Ho Geok Choo
Singapore
“I thank the Minister of State for the comprehensive response. Just one question: the public had indeed been expressing reservations about eating seafood and I think we are also seeing Singaporeans shunning Japanese restaurants for fear of contaminated seafood. How safe is seafood imported from elsewhere and in Singapore now?”
“Thank you, Senior Minister of State. I have two supplementary questions. First question: short of sounding ageist, would the Ministry consider introducing an age quotient into the qualification criteria of this grant as such a move would encourage young couples to own a home and start a family of their own?”
“Sir, I would like to ask the Minister for his comments on how the political crisis in the Middle East and the nuclear crisis in Japan will have an impact on our energy needs. In view of these developments, what are Singapore's plans to go nuclear and what are our alternative sources of energy?”
“This is an example of mismatch. First, it highlights the need for course counselling for the individual to ensure that the training to be pursued is relevant. Second, it shows that employers in certain sectors are not ready or willing to accept PMETs who have formal management training.”
“Chairman, Singapore serves as a global and regional hub for several international companies. In the borderless global economy, accounting practices are being outsourced.”
“Mr Chairman, Singapore's 1961 Water Agreement with Malaysia expires on 31st August. As the date fast approaches, can the Minister update on Singapore's water situation and plans for self sufficiency? Mr Chairman, I would also like to find out what other plans does the Ministry have to strengthen the habit of saving water.”
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“Sir, I also join my colleagues in advocating for a mindset programme or campaign for employers with regard to employing the senior workforce. The fourth aspect is providing the university graduates a transit in the School of Straight Talk. I would like to urge those graduates who are still unemployed to take an active lifestyle during this time by tapping the services available at self-help groups, CDCs and SPEC. SPEC is termed the `School of Straight Talk' because it runs practical programmes that equip the retrenched participants with realities of a downturn, values and skills and assist them with job placements. Such pre-employment orientation talk in an unemployment situation can be useful. Bottom-line driven organisations are shunning university graduates for diploma holders and ITE graduands because these are supposed to be less demanding. In actual fact, many bottom-line driven organisations are taking this opportunity to recast jobs traditionally held by the `O' and `A' levels holders. Many of these jobs are now redesigned and enlarged for the diploma holders. In my opinion, the potential of the university graduates lies in their ability to contribute at a higher strategic level. There will always be a need in this area. Nonetheless, if university graduates are prepared to start from the lowest end and win over the potential employer with a willing attitude, they can have an advantage in terms of their strategic contribution to the company in the long run. It can be very discouraging to be faced with a bleak job prospect and, at the same time, being told that their failure to find a job is because of their unrealistic expectations. Over FM 93.”
“As a number of my colleagues have said so before, I think the Government would have a better time selling its case if it can back up the assumptions with solid data to show that older workers do not represent value for money, when compared to their younger counterparts. Is there data evidence to show that older workers are less productive and would cost more in terms of the value-add they bring to the job, as compared to younger workers? Are there real, concrete bits of information to conclusively demonstrate that the policy of maintaining the employer's CPF contribution rate at 16% would significantly reduce the overall costs of doing business in Singapore and, therefore, increasing the employability of older workers? The recent experience that this group of people could not gain re-employment after losing their jobs suggests that the problem of employability may have its cause elsewhere. If such is the case, then the policy of not restoring the employer's contribution to 20% for this group of workers would be a double whammy blow for them. I think that it would be much more prudent to educate employers to change their perceptions concerning older workers rather than adopt a measure that may not be very effective to begin with. This is especially so when we think about the difficulties many among this group of workers would face in ensuring that they have sufficient funds for their retirement and not have to depend on the state for their upkeep. While it is laudable to attempt to maintain the employability of this group of workers, it is also important that we keep other objectives in mind before implementing the policy. This is especially so if we wish to ensure that many older workers do not suffer undue hardship in the years to come.”
“The establishment of a national Continuing Education and Training (CET) body and a Centre for Adult Learning (CAL), together with the setting up of portable training accounts for our workforce, will ensure that Singapore has the future workforce that is relevant to the needs of the industry. The ERC recommendations to equip Singaporeans for the future and to help Singaporeans to face up to the challenges are concrete steps to this flexible future. Sir, on restoring CPF for the senior workforce, the Minister for Finance, in his Budget speech, announced that the restoration of the CPF rate to 20% will not take place over the next two years. Instead, the current 16% rate of employer's contribution will be retained over the next two years. The purport of this measure is to ensure that wage costs do not get out of line with the urgent priority of helping Singapore recover from this recession. Since wage costs represent a significant part of total costs in Singapore today, this move is indeed a signal to investors that this Government is serious about tackling the issue of cost competitiveness. However, Sir, there are a number of concerns that I would like to raise with respect to the issue of not restoring the 20% employer contribution rate for those who are 50 and above, even when this recession is well behind us. The main concern behind this policy is that older Singaporeans are able to find jobs in the future. Most of the concerns centre around the observation that employers perceive older workers to be more costly than their younger counterparts, and less productive as well.”
“On national programmes such as these, it is important that the HR fraternity play a key role as well. Sir, it is heartening to note and hear from many quarters, including our highest political leadership, on the importance of human capital. As co-players, the HR fraternity sees itself as a plus component in the tripartite formula. Singapore has been re-making itself in every sphere in the last two years. Why not re-make the Tripartite Body into a Tripartite-Plus that will then see a more visible impact of the professionals in the decision making of the Tripartite Body? I am glad that the HR fraternity in the private sector, represented by the Ministry of Manpower as well and by SHRI, has been actively promoting and showcasing HR excellence and practices through a community of learning and sharing, both locally and overseas. As mentioned, the SBF will be setting up a HR Centre of Excellence to drive HR practices and excellence in the private sector. The HR fraternity sees itself synergising its practical experience and practices with the Centre. I see a twinning of the 38-year-old SHRI with the newborn HR Centre of Excellence of the SBF. Embracing a flexible future is to remain relevant with the skills and knowledge that will empower Singaporeans to stay employable, as well as to assume any form of self-employment activities. This entails every Singaporean to acquire multi-skills and lifelong learning capabilities. This is their only form of safety net to endure uncertainties in the environment.”
