him. Through this initiative I had a very good understanding of the previous corporate banquet clients of our hotel now using competitor facilities, as well as new businesses and opportunities. I used this information to suggest to the sales team, whom to target in their sales calls and what to offer to increase our business. It worked well.
INTERNAL SALES
We mastered our external sales well for room and restaurant business, food festivals and stage shows that my team produced. Our promotional mix included regular sales calls, creative media advertisements, direct mail, innovative public relations and special sales promotions. In addition, I commenced focusing on our internal sales promotions by using lobby and elevator posters, food and wine displays as well as different gimmicks.
One day, I decided to introduce a competition to all service staff working in the ten food and beverage outlets at the hotel. The competition was aimed at increasing food sales as well as beverage sales. When I brain stormed with the Maître d’hôtel (restaurant managers), the team members managing the more expensive outlets with higher average checks were happy. A a few others felt that it would not be a fair competition, if I decided on the winners based on total sales volume.
At that point, I explained the criteria for the competition – teams were competing and not individual employees. Also, that the winners would be based on the greatest percentage improvement of average checks over the previous year, and not the total volume of revenue made. All agreed, and the competitive spirit we created exceeded all my targets and expectations.
I arranged for the Food and Beverage Analyst and the Food & Beverage Controller to provide a weekly leader analysis of the competition, during each weekly food and beverage team meetings. With the training department, I arranged special training on ‘up-selling’ food and beverage products. This initiative enhanced not only the revenue and profits, but also the team spirit. That year we increased average checks by 15%!
COMMUNICATION FLOW
Often in large units/hotels with 600/700 or more employees in several divisions and departments, the communication flow tends to slow down and at times, gets ‘lost in translation’. I always felt that once decisions were made by the executive committee and they identified who should be informed, the communication flow must be lightning fast and effective. The divisional heads should develop practical processes to ensure that condensed and interesting versions of the key messaging, flow seamlessly. Everything depended on the accuracy and the speed of information flow.
At Le Meridien the seven members of the executive committee (General Manager, Director of Rooms Division, Director of Food & Beverage, Financial Controller, Director of Human Resources, Director of Sales and Director of Engineering) had their weekly meeting every Tuesday at 4:00 pm. I did not want to send long memos to managers in my team without explaining key decisions made at the executive committee meeting. I wanted to do that face to face and as quickly as possible.
Therefore, I arranged for the weekly Food & Beverage Management meeting to be held every Wednesday morning. I would share all relevant information and decisions from the executive committee meeting, with my management team, promptly. I ensured that the meeting was short and the minutes were distributed, within an hour. By 3:00 pm each Wednesday, all 10 department heads in my division had a short, stand-up briefing with their operational teams. As a result, all 230 staff in my division were aware of key ‘must know’ information of the week within 24 hours.
One day, when the General Manager of the hotel had visited the coffee shop for a cup of coffee around 3:30 pm on a Wednesday, he was amazed how well informed the busboy who cleared his table was. This employee had mentioned that the staff were pleased about a corporate decision taken a day before that.
“How did you do that so fast, Chandi?”, the pleasantly surprised General Manager asked me. “That decision was made in Paris by the Le Meridien President on Tuesday morning, my boss, the VP – Asia sent me a fax about it on Tuesday afternoon from Singapore, and I informed you and the other EXCO members in Colombo about it less than 24 hours ago. Now a busboy in your coffee shop knows about that decision!” he added in a voice that blended happiness with amazement. He was very impressed.
CREATING THE ‘BUZZ’
In any business, a key for success is creating the ‘buzz’ through creative messaging to motivate and empower teams. When relevant people are treated well and communicated with effectively, they get excited about the organization, and they usually talk positively about products, services and people of the organization. That is simply a “win-win” situation.
At Le Meridien we did exactly that well, with our internal customer – the employees. Given the role played by a large number of top western musicians providing live music in three outlets, seven days a week, I treated them as members of our hotel family. As a result, the musicians acted as partners and ambassadors of the hotel among many of their fans. It was a simple formula.
