Saturday, November 19, 2016

How we've grown for so long: safety valves and buffers

How has poor little Oz managed to keep our economy growing continuously for 25 years while, in the same period, other economies have suffered a recession or even two? We've had good insurance policies.

That's the answer the new Reserve Bank governor, Dr Philip Lowe, gave in a speech this week. As he explains it, however, it's a detailed story.

Actually, there are two parts to his explanation for our economic success: the first is our good "fundamentals" and the second is our ability to ride out the various "economic shocks" that hit every economy from time to time.

Lowe lists our good fundamentals as including our abundance of natural resources, our well-educated workforce, our "generally favourable demographics" (I think he means our growing population and that our ageing population isn't too aged), our openness to international trade and investment, our links with the fast-growing Asian region, and our demonstrated ability to reform the structure of our economy to boost its productivity.

Lowe adds that the reforms of the 1980s and '90s have given us a more flexible economy, one better able to roll with the punches than it used to be. He nominates three key areas of greater flexibility: our exchange rate, our conduct of monetary policy and our labour market.

Since we allowed our dollar to float in 1983, it has generally moved up or down in response to developments in ways that tend to limit inflation pressure and to stabilise growth.

Since we decided in the mid-1990s to let the central bank - rather than the politicians - make decisions about when to increase or decrease interest rates, as guided by the target of keeping inflation between 2 and 3 per cent on average over the medium term, we've kept the inflation rate reasonably stable and minimised swings in unemployment.

Since we ended the centralised wage-fixing system and moved to collective bargaining at the enterprise level in the first half of the 1990s, we've avoided wage inflation, kept real wages rising in line with improvements in productivity (until recently, anyway) and made employers less inclined to respond to downturns with mass layoffs.

These great areas of flexibility - the floating exchange rate, the independent, target-based approach to monetary policy (interest rates), and enterprise-based wage-fixing - have helped us avoid being derailed by economic shocks.

And it's not as if there's been a shortage of such shocks that could have derailed us, Lowe says.

First, there was the Asian financial crisis of 1997-98, which did derail some of our Asian trading partners. Then there was the bust of the US tech boom - the Tech Wreck of 2001 - then the global financial crisis of 2008-09.

 As well, there's the resources boom. With its once-in-a-century surge and then collapse in coal and iron ore prices and consequent surge and falloff in mining construction, the resources boom was a massive, decade-long shock to our economy.

Australia's economic history is littered with commodity booms soon leading to recessions, but not this one (except in Western Australia, thanks to mismanagement by its state government).

But all that's just by way of background. Lowe's main point is to draw attention to the way our possession of certain "buffers" absorbs some of the blow when shocks hit.

We build up and hold these buffers as a kind of insurance policy against the day when trouble arises. Like all insurance policies, they come at a cost. There's a premium to be paid.

So where do you find these buffers? On the balance sheets of banks, governments and households. They're about ensuring your assets exceed your liabilities by a decent safety margin, in case some unexpected problem arises.

In the years leading up to the global financial crisis, our banks maintained higher ratios - of their shareholders' capital to their lending to borrowers - than did banks in America and Europe.

That's why our banks were able to keep lending after the crisis, whereas the others weren't. Their inability to keep lending amplified the original shock.

In the years since then, international authorities have imposed higher levels of capital adequacy and liquidity on the world's banks, including ours.

These greater restrictions make banks safer, but also reduce their profitability. We're still waiting to see how the cost of this insurance premium will be shared between our banks' customers and their shareholders.

At the time of the financial crisis, our government had "positive net debt" - it had more money in the bank than it owed to people holding its bonds.

This made it a lot easier for our government to support the economy by borrowing and spending. Now, Lowe argues, we need to gradually move the budget from deficit back to surplus, rebuilding our fiscal buffer for the next time it's needed.

The total debts of our households have risen to 185 per cent of their annual disposable income. This is a lot higher than for other rich countries, but that's partly because unusual distortions in our tax system encourage borrowing for rental properties to be done by individuals rather than big companies.

More to the point, households have been building up buffers by using mortgage offset and redraw facilities to reduce their net debt by 17 per cent of the gross debt, in the process getting a collective 2½ years ahead of their scheduled repayments.

More than half of all households with mortgage debt, at each level of income, are ahead on their repayments.

If you subtract from our households' debt all the money they hold in currency and bank deposits, the nation's households' net debt falls to about 100 per cent of their annual disposable income.

Our household debt is high, but we've got a fair bit of buffer.
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Wednesday, November 16, 2016

How to get more job satisfaction

How about we take a short break from worrying about the new job Donald Trump has lined up for himself and think about our own jobs.

It surprises me that we spend so much time working – many of us in jobs we don't much enjoy – but are more inclined to seek escape from our work in fiction, or by following the adventures of celebrities such as Trump, than to think about how we could get more satisfaction from all that heads-down time.

It's not a subject of interest to our politicians nor, I fear, many