“As the Sub-Committee on Enhancing Human Capital has rightly noted, a flexi-work arrangement can only succeed if employers and employees are prepared to adapt to new practices. To ensure that malpractices do not take place, the Ministry of Manpower, together with the unions, employers and professional HR bodies, should put in place broad guidelines for implementation. The Ministry also highlighted the challenges posed as a consequence of `contingency workers'. Non-permanent workers, for example, are not automatically entitled to employee benefits, such as medical and insurance entitlements. One option currently under review is the introduction of medical benefits that are pegged to the number of hours worked in a month. Sir, at this point, I would like to declare that I am a HR practitioner as well as the President of SHRI, and what I am about to speak reflects the views of my profession and Institute. Sir, there are three areas that the HR fraternity would like to offer its services to promote a flexible culture in our industry. They are joint participation with the Tripartite Body, SBF as well as the newly set up CET statutory board and the CAL. The issues arising from implementing flexi collective agreements and work mindset will need to be addressed by the HR experts and practitioners from the HR fraternity. These credible professionals have years of practical experience and insights into issues of organisation and employment. No substitute can just spring out of the blue to resolve these issues. I say this because - although I am the Co-Chairperson of the Sub-Committee on Enhancing Human Capital - I only came to know that SBF and SPRING Singapore are poised to forge HR excellence and competencies when I saw the print in chapters 12 and 13 of the ERC report.”
“This may be a small number compared to many other countries, but it is a 50% jump from the number recorded in 1998. In today's difficult times, a temporary job is always better than no job but, clearly, there are many issues to be considered. For example, companies may have to specially invest in training for their short-term or part-time employees so as to raise their productivity. Furthermore, while employees may be denied a coherent career structure, they are flexible, as they can move on to other companies requiring their services. Companies will be able to stay competitive with a flexible workforce. I urge Singaporeans to adopt a flexible mindset with regard to employment. Many of the jobs that have gone may never come back. Flexibility is a way of widening the potential labour market. In addition to short-term or part-time working, flexible work arrangements come in other forms. They can include job sharing, tele-working or working from home, besides contract work. The Sub-Committee of the ERC on Enhancing Human Capital has, in its recommendations, highlighted the need to grant companies the discretion to implement work schedules that are based on their actual strategic needs. In other words, organisations should be given greater freedom to implement flexible working practices, so as to better optimise their manpower resources. Sir, the success of a flexible future hinges on implementing a framework or guidelines to prevent malpractices, as well as engaging the HR fraternity. There was also a recommendation to review the present employment legislation, which often limits the implementation of flexi work arrangements.”
“Newcomers to the company simply inherit the `grandfather rights.' So what happens is that whilst we weed off employees at one end, the other end continues to grow into the rigidity of the system. Cost, therefore, continues. Singaporeans are facing a very uncertain future, with a number of factors converging at the same time: the worst economic downturn since independence, structural unemployment, highest unemployment rate, poor fertility rates, threats of terrorists acts, and the looming Iraq war. Against this background, Singaporeans need to strengthen their resilience to overcome these challenges. We can do this by adopting a flexi and pro-active mindset. It used to be challenges that we had to contend with. Today, and in the future, we have to face uncertainties. While challenges spur us on with hope, uncertainties underscore an unpredictable future, which can turn hope into despondency. Here, the Government and grassroots leaders must step in to raise the confidence of Singaporeans and encourage them to plough on. The second domain is on flexi mindset. We will begin to see a workforce made up of economic gypsies simply because they have turned itinerant, so as to adjust to an increasingly complex and inconsistent business environment. Singaporeans must recognise that a flexi arrangement is an important source of competitive advantage for companies. Two noteworthy benefits observed by companies with flexi arrangements are enhanced productivity and being nimble in different business environments. In the area of employment relations, we see new trends emerging. Companies are beginning to hire temporary part-time or contract workers. Today, some 37,000 people in Singapore are classified as `temporary or part-time employees'.”
“Why should such collective agreements be signed for a duration of three years? In such volatile times, there may be a need for us to put in place flexi arrangements to review high cost items and irrelevant conditions which are deemed inappropriate in a changed situation. As the Prime Minister has put it, there is no iron rice bowl. Today, it is about disposable styrofoam bowls. In driving productivity and cost competitiveness, early retirement and layoffs are just some of the options open to companies. Very often, the hidden costs come from `grandfather rights' in the form of shift and roster patterns and entrenched compensation and benefits in collective agreements. One may argue, "Well, collective agreements are negotiable documents. Go and bargain for the best deal." But we know that negotiations tidying up wastages arising from fixated items in collective agreements can be protracted. Therefore, a more convenient and expeditious way taken by most companies is to retrench or offer early retirement. It enables companies to turn around bottomline results quickly. In new economy thinking, clean wage ensures cost competitiveness for business and saves jobs. Renewal of collective agreements traditionally cost companies anything from 3-5% increase to the payroll. Moreover, they can tie companies down for a good three years. Perhaps it is time to rethink the structure and purpose of a collective agreement in the new economy, just as the unions themselves have been evolving their role to be more relevant. So, instead of just massive layoffs or early retirement, perhaps we can substitute with smaller-scale layoffs and trim the `grandfather baggage' in the collective agreements. They can achieve similar outcomes. In fact, they can be neater.”
“Sir, social capital is not just focused on how we might increase the wealth of an individual and a country. Social capital is itself a form of wealth. Sure, our social connections can help us in business but feelings of connection and commensurate feelings of safety, comfort and support constitute important qualities of life. As we look for competitive ways to be competitive, the Government must develop this social compact with Singaporeans in the midst of severe cost cutting and job losses due to retrenchment. It is through building up this social capital that we can strengthen every Singaporean's resolve, and collectively forge a better and flexible future. Hence, the social compact of the Singapore Government with its people must strengthen during these times. This brings me to my second point on embracing a flexible future. To embrace a flexible future, Singaporeans have to discard old practices and habits, even practices that might be considered sacred cows. Hence, both employers and employees need to adopt a new mindset and better ways of doing things. This includes flexi work arrangements, overtime payments, flexi compensation and other overtime arrangements. Two main domains of the flexi future that we can consider are the collective agreements and flexi work mindset. On collective agreements, employers and unions may even need to review the terms and conditions in the collective agreements so as to help employers better manage the manpower cost structure, including benefits. For instance, why should some collective agreements have fixed increments and benefits, especially in a volatile situation, where we have to lower costs to safeguard jobs? We may even need to shed `grandfather baggages' in the collective agreements.”