We used the same concept of creating the ‘buzz’ in promoting every food festival, theme night and stage show we organized. Selling and public relations should never be limited to a small sales team, but to all of the staff as well as the associates such as other service providers (sponsors, suppliers and entertainers). As a result, we were always in the limelight and the ‘talk of the town’,
In addition to a host of younger artistes and bands who performed at the night club and the lobby bar at Le Meridien, we decided to do something different at our prime restaurant – La Palme D’or. I contracted a band led by a veteran musician who attracted an elite niche market. That band – Harold Seneviratne Combo was requested to provide music appropriate to a weekly theme night called: ‘Nostalgia ‘60’, which had to be extended by popular demand.

A GRAY LIE
In late 1980, there were no international, fast-food chains operating in Sri Lanka. As a result, some of the five-star hotels included items such as pizzas and hamburgers in the a la carte menus in the coffee shops. These relatively inexpensive dishes attracted attention and popularity, particularly in Colombo. With a view of riding that wave, I planned a month-long hamburger promotion at La Brasserie, hotel’s coffee shop. We wanted a creative advertising campaign.
The new General Manager of the hotel, Paul Finnegan told me, “I hear that our main competitor – Colombo Hilton is planning a similar Hamburger promotion in two months’ time. Can you organize this promotion sooner?” I agreed with him and placed it on a fast track. When he suggested that we should create a story that Le Meridien was planning to break a world record with the number of hamburgers we would serve during the month of April in 1989, I was not keen about lying about a world record.
“Come on, Chandi. It would be fun. Why don’t you use your creative mind to come up with something newsworthy, interesting and gives us a lot of publicity?” Paul motivated me to lie. I knew that ‘Gray lies’ were said to consist of lies that were ambiguous in nature or held the characteristics of a real lie yet, were still viewed as justifiable given the circumstance. With the blessings of my boss who was a chartered accountant, I worked on an interesting and ‘fun’ advertising campaign to promote ten special hamburger dishes created by our Executive Chef, Emile Castillo.
With input from Herman Gunasekera, the Managing Director of Creative Services Limited, who handed all advertisements for Le Galadari Meridien, we created a story line for the campaign. It claimed: “The Guinness Book of World Records lists 50,429 hamburgers sold during the month of July, 1986 at O’Malley’s Downtown Pub in Chicago, as the current world record. La Brasserie Coffee Shop of Le Galadari Meridien Hotel aims to break that world record during the month of April, 1989.”
To break that ‘fake’ world record, we had to serve over 1,681 hamburgers a day, which was an impossible target. However, I arranged a large black board prominently placed at the entrance to La Brasserie with a heading:
‘OUR PERFORMANCE SO FAR TO BREAK A WORLD RECORD IN HAMBURGER SALES…’
We had just three lines on the black board:
=World Record = 50,429 in a month
=Hamburgers served at La Brasserie so far in April =
=Balance number of Hamburgers we need to serve in April to break the world record =
I then gave ‘fake’ daily hamburger sales numbers to Christopher Ramsey, maître d’hôtel of La Brasserie. In an attempt, to sound real, I gave him different ‘fake’ numbers every day. His job was to enter those figures on the black board at the end of each day, irrespective of the actual numbers of hamburgers sold every day. This joke or the gimmick created so much ‘buzz’ and media publicity, we actually sold a large number of hamburgers. Based on the number I provided, we eventually surpassed the world record by a couple of dozens of hamburgers on April 30th. We received unprecedented publicity and we had to extend the hamburger promotion by another month! That was my last food promotion organized in Colombo.
By early May, 1989, I received a telephone call from one of my friends and school mates, Athula Senanayake. He had been promoted as the Food & Beverage Manager of Colombo Hilton, a few months prior to that. “Chandana, congratulations on your latest achievement! However, I am being given a hard time by my GM because of you. In front of all my colleagues, during the morning briefing today, he asked
me when would I be able to break a world record!”, Athula told me in a frustrated voice. To his annoyance, I laughed out loud.
“Machan, don’t worry too much. We never broke a world record. It was all fake! A joke which resulted in lot of publicity.” I told my friend. After a long pause, Athula said angrily, ‘You lying bastard! Your bloody hamburger promotion resulted in a miserable month for me! Shame on you!”
FINAL ‘CONFESSIONS…’ ARTICLE
After one more article on Feb. 26, the concluding article of this
weekly column: ‘Confessions of a Global Gypsy’ will be published on Mar. 5 by the Sunday Island. Thank you for your readership over the last two years.