“Here, I join my fellow MPs before me to urge the Government to consider a portion of the CPF account for the purpose of granting loans to those retrenched and who need to tide over their difficulties. Sir, I was saddened by what I saw when I went for my house visit in the evening in Boon Lay. The electricity of two households was cut off. In one household, the children were seen straining their eyes doing their homework in the dim candlelight. In another household, a little girl was reading under the dim light of the corridor. Sir, the retrenched middle-income group has never been included in any form of Government financial assistance. With an increasing cohort of Singaporeans falling into this group, it is timely that we give them more attention. Out of the 18,000 or so retrenched, 7,000 comes from this cohort, and this is no small number. In the words of DPM Lee "we now live in a fundamentally changed world", it is therefore appropriate that Singaporeans should wear a new mindset. Of course, with this come adjustments to realities around us which include lowering our expectations. Singaporeans are a pragmatic lot and I trust that we have the social capital and qualities to will ourselves to do what we need to do to survive. Nonetheless, the Government must realise that there is a social compact with its people. This social compact is to deliver jobs and stability to the people of Singapore who, in return, give the votes to the Government. It is unlike the employment relationship that a corporation has with its employees. That employment relationship is a commercial contract and therefore, an enterprise can within reasonable limits of the contract terminate this commercial contract.”
“On the other hand, if we were to move too slowly, then how can we ensure that the needs of the younger cohort will be fulfilled? Sir, we must not forget that there will always be in our midst those who are not capable of managing transition and also those who need to be given the booster to get themselves going. The spiritual surgery that Singaporeans are going through must be supported by rich social capital where we will have to invest the time and efforts to explain and educate the population on policy and directions taken by the Government. People must feel that there is trust, respect and compassion in the society that they live in. This is where the Government must be at the helm. I have had the opportunity of co-chairing one feedback session on the expectations for Budget 2003 and also speaking to various stakeowners of Singapore. Contrary to the newspaper reporting, I am happy to note that there was concern expressed for the needy poor who include the middle income group whose breadwinners have lost their jobs. Brought up in a culture of loans ranging from loans for homes to cars, to household goods, to credit cards, many have a string of financial commitments. Yes, they can downgrade and sell off even at a loss. The fact remains that they are out of a job and may be so for a long time to come especially for those aged 40 and above. Although there were calls for Government subsidies and grants, these were dignified calls. They were calls for targeted subsidies, grants and loans for a limited period to help the unemployed tide over their difficult time. I call these reasonable calls because we have, in our midst, social capital that has self-regard and empathy. They were not asking for freebies.”
“Mr Speaker, Sir, just like my colleagues and fellow Singaporeans, I am encouraged by the Deputy Prime Minister and Finance Minister, Mr Lee Hsien Loong's bold vision in steering Singaporeans in this dull time into a safer environment. Sir, the title of my speech is `Striking a Balance - Going Forward'. The Budget has many practical aspects to strengthen our Singaporeans' resolve. I shall be focusing on four aspects. They are strengthening the social compact, embracing a flexible future, restoring CPF for the senior workforce and university graduates in the School of Straight Talk. First, on strengthening the social compact. The crux of Budget 2003 is about remaking the individual spirit and soul of Singaporeans as we embark on a future of uncertainties. Ever true to its political philosophy of "a government of the people, for the people, by the people," Budget 2003 promises a place for every Singaporean who makes the effort in the new Singapore economy through the focused assistance of the Government and the support of the unions and employers. Focused assistance and support do not equate with freebies and Singaporeans must begin to take the incremental steps to self-reliance. Logic dictates that priorities must first go into strengthening the fundamentals and infrastructure for the New Economy. The big challenge ahead is how fast is the Government able to implement the many recommendations of the ERC which are supposed to revitalise the economy. Questions ahead of us include: are Singaporeans ready for the wheel of change? In doing so, how can the Government strike a balance to ensure that we do not leave behind those older ones who are unable to catch up?”
“We should no longer be moaning over whose responsibility it is to drive the unity of Singaporeans, but rather as Singaporeans, how and what should we do to ensure the strengthening of our social fabric. Now that we have boldly and clearly clarified that Malay/Muslims are not marginalised, we must make every effort to erase such notions and talks. Efforts must come from both Muslims and non-Muslims. We could learn from the constant mutual assurances between the Muslims and non-Muslims in the UK. We should also heed the words of US President George Bush, "Islam is a religion we accept, but not Al-Qaeda". And, Sir, similarly, we should also heed these words. If an individual is not promoted to a higher position, or selected for a post, it is because he did not meet the criteria needed for the post, and not because of race. On this note, I support the motion.”
“Sir, in connection with promoting inter-racial harmony at the workplace, I would like to propose for a series of awareness programmes on how to deal with the sensitivities of the multi-racial workforce at the workplace. In fact, to begin with, I am proposing to incorporate a Certificate and Diploma module on inter-racial relationship in Human Resource and Industrial Relations programmes so that people-managers, union leaders and, subsequently, the workforce, will acquire the necessary knowledge and skills to deal with one another more sensitively. Further, in order to make these programmes accessible, I hope that the Skills Development Fund (SDF) would consider giving these programmes the necessary funding so that companies will be more ready to send their employees. More importantly, we want to bring home the point that 9/11 and the subsequent arrests of the JI members have certainly changed our modus operandi at work. And multi-racial relationship management must become the core curriculum at the workplace. Besides the workplace, we should also look at the schools, JCs and tertiary institutions. The terrorist issue and threat of the JI are here to stay. The 3Gs will be living with this threat and all the related sensitivities. This is a special group that we must garner to understand and appreciate what the JI and terrorist threats are all about. I would urge for schools to initiate discussion on the White Paper. It needs special study in the GP curriculum. With a good appreciation of the complexities of the matter, our 3Gs would be better prepared to deal with the issues that threaten us. Finally, going forward.”
“In response, my colleague advised that the job could not accommodate a long break of three hours and that it would be good for her son to rethink about the job. Sir, we have to acknowledge that the workplace is common ground for all. It is sometimes difficult for employers to draw a line between accommodating employees' requirements and getting the job done. This is not about marginalising the minority race, but the need to preserve common identity in a common place. Sir, it is important for the community at large to know that selection and promotion are guided by criteria, and if applicants do not qualify, it is because they have not met with the criteria and not because of racial discrimination. Like my colleagues before me, I would like to comment on my hon. colleague, Mr Shanmugam's statement about "a small measure of affirmative action" to enable more Malays to occupy important posts. I am happy to note that, in this instance, our system has been doing that for the latter, starting from the highest office in Singapore. We had a Malay President in Yusof Ishak. There are also other top positions in both the private and Government sectors held by Malays. In support of Dr Tan Cheng Bock's rejection of the suggestion of marginalisation of Muslims, I would like to point out here that everything else being equal, it is important that, in the final analysis, when picking a candidate for a position, it goes beyond considerations of meritocracy. In reality, factors that align the affinity of the candidate to the job and the people around are just as important.”
“We need to remind employers to be more open and transparent in their selection and hiring practices. Next, I would like to touch on managing inter-racial harmony at the workplace and creating more awareness in the institutions of learning on the White Paper. Sir, the White Paper is silent on how relationship at the workplace ought to be managed. Whilst I understand that employers and union leaders are being briefed on the White Paper, I am concerned that the operational people-managers and informal leaders at the workplace to-date have not received proper guidance on how to deal with sensitivities concerning our multi-racial workforce. The casual approach towards the terrorist threat adopted at work so far has resulted in many at the workplace taking the situation lightly. This is clearly demonstrated by the few reported incidents of bomb hoax at workplace. Another disturbing observation is that some individuals at the workplace are taking political advantage of the situation for their short-term agenda. We are hearing more allegations of racial discrimination in recruitment and promotion exercises. This gets picked up and, rightly or wrongly, the sympathies go to the aggrieved party. Sir, here is where we want both employers and union leaders to play their part to remind informal leaders at workplace to be quick to dispel such allusions. Sir, I speak this from a personal experience. Not too long ago, a colleague at work informed me of an incident with the mother of a young Muslim recruit for the job of an apprentice. She came to the workplace to sign the Training bond as a guarantor for her son. She informed the executive attending to her, that her son would not be able to perform work every Friday from 12 noon to 3 pm because of prayers.”
“For example, we should not see it as wrong if a Muslim woman does not shake hands with her male colleague. She is behaving in a proper manner as prescribed by her faith. We should not be suspicious but be respectful of that. In fact, I was told that conservative Indian ladies too do not shake hands with men. We should take heart that we are far-removed from really knowing the practices of other races and religions. Nonetheless, we must have a ready mindset to embrace and learn from the experiences of others. For example, the Sikh communities in the US had stepped forward to talk about their faith in the light of racial attacks after 9/11. All Singaporeans could similarly do more of this. This bottom-up approach is the responsibility at the individual level and must be the way to move forward, complementing the top-down approach as seen in the setting-up of IRCCs. Sir, many Singaporeans, including Members of this Chamber, feel that the way to move ahead is not to have more control and legislation, but to prevent economic and social disenfranchisement among some minorities, which might give rise to more would-be terrorists. I was told that many Malay taxi drivers have been relating the sad fate of fellow Muslims finding a job, due to racial discrimination. On this, I would like to share that statistics from the Ministry of Manpower showed a "more or less" equal distribution of the unemployed among the Malays, Chinese and Indians. Very often, it is a question of competencies, not race, that mattered in job selection. However, we have to note that the perception of disenfranchisement, which might be contrary to reality, takes on a dose of reality itself when it is repeated enough. And there will always be people who wish to exploit this gap between perception and reality.”
“I am encouraged by the sharing of one Malay professional lady, in one recent feedback session, and she spoke openly about her feelings and asked: what is it that the non-Muslims would like her to clarify for them? She explained the values and virtues of the Muslim faith and dispelled the notions that all clad-up Muslims are suspects. She commented that the increased religiosity among Singaporean Muslims is not an attempt at isolation. In fact, it is about being a better Muslim and that meant being a better person and, in turn, a better citizen. She also spoke of being more warmly treated as a Singaporean while in Laos than when she is in Singapore. To quote her, "Here, I am seen as a Malay Muslim girl first, and Singaporean as secondary". My initial response to her observation was that all visitors always feel like kings and queens because of the special efforts that the host would accord to them. We know that familiarity breeds contempt, and once you are used to one another, you do away with formalities and niceties. Reflecting on her comment further, I asked myself if there is a need to revisit our often take-for-granted attitude. When there is a patch in a relationship to be mended, it is good to be aware of the need to re-establish these formalities and niceties, as such efforts reassure the desire to want to work out positive outcomes. So, perhaps, social groupings should begin some refresher programmes on inter-relationship skills. Perhaps the grassroots organisations should start a Conversation series in small groupings of not more than 30, to encourage more sharing among the multi-racial groupings. We should also dispel suspicion and avoid criticism when we observe differences in practices.”
“It is important to reinforce the point raised in the White Paper - that the two groups arrested represent only a small, isolated group of the larger Muslim population. Their "sins" against fellow Singaporeans have no bearing on the other Muslims. Sir, I condemn the terrorist activities as "sins" because they were meant to be senselessly and viciously directed at the innocent and peace-loving Singaporeans. Whilst we had witnessed the joyous outbursts of some individual Muslims on the 9/11 incident, in the case of the JI arrests, the JI activities had elicited a different response from the Muslim community. The Muslim community has openly condemned the JI agenda. Such a stand taken by the Muslim community has given much reassurance to the other racial groups of the allegiance of our Muslim brothers and sisters to Singapore as a nation and fellow Singaporeans. The Muslim community as a whole will have to move forward to play the red alert and trigger the signal whenever they come across any deviant character. As a community, the Muslims must inculcate the resilience to bring to task the deviant Muslims. Sir, we know that this microscopic scrutiny of the extremists is causing awkwardness and uneasiness among the Muslims. Efforts have been made to showcase inter-racial and inter-religious harmony. I was told that for many on the ground, they all seem over-zealous and artificial. Scratch the surface layer a bit deeper and we will find tension. The way to dissipate such emotions is to encourage more dialogues and sharing among the different racial and religious groups.”
“I think the actions of Bambang, a Balinese of Indian descent and who is also a Hindu married to a Muslim, is a fine example for non-Muslim Singaporeans. In an era where nothing is certain, we need to be ready and have a prepared mindset for the worst so that when the worst does occur, we know what to do. Foremost in the minds of many Singaporeans is the question: why is it that it has taken the Government so long to present the facts to the public? And, more importantly, why was there no earlier detection and action taken to nip the problem in the bud at the earliest sign of suspicion? Were we not playing with fire when we did nothing to put off the sparks when they were first detected? Have we given a fair trial? Sir, here, it is necessary to explain and reinforce to the public that we could not apply the same criminal proceedings to solve the terrorism issue; otherwise, we would never be able to comb through the whole JI network in Singapore and disbanded two cells. The action taken in the ultimate has to be swift, ie, detention without trial to terminate mischief; as otherwise, we could not have broken these terrorists up before they let off the truck bombs. We have to understand that Singapore is a high value target despite all measures taken. Third, I would like to touch on the way forward for us. Whilst the JI network in Singapore may seemingly be disrupted by the arrests of the JI terrorists and may not pose an imminent threat, a larger looming concern is that the insidious terrorist activities can actually undermine the inter-ethnic peace and harmony that Singaporeans have built up over the years.”