Features
Educational reforms under the NPP government
When the National People’s Power won elections in 2024, there was much hope that the country’s education sector could be made better. Besides the promise of good governance and system change that the NPP offered, this hope was fuelled in part by the appointment of an academic who was at the forefront of the struggle to strengthen free public education and actively involved in the campaign for 6% of GDP for education, as the Minister of Education.
Reforms in the education sector are underway including, a key encouraging move to mainstream vocational education as part of the school curriculum. There has been a marginal increase in budgetary allocations for education. New infrastructure facilities are to be introduced at some universities. The freeze on recruitment is slowly being lifted. However, there is much to be desired in the government’s performance for the past one year. Basic democratic values like rule of law, transparency and consultation, let alone far-reaching systemic changes, such as allocation of more funds for education, combating the neoliberal push towards privatisation and eradication of resource inequalities within the public university system, are not given due importance in the current approach to educational and institutional reforms. This edition of Kuppi Talk focuses on the general educational reforms and the institutional reforms required in the public university system.
General Educational Reforms
Any reform process – whether it is in education or any other area – needs to be shaped by public opinion. A country’s education sector should take into serious consideration the views of students, parents, teachers, educational administrators, associated unions, and the wider public in formulating the reforms. Especially after Aragalaya/Porattam, the country saw a significant political shift. Disillusionment with the traditional political elite mired in corruption, nepotism, racism and self-serving agendas, brought the NPP to power. In such a context, the expectation that any reforms should connect with the people, especially communities that have been systematically excluded from processes of policymaking and governance, is high.
Sadly, the general educational reforms, which are being implemented this year, emerged without much discussion on what recent political changes meant to the people and the education sector. Many felt that the new government should not have been hasty in introducing these reforms in 2026. The present state of affairs calls for self-introspection. As members affiliated to the National Institute of Education (NIE), we must acknowledge that we should have collectively insisted on more time for consultation, deliberations and review.
The government’s conflicts with the teachers’ unions over the extension of school hours, the History teachers’ opposition to the removal of History from the list of compulsory exam subjects for Grades 10 and 11, the discontent with regard to the increase in the number of subjects (now presented as modules) for Grade 6 classes could have been avoided, had there been adequate time spent on consultations.
Given the opposition to the current set of reforms, the government should keep engaging all concerned actors on changes that could be brought about in the coming years. Instead of adopting an intransigent position or ignoring mistakes made, the government and we, the members affiliated to NIE, need to keep the reform process alive, remain open to critique, and treat the latest policy framework, the exams and evaluation methods, and even the modules, as live documents that can be made better, based on constructive feedback and public opinion.
Philosophy and Content
As Ramya Kumar observed in the last edition of Kuppi Talk, there are many refreshing ideas included in the educational philosophy that appears in the latest version of the policy document on educational reforms. But, sadly, it was not possible for curriculum writers to reflect on how this policy could inform the actual content as many of the modules had been sent for printing even before the policy was released to the public. An extensive public discussion of the proposed educational vision would have helped those involved in designing the curriculum to prioritise subjects and disciplines that need to be given importance in a country that went through a protracted civil war and continue to face deep ethno-religious divisions.
While I appreciate the statement made by the Minister of Education, in Parliament, that the histories of minority communities will be included in the new curriculum, a wider public discussion might have pushed the government and NIE to allocate more time for subjects like the Second National Language and include History or a Social Science subject under the list of compulsory subjects. Now that a detailed policy document is in the public domain, there should be a serious conversation about how best the progressive aspects of its philosophy could be made to inform the actual content of the curriculum, its implementation and pedagogy in the future.
University Reforms
Another reform process where the government seems to be going headfirst is the amendments to the Universities Act. While laws need to be revisited and changes be made where required, the existent law should govern the way things are done until a new law comes into place. Recently, a circular was issued by the University Grants Commission (UGC) to halt the process of appointing Heads of Departments and Deans until the proposed amendments to the University Act come into effect. Such an intervention by the UGC is totalitarian and undermines the academic and institutional culture within the public university system and goes against the principle of rule of law.