“Psychology of the human mind is such that when one knows little, one fears a lot; and that can be overcome through knowledge. The truth of the matter is that both Muslims and non-Muslims are living in fear and suspicion of one another. The Muslim fraternity feels that they are under scrutiny, that they are being blocked out of many opportunities in getting a job, or a promotion. On the other hand, the non-Muslims who have been constantly reminded to be more sensitive of their Muslim friends, feel that they have already accommodated much and that it is time for the Muslims to reciprocate. It is timely that we commence a series of PR campaigns to inform, create awareness and educate the public on how to deal with crisis, tense relationship and forge common goals and identity. The very nature of the JI terrorists is to break society. In response, all Singaporeans need to be closer and stronger as fellow brothers and sisters. This social unity is vital. Although we can have all the legislation and security measures in place, cohesion and unity cannot be guaranteed. All it takes is a small incident and another similar strife at Ayodhya, India, where Hindus and Muslims were formerly living peacefully together, could erupt in Singapore. Second, I would like to touch on the need to be prepared and be vigilant at all times. The globalisation of terrorist activities meant that Singapore is exposed to a number of terrorist groups like the JI, Red Army and Tamil Tigers. Singaporeans must be aware that there are many, among us, who can be exploited by such groups. We need to know who is who in the list as the numbers grow so that we can be vigilant. Not too long ago, Business Times carried an article on the courageous Balinese reaction to the bomb blasts.”
“We have to be aware of the threat terrorism poses, the need to be vigilant and how as a people we must work through our differences to foster closer ties so as to prevent any cleavage in our social fabric caused by those with ulterior motives. First, I would like to touch on the threat of terrorism and JI. Sir, terrorism has reared its ugly head in Southeast Asia and Singapore has not been spared as two groups of JI terrorists were arrested and detained. As recounted by some MPs before, these groups had plotted to bomb not only US interests in Singapore but also strategic local sites in a bid to foment discord between Singapore and Malaysia. When the JI activities were first made known in December 2001, Singaporeans had a rude awakening. The manifestations of their terror activities and the discovery that these cells exist in our midst sent a chill down the spines of many Singaporeans. Suddenly our stable business environment and lucrative tourist industry are affected. The obvious concern is the fear of a bomb explosion that could destabilise our infrastructure, and the terrorists would have achieved its goal of creating chaos and animosity in yet another icon of the world. This fear continues to haunt many Singaporeans, as witnessed by their public expressions that they avoid individuals draped entirely in robes and with slits for the eyes. Also, places frequented by Caucasians, such as Holland Village and Boat Quay, are pegged danger areas by these fearful Singaporeans. Such emotions in Singaporeans will impact the social interaction amongst the different racial groups. Singaporeans need to be educated more on Islam and the practices of the Muslims.”
“Sir, in the last two days, several MPs and the Minister for Home Affairs have spoken of the need to break the silence on the JI and the threat of terrorism. The fervent encouragement to draw out both Muslims and non-Muslims to engage in open dialogues to discuss their fears, suspicions and aspirations is a necessary phase in the healing process. As a diverse people, our multi-racial society can only progress to the next phase, if we can bring down walls and dare to bare our all to one another. The public denouncement of the sins of the arrested JI members and the united stand taken by the Muslim community and our Muslim political leadership in condemning the terrorist activities are reassuring to the non-Muslims. Sir, as a multi-racial society, we have thrived on diversity and learned to create unity in diversity through mutual respect, tolerance and trust. Such evergreen and enduring values have guided the different racial groups through many crises and for as long as they are preserved as our living code, I believe they will continue to guide us. Even in Indonesia, we saw the constant denial that the island states have terrorists in their midst, right up to the Bali bombings. During the regime of Suharto, although more stringent measures were taken against Islamic extremists, there was also a lid put to avoid mentioning names. With the timely release of the White Paper, three daunting questions before us are: would democratic political decisions be sufficient to stamp out such clandestine terrorist activities? Should we go for military response and how will the social fabric be affected? To answer these questions, we have to be clear that the war against the terrorists and JI is a war fought by all Singaporeans.”
“It is also understood that Yogjakarta is known to be a nest for fundamental Islam in this part of the world. In view of its intention to establish direct trade links via Singapore, how would this impact our security and competition in Singapore?”
“Sir, it was reported in the newspapers on 9th December that Yogjakarta intends to establish some direct trade routes with the region. Because of its landlocked nature in the past, it had always been operating through Bali, Jakarta and Medan. One of the options is to establish direct trade routes with Singapore. In view of this, what is Singapore's position with regard to this intention on the part of Yogjakarta?”
“I just wonder how does the principal of the school that has expelled the student convince the principal of another school who may be prepared to actually admit the student. From what I understand, sometimes the students do seek reference from the principal of the school that expelled the students. So are there any guidelines which MOE provides to the principals of schools that there should be some objectivity to be observed in the event that a decision has to be taken in considering the readmission of the expelled student?”
“Yes, Sir. ELDERSHIELD SCHEME (Survey on reasons for opting-out) 12. Mr Gan Kim Yong asked the Minister for Health whether his Ministry will (i) consider conducting a survey to determine the reasons for Singaporeans opting out of the ElderShield Scheme; and (ii) undertake a review of the scheme following the survey.”
“Sir, I would like to ask a question, but it is not related to this question. It is regarding HDB's policy for upgraders.”
“This is only a small fraction compared to the 39,000 resale transactions that were processed in the year. Property prices go through cycles. After two years of decline in 2000 and 2001, HDB resale prices remained relatively stable last year. As the economy recovers, property prices will also recover and the problem of negative equity will be minimised, if not fully resolved.”
“Although the prices of HDB resale flats have fallen by about 29% from their peak in 1996, the decline is not as much as that for private property prices, which have fallen 37% from their peak. There are several reasons for this. Firstly, HDB calibrates its building programme to match the overall demand for HDB flats. When the take-up of new flats under the Registration for Flat System (RFS) was affected by the economic slowdown in the last few years, HDB cut back sharply on the construction of new HDB flats from 1998 onwards. This helped to minimise the build-up of unsold stocks, although it was still substantial due to the time lag between tender and completion of building contracts. To reduce the unsold stock, HDB has focused on selling flats through several Walk-in Selection exercises. HDB's efforts have been quite successful, and we expect to be able to substantially clear the surplus stock within the next two years. Secondly, HDB is mindful of the impact that new flat prices may have on the resale market. In pricing new flats, affordability is the primary consideration. But, HDB also takes into consideration the prices of comparable resale flats, and the adjustments to the prices of new flats are done more gradually, so as to minimise price fluctuations and any knock-on effect on the resale market. HDB has in place several financial assistance schemes to assist existing mortgagors who encounter financial difficulties in servicing their mortgage instalments. Through these measures, HDB homeowners with negative equity at the moment are under less pressure to sell their flats. In 2002, less than 100 HDB resale flat lessees sold their flat at a price lower than their outstanding mortgage loan.”
“So do not disdain the high value-added investments because each such tip brings along with it a whole pyramid of employment opportunities. If we target lower peaks, those lower peaks will be very quickly swept away by more competitive market conditions in China, India and elsewhere. So our strategy is to go for the areas in which we have a competitive and an enduring advantage and trusting that in the process, other opportunities will be created. If the big investments are in, there will be a lot of feeding for SMEs. But it is not automatic. We have got to readjust ourselves to meet these new requirements, and not expect that the opportunities that we had in the past must necessarily obtain in the future when the economy turns up again. In fact, we can be quite sure that the needs in the future are different and that many adjustments will have to be made. HDB RESALE FLATS (Reasons for devaluation) 10. Dr Wang Kai Yuen asked the Minister for National Development (a) what are the reasons that caused the significant devaluation of the Housing and Development Board (HDB) resale flats in recent years; (b) what measures his Ministry could have taken to prevent this collapse; and (c) what measures will the Government take to ameliorate the negative equity suffered by these HDB flat owners. The Minister for National Development (Mr Mah Bow Tan): Mr Speaker, Sir, Singapore's economy has been going through a difficult period following the Asian financial crisis in 1997. This has affected almost all sectors of our economy and the property market, which includes both private residential properties and HDB flats, has not been spared.”
“Sir, I would like to ask the Minister, as for the new jobs that are created and brought in by the new investments, I notice that they are mostly in the high-end types - the biotech, the life sciences. We still have a group of people who no matter how we train them, they are not going to fit into these jobs. So what jobs are there left for this group of people? BG George Yong-Boon Yeo: Mr Speaker, Sir, we give a lot of emphasis to high value-added investments because these have got the most direct and indirect spin-offs for the Singapore economy. When we build a new pharmaceutical plant or a new cracker, hundreds of millions of dollars of investments, but each only hiring maybe a few hundred direct workers. So it appears as if we are not generating the jobs. But, in fact, for each of these investments, a lot of other jobs are being created around them. Take, for instance, each wafer fab requires not only PhDs, engineers and polytechnic graduates, but easily 40%-60% are less skilled workers who must still move things around, keep the place clean, do the maintenance, do the gardening. Then there are the suppliers, there are canteen operators, there are transport workers who help them; then in the financial district are those who do the legal documents, provide the loans. The most vivid illustration is Jurong Island. After September 11, we tightened up security on Jurong Island and issued smart cards to those who need to enter the island regularly. Initially, JTC expected 10,000 cards should be more than enough because there were fewer than 10,000 workers. In the end, we had to issue 100,000 smart cards because there are so many people living off Jurong Island.”
“Mr Speaker, Sir, this has reference to my question regarding the mindset of potential employers, especially with regard to retrenched employees who are above 45 years of age. I notice from the handout that quite a big number of job vacancies exist in the public sector, and these jobs are actually in the general administration area. I am just wondering whether the public sector sets the example of encouraging potential employers to look at the above-45 more favourably by starting to actually open up these jobs to those 45 years of age who have been retrenched from the private sector.”
“Mr Speaker, Sir, first I would like to congratulate Deputy Prime Minister Lee for having taken this approach. In fact, there was some betting going on that, knowing the character of the Government, it would be quite out of question for the Government to actually consider any relent of the decision already taken. But the very fact that this phase-in had come in, I think that for some people who have gone on to this bet, some are going to win and some are going to lose. The phase-in only demonstrates that we are really remaking Singapore and that we are mindful that the audience is a very different audience, and the Government is actually putting the ears to the ground to really respond to the needs and calls of the people. Having said that, I am very happy to note that the full package of the enhancement will be implemented with effect from 2003. But if the economy does not turn around for the better, say, in 2004 and the other 1% has to be phased in, and there are cries for another enhancement package to offset the additional increase of 1%, would the Government consider the request?”
“What we should be looking at is a broader definition of learning - one that is process orientated, integrated, holistic and ongoing for all. And that also takes into account the wider environment, as well as the learner's personality traits. I believe that the recommendations of the Review Committee would ultimately drive towards these objectives. I urge the Ministry or the Committee to be responsive to suggestions for improvements made and to initiate a whole new discussion on the implementation follow up. On this note, I would like to support the motion.”
“It does impart a scoring mentality. This happens because we have yet to be able to deliver a system, which would motivate students to pursue purely for the love of it. I am not advocating for a materialistic approach but being practical about things, in my opinion, the idealistic philosophy of "I do it for the love of it" has got to be cultivated. It takes time to do that, and in the interest of time, let us begin by buying in as many as possible, with an approach that can win big scores among Singaporeans. Once we have achieved a culture for the non-academic pursuits, we can then throw away measurement. In fact, co-curricular activities of a person are given high weightings by multinationals corporations such as Shell, Exxon-Mobil and Mars Chocolates. They have a value-add contribution in determining the holistic individual. In conclusion, I ask what should any system of education set out to achieve? According to a recent study conducted by Towers Perrin, the attributes most sought after today include creativity, the ability to learn, versatility, awareness of the business environment and the ability to think beyond functional and cultural boundaries. These attributes encompass a combination of knowledge, skills and mindsets or attitude. In a sense this model, attitude, skills and knowledge, the ASK model, gives us something to start with but we need to think carefully about how we go about to achieve this. The underlying philosophy of any competence-based initiative is based on the perceived need to help individuals respond to an environment, which is becoming increasingly diverse and unpredictable. The revised JC and upper secondary course syllabus should incorporate a competence approach to development and learning to learn for all and not just the top 25%.”