There have been longstanding demands with regard to institutional reforms such as a transparent process in appointing council members to the public university system, reforms in the schemes of recruitment and selection processes for Vice Chancellor and academics, and the withdrawal of the circular banning teachers of law from practising, to name a few.
The need for a system where the evaluation of applicants for the post of Vice Chancellor cannot be manipulated by the Council members is strongly felt today, given the way some candidates have reportedly been marked up/down in an unfair manner for subjective criteria (e.g., leadership, integrity) in recent selection processes. Likewise, academic recruitment sometimes penalises scholars with inter-disciplinary backgrounds and compartmentalises knowledge within hermetically sealed boundaries. Rigid disciplinary specificities and ambiguities around terms such as ‘subject’ and ‘field’ in the recruitment scheme have been used to reject applicants with outstanding publications by those within the system who saw them as a threat to their positions. The government should work towards reforms in these areas, too, but through adequate deliberations and dialogue.
From Mindless Efficiency to Patient Deliberations
Given the seeming lack of interest on the part of the government to listen to public opinion, in 2026, academics, trade unions and students should be more active in their struggle for transparency and consultations. This struggle has to happen alongside our ongoing struggles for higher allocations for education, better infrastructure, increased recruitment and better work environment. Part of this struggle involves holding the NPP government, UGC, NIE, our universities and schools accountable.
The new year requires us to think about social justice and accountability in education in new ways, also in the light of the Ditwah catastrophe. The decision to cancel the third-term exams, delegating the authority to decide when to re-open affected schools to local educational bodies and Principals and not change the school hours in view of the difficulties caused by Ditwah are commendable moves. But there is much more that we have to do both in addressing the practical needs of the people affected by Ditwah and understanding the implications of this crisis to our framing of education as social justice.
To what extent is our educational policymaking aware of the special concerns of students, teachers and schools affected by Ditwah and other similar catastrophes? Do the authorities know enough about what these students, teachers and institutions expect via educational and institutional reforms? What steps have we taken to find out their priorities and their understanding of educational reforms at this critical juncture? What steps did we take in the past to consult communities that are prone to climate disasters? We should not shy away from decelerating the reform process, if that is what the present moment of climate crisis exacerbated by historical inequalities of class, gender, ethnicity and region in areas like Malaiyaham requires, especially in a situation where deliberations have been found lacking.
This piece calls for slowing-down as a counter practice, a decelerating move against mindless efficiency and speed demanded by neoliberal donor agencies during reform processes at the risk of public opinion, especially of those on the margins. Such framing can help us see openness, patience, accountability, humility and the will to self-introspect and self-correct as our guides in envisioning and implementing educational reforms in the new year and beyond.
(Mahendran Thiruvarangan is a Senior Lecturer attached to the Department of Linguistics & English at the University of Jaffna)
Kuppi is a politics and pedagogy happening on the margins of the lecture hall that parodies, subverts, and simultaneously reaffirms social hierarchies
by Mahendran Thiruvarangan
Features
Build trust through inclusion and consultation in the New Year
Looking back at the past year, the anxiety among influential sections of the population that the NPP government would destabilise the country has been dispelled. There was concern that the new government with its strong JVP leadership might not be respectful of private property in the Marxist tradition. These fears have not materialised. The government has made a smooth transition, with no upheavals and no breakdown of governance. This continuity deserves recognition. In general, smooth political transitions following decisive electoral change may be identified as early indicators of democratic consolidation rather than disruption.
Democratic legitimacy is strengthened when new governments respect inherited institutions rather than seek to dismantle them wholesale. On this score, the government’s first year has been positive. However, the challenges that the government faces are many. The government’s failure to appoint an Auditor General, coupled with its determination to push through nominees of its own choosing without accommodating objections from the opposition and civil society, reflects a deeper problem. The government’s position is that the Constitutional Council is making biased decisions when it rejects the president’s nominations to the position of Auditor General.
Many if not most of the government’s appointments to high positions of state have been drawn from a narrow base of ruling party members and associates. The government’s core entity, the JVP, has had a traditional voter base of no more than 5 percent. Limiting selection of top officials to its members or associates is a recipe for not getting the best. It leaves out a wide swathe of competent persons which is counterproductive to the national interest. Reliance on a narrow pool of party affiliated individuals for senior state appointments limits access to talent and expertise, though the government may have its own reasons.