“This is fine provided that there is a campaign to create understanding and awareness amongst our teachers, parents and students, that though not as measurable as the academic pursuits, the non-academic pursuits will be recorded as track record and experience. Due recognition for such pursuits should include appropriate and meaningful proportionate weightage in the admission into university programmes as well as for appointments in their careers. It is necessary to establish a quantitative measure of non-academic or co-curricular work in order to incentivise pursuit of such activities. In the US, the top universities like Yale, Harvard and the other Ivy League universities place great emphasis on students' co-curricular activities in their admission criteria. Of course, the applicant has to fulfil the basic requirements but it is common knowledge that the student's non-academic activities have important weightage. In our case, the university admission criterion states a bonus 5% on CCA, which for all the big bang on promoting non-academic pursuits as in the recommendations, would be insignificantly effective. Together with project work which encompasses a big chunk of EQ quality and integrating skills, would MOE consider increasing this aspect of learning and development, ie, CCA and project work to 15% of the university admission criterion? This is approximately equivalent to the credits earned in one subject. Since much time is spent on such pursuits, we ought to give some credit here and not because many Singaporean students adopt the attitude of "if you give me points then I'll do it". Yet we know that in truth, there may be little sport done by these students for pure enjoyment. CCA is not imparting mental strength in many of our students.”
“Therefore, arrangement should be made to encourage employers, as good corporate citizens, to help nurture the future manpower of Singapore by being more forthcoming in their internship programme. However, experience has shown that if there is no proper monitoring of this type of programme, very often these interns end up as mere hands and legs in organisations. This is really a waste because it would not provide these students with the necessary learning that they are looking for. In this instance, it would be good for MOE to think in terms of how they can work out a suitable programme with employers to enhance some of these internship programmes for project work. The fourth issue I would like to raise is that the Review Committee's proposal is not clear as to what percentage of the learning will be on nurturing the student in the EQ and character development aspects. In the area of EQ, besides the innate characteristic of an individual, I believe a certain amount of nurturing and exposure can actually create awareness in an individual to realise and understand the importance of developing strengths in this area. This proposal has recommended that one way to do it is to allow the nurturing of these characteristics to reside in the non-academic area. It would appear to me that a paradoxical situation could arise for a young teenager in the JC because he would be torn between focusing his energy in the academic pursuits rather than striking a balance simply because the non-academic pursuits may not be given equal weightage in terms of measurement.”
“We may lament that the issue really is that we can have such a scheme but there would be no takers. Well, I reckon that in this aspect, we need to champion for the fruition of such a scheme and even launch campaigns to bring about awareness of a second career in teaching. In this, perhaps the MOE could partner the National Job Task Force and other agencies such as SPEC, to identify suitable candidates, design the conversion programme for character development and deliver the programme. Such effort and new opportunities in the education industry will give a boost to these retrenched executives who will be able to find hope in a second career in this industry. The second area of concern has to do with the broader range of subjects that students are now faced with and would have to make a choice. Independent counsellors may be needed because of the much wider choices to be made by students in the Integrated Programme. Our students have had little experience of free and wide choice. So far, they have been channelled through the whole education system almost totally on the basis of their various scores. They and their parents are not ready for freedom of choice to this extent. These independent counsellors could be trained up from the ranks and file of the retrenched professionals, executives and managers. In the third area of review, I would advocate that we integrate project work into the real life working environment. As project work gives an opportunity for nurturing EQ and character development, as well as leadership, we ought to think in terms of internship during school vacation for students in the working world.”
“The challenge, he said, was to ensure that we maintain a high standard of teaching profession even as the profile of the teaching force changes. Sir, 3,500 of our experienced teachers will be retiring over the next five years. This lot needs to be replaced. With the revised syllabus, we know that there is an additional load on existing teachers and we need to beef up the pool. Besides, MOE also has to recruit more teachers in preparation for the larger student enrolment at the secondary and junior college levels over the next few years. Student enrolment at this level is projected to increase by 25,000 from 220,000 today to 245,000 in year 2006. The Ministry was expected to recruit 3,000 new teachers for the recruitment cycle which started in August last year to July this year. This recruitment was supposed to replace those who are retiring and also to set up recruitment in advance for secondary school and junior college teachers. I wonder to what extent the Ministry has met its target. We are aware that, apart from the traditional source of fresh graduates joining the teaching service, the Ministry has also been recruiting those with some working experience as teachers. This is very encouraging and opens a window of opportunity and hope for the many retrenched executives today. I would urge that the Ministry consider a conversion programme that will put the professionals, executives and managers who have been retrenched through a non-academic teaching diploma course within this 3-year window before 2006. This group of retrenched executives constitutes a fairly high percentage of the retrenched employees of 100,000 in Singapore today. They can be converted to be economically active and gainfully employed again.”
“Both parties can then identify how the corporate world can most efficiently help the education sector in developing these knowledge, skills and traits, and which third party may help with this project. Such help can actually be done through lectures, provision of case studies and other materials, internships, exchanges and interviews. Sir, the suggestions outlined so far attempt to close a gap between the top 25% and the other 75% of the student cohort, which if left unattended, will only widen the divide. All that MOE needs to do to make this happen is to take a more flexible approach in extending itself beyond the schools and link up with the resources in the corporate world. Notwithstanding the good and timely work put in by the Committee, I would like to highlight four other issues for review by MOE. The first area of concern which MPs have talked about pertains to having enough supply of teachers. My parliamentary colleague, Mr Chew Heng Ching, has suggested that we should look to taking in more foreign teachers. I would propose that we also should look to the pool of retrenched executives who would be able to take on a second career as teachers because their commercial and real life experiences will put them in good stead as non-academic character development programme specialists. The Minister for Education, RAdm Teo Chee Hean, has stated in his speech at the Ministry of Education Investiture of the 2001 National Day Awards in January 2002 that one of the key challenges for the Ministry of Education in the years ahead is to continue to build high quality teachers. He had acknowledged that good teachers are the foundation of a good education system.”
“' How can our schools partner the corporate world for this bigger game plan? Here, I would like to recommend that our schools partner the corporate world to develop a virtual creativity and innovation centre. The whole idea is to encourage students to upload their creative ideas and the best ideas could then be rewarded publicly. Support perhaps could be given to the contributors of these ideas through adoption by an interested company, for example. Such initiative can go a long way to benefit the other 75% of our student cohort. To nurture a bigger cohort of students for more creative and innovative contribution, the environment and infrastructure must be all-encompassing. The second recommendation of the ERC Sub-Committee on Enhancing Human Capital is on transforming the education institutes into suppliers of knowledge workers. It was stated in the recommendation that "we need to re-position schools and universities, so that in addition to teaching and educating, they serve as creators of knowledge, engines of innovation and cradles of enterprise". Perhaps, schools can explore the possibility of tying up with the corporate world to run a KBE-Readiness Enhancement Project, which the objective would be to ensure that education institutes supply operational knowledge workers to the corporate world. In such a project, representatives of education institutes and representatives of the corporate world could meet, to assess which key knowledge, skills and traits the business organisations most urgently require of their employees but feel are not yet properly encouraged/developed by the education sector.”
“The two recommendations of the Sub-Committee of the ERC on Enhancing Human Capital make important reference to educating and nurturing our students for the new society. We are aware that the new society will be a society populated by knowledge workers. Knowledge is unlike traditional skills, which change very slowly. To give an example, a museum near Barcelona in Spain contains a vast number of hand tools used by skilled craftsmen of the late Roman Empire, which any craftsman of today would recognise immediately because they are very similar to the tools that are still in use today. For purpose of skill training, it is therefore reasonable to assume that whatever that has been learned when you are 17 or 18 years of age would last for a lifetime. On the other hand, knowledge becomes rapidly obsolete and knowledge workers have to regularly come back to school. Continuing education of already educated adults will become a big growth area in the future. The information revolution which already has an enormous impact on education and on traditional schools and universities will probably have an even greater effect on the continuing education of knowledge workers. Hence, the recommendation on stimulating creativity and innovation by the ERC Sub-Committee. I quote: 'Our prime engines of growth will need to be fuelled by capabilities that are indigenous, knowledge-based and services-oriented with a greater emphasis on value creation, innovation and international orientation. We need our organisations to be places that consciously and intentionally enable workers to be at their best and, at the same time, build and expand their capabilities to become more productive, more resilient, able to tap their creativity and initiative, and bring forth new innovation.”
“Granted that the schools cannot afford to give equal resources to the other 75% and the fact that going forward, our economy depends also on the input of the other 75%, how can MOE ensure that this 75% will be given the opportunity for that life long learning? As pointed out by my parliamentary colleague, Assoc. Prof. Koo Tsai Kee, education is a life long journey. Preparing our students for the new society requires a long-term plan where we will need to continually educate knowledge workers. This is because knowledge workers, unlike the traditional workers, no longer work with their hands, and knowledge gets obsolete very rapidly because it is made irrelevant by advanced improvement in science and technology. Therefore, what the Ministry is doing in terms of providing the foundation and fundamental training for the general cohort of our students is correct. However, I would like to urge that the Ministry thinks beyond the schools to ensure that the majority of the product of its system is given an opportunity to level itself up when it is in the real working world. In this way, this lower cohort can continue to contribute to the economy, although they may not be at the helm of leadership. This is where I would like to compliment the Sub-Committee of the Economic Review Committee on Enhancing Human Capital. The Sub-Committee has come up with two very pertinent recommendations that I feel the MOE should make a point to support, although I reckon that it is not in the charter of the MOE to bother itself with adult education. Nonetheless, the directions and long-term plan of the MOE to churn out knowledge workers of the economy cannot be formulated in an ivory tower. The determinants of MOE's policy are very much grounded in the working world.”
“This reminds me of what NMP Dr Jennifer Lee has mentioned about the 400,000 potential workers at the bottom rung of the ladder. In fact, I would say that 75-80% of the student cohort will not benefit from the revised recommendations for the Upper Secondary Schools and the JCs. Anecdotally, this is similar to putting nail polish on the two middle fingernails. When we hide away the other eight fingers, the fingers with nail polish look very pretty. However, when you put up the other eight fingers, the two middle fingers with nail polish that happen to be the longer ones will stick out like sore fingers amongst the other eight fingers with no nail polish. This pair of hands will not look as pretty as another pair of hands with nail polish on all the finger nails. So, the way to close the gap between the top 20-25% and the other 75% is really to level up the lower cohort. Mr Speaker, Sir, this is where Dr Jennifer Lee's and the other MPs' point about the need to take care of the other 75% or so of the student cohort begs attention, lest we inadvertently cultivate students who feel that "no one likes me". Granted the fact that resources are limited and that it is only natural that resources are allocated to investments that give the best payoff, no one begrudges that we ought to concentrate our resources on the top 20- 25% of our student cohort. This is one way that we can ensure that our creme-de-la-creme are nurtured to continue to lead our nation and economy into the future. Nonetheless, it is necessary that there must be some leftovers for the other 75% or so.”
“Mr Speaker Sir, my parliamentary colleagues in the last two days have debated on the merits and demerits of our existing education system as well as the recommendations in the proposed new model. Among some of the pertinent points brought up in the debate were concerns with implementation of the recommendations, in particular, how can we ensure that teachers are able to deliver effectively. Other points pertain to the further stress that will be loaded on teachers, parents and students because of the introduction of new subjects as well as the danger of creating an elitist society. Having heard through the debate, I am reminded of a Sunday school song that I used to sing and used to feel very troubled when singing it. The lyrics of the song go this way: Look all over the world, No one likes me, Look all over the world, No one exactly like me, Some people are short and Some people are tall, But God loves them all. I used to feel very troubled singing these lyrics until one day, I ventured to ask my mother why is it that "no one likes me", and that was when my mother gave me a lesson on the reality of the world that we are living in. She told me to put out my 10 fingers and to note that the 10 fingers are of different lengths and they also bear different fingerprints. However, each finger is unique in itself and they are all precious to our Creator. So, it was about being different and not about being liked. Going by this illustration, at home, our siblings can be very different from one another, yet we are all loved by our parents. Extend that to the nation state; the citizens are all different individuals, yet they are all loved by the Government.”
“I would like to ask the Senior Minister of State whether there are any specific reasons for the less than satisfactory performance and vigilance of the maintenance team.”
“In view of the fact that cost is a big consideration in the airline business, does the Minister think that it is viable for Singapore to look into the possibility of setting up a no-frills airline?”
“From what the Minister of State has just described, would he not think that it may lead to a lot of confusion in the sense that we are going to have two sets of Codes, one in the school and another set just basically for the religious groups? I do not know how this would develop eventually. Would he care to share some thoughts on this?”
“Based on what the Minister of State has just described, it will really take care of citizens with a religion. But in cases where they do not have a religion, they will not have a place of worship to practise such an oath-taking. So eventually when we have this objective of coming up with the Religious Harmony Code, how do we intend actually to cover the rest of Singaporeans who may not have a religion at this point?”