The recent furor arising out of the Grade 6 children’s textbook having a weblink to a gay dating site appears to be an act of sabotage. Prime Minister (and Education Minister Harini Amarasuriya) has been unfairly and unreasonably targeted for attack by her political opponents. Governments that professionalise the civil service rather than politicise them have been more successful in sustaining reform in the longer term in keeping with the national interest. In Sri Lanka, officers of the state are not allowed to contest elections while in service (Establishment Code) which indicates that they cannot be linked to any party as they have to serve all.
Skilled Leadership
The government is also being subjected to criticism by the Opposition for promising much in its election manifesto and failing to deliver on those promises. In this regard, the NPP has been no different to the other political parties that contested those elections making extravagant promises. The problem is that the economic collapse of 2022 set the country back several years in terms of income and living standards. The economy regressed to the levels of 2018, which was not due to actions of the NPP. Even the most skilled leadership today cannot simply erase those lost years. The economy rebounded to around five percent growth in the past year, but this recovery now faces new problems following Cyclone Ditwah, which wiped out an estimated ten percent of national income.
In the aftermath of the cyclone, the country’s cause for shame lies with the political parties. Rather than coming together to support relief and recovery, many focused on assigning blame and scoring political points, as in the attacks on the prime minister, undermining public confidence in the state apparatus at a moment when trust was essential. Despite the politically motivated attacks by some, the government needs to stick to the path of inclusiveness in its approach to governance. The sustainability of policy change depends not only on electoral victory but on inclusive processes that are more likely to endure than those imposed by majorities.
Bipartisanship recognises that national rebuilding and reconciliation requires cooperation across political divides. It requires consultation with the opposition and with civil society. Opposition leader Sajith Premadasa has been generally reasonable and constructive in his approach. A broader view of bipartisanship is that it needs to extend beyond the mainstream opposition to include ethnic and religious minorities. The government’s commitment to equal rights and non-discrimination has had a positive impact. Visible racism has declined, and minorities report feeling physically safer than in the past. These gains should not be underestimated. However, deeper threats to ethnic harmony remain.
The government needs to do more to make national reconciliation practical and rooted in change on the ground rather than symbolic. Political power sharing is central to this task. Minority communities, particularly in the north and east, continue to feel excluded from national development. While they welcome visits and dialogue with national leaders, frustration grows when development promises remain confined to foundation stones and ceremonies. The construction of Buddhist temples in areas with no Buddhist population, justified on claims of historical precedent, is perceived as threatening rather than reconciliatory.
Wider Polity
The constitutionally mandated devolution framework provided by the Thirteenth Amendment remains the most viable mechanism for addressing minority grievances within a united country. It was mediated by India as a third party to the agreement. The long delayed provincial council elections need to be held without further postponement. Provincial council elections have not been held for seven years. This prolonged suspension undermines both democratic practice and minority confidence. International experience, whether in India and Switzerland, shows that decentralisation is most effective when regional institutions are electorally accountable and operational rather than dormant.
It is not sufficient to treat individuals as equal citizens in the abstract. Democratic equality also requires recognising communities as collective actors with legitimate interests. Power sharing allows communities to make decisions in areas where they form majorities, reducing alienation and strengthening national cohesion. The government’s first year in office saw it acknowledge many of these problems, but acknowledgment has not yet translated into action. Issues relating to missing persons, prolonged detention, land encroachment and the absence of provincial elections remain unresolved. Even in areas where reform has been attempted, such as the repeal of the Prevention of Terrorism Act, the proposed replacement legislation falls short of international human rights standards.
The New Year must be one in which these foundational issues are addressed decisively. If not, problems will fester, get worse and distract the government from engaging fully in the development process. Devolution through the Thirteenth Amendment and credible reconciliation mechanisms must move from rhetoric to implementation. It is reported that a resolution to appoint a select committee of parliament to look into and report on an electoral system under which the provincial council elections will be held will be taken up this week. Similarly, existing institutions such as the Office of Missing Persons and the Office of Reparations need to be empowered to function effectively, while a truth and reconciliation process must be established that commands public confidence.
Trust in institutions requires respect for constitutional processes, trust in society requires inclusive decision making, and trust across communities requires genuine power sharing and accountability. Economic recovery, disaster reconstruction, institutional integrity and ethnic reconciliation are not separate tasks but interlinked tests of democratic governance. The government needs to move beyond reliance on its core supporters and govern in a manner that draws in the wider polity. Its success here will determine not only the sustainability of its reforms but also the country’s prospects for long term stability and unity.
by Jehan Perera
Features
Not taking responsibility, lack of accountability
While agreeing wholeheartedly with most of the sentiments expressed by Dr Geewananda Gunawardhana in his piece “Pharmaceuticals, deaths, and work ethics” (The Island, 5th January), I must take exception to what he stated regarding corruption: “Enough has been said about corruption, and fortunately, the present government is making an effort to curb it. We must give them some time as only the government has changed, not the people”
With every change of government, we have witnessed the scenario of the incoming government going after the corrupt of the previous, punishing a few politicians in the process. This is nothing new. In fact, some governments have gone after high-ranking public servants, too, punishing them on very flimsy grounds. One of the main reasons, if not the main, of the unexpected massive victory at the polls of this government was the promise of eradication of corruption. Whilst claiming credit for convicting some errant politicians, even for cases that commenced before they came to power, how has the NPP government fared? If one considers corruption to be purely financial, then they have done well, so far. Well, even with previous governments they did not commence plundering the wealth of the nation in the first year!
I would argue that dishonesty, even refusal to take responsibility is corruption. Plucking out of retirement and giving plum jobs to those who canvassed key groups, in my opinion, is even worse corruption than some financial malpractices. There is no need to go into the details of Ranwala affairs as much has been written about but the way the government responded does not reassure anyone expecting and hoping for the NPP government to be corruption free.
One of the first important actions of the government was the election of Ranwala as the speaker. When his claimed doctorate was queried and he stepped down to find the certificate, why didn’t AKD give him a time limit to find it? When he could not substantiate obtaining a PhD, even after a year, why didn’t AKD insist that he resigns the parliamentary seat? Had such actions been taken then the NPP can claim credit that the party does not tolerate dishonesty. What an example are we setting for the youth?
Recent road traffic accident involving Ranwala brough to focus this lapse too, in addition to the laughable way the RTA was handled. The police officers investigating could not breathalyse him as they had run out of ‘balloons’ for the breathalyser! His blood and urine alcohol levels were done only after a safe period had elapsed. Not surprisingly, the results were normal! Honestly, does the government believe that anyone with an iota of intelligence would accept the explanation that these were lapses on the part of the police but not due to political interference?
The release of over 300 ‘red-tagged’ containers continues to remain a mystery. The deputy minister of shipping announced loudly that the ministry would take full responsibility but subsequently it turned out that customs is not under the purview of the ministry of shipping. Report on the affair is yet to see the light of day, the only thing that happened being the senior officer in customs that defended the government’s action being appointed the chief! Are these the actions of a government that came to power on the promise of eradication of corruption?
The new year dawned with another headache for the government that promised ‘system change.’ The most important educational reforms in our political history were those introduced by Dr CWW Kannangara which included free education and the establishment of central schools, etc. He did so after a comprehensive study lasting over six years, but the NPP government has been in a rush! Against the advice of many educationists that reforms should be brought after consultation, the government decided it could rush it on its own. It refuses to take responsibility when things go wrong. Heavens, things have started going wrong even before it started! Grade Six English Language module textbook gives a link to make e-buddies. When I clicked that link what I got was a site that stated: “Buddy, Bad Boys Club, Meet Gay Men for fun”!
Australia has already banned social media to children under 15 years and a recent survey showed that nearly two thirds of parents in the UK also favour such a ban but our minister of education wants children as young as ten years to join social media and have e-buddies!
Coming back to the aforesaid website, instead of an internal investigation to find out what went wrong, the Secretary to the Ministry of Education went to the CID. Of course, who is there in the CID? Shani of Ranjan Ramanayake tape fame! He will surely ‘fix’ someone for ‘sabotaging’ educational reforms! Can we say that the NPP government is less corrupt and any better than its predecessors?
by Dr Upul Wijayawardhana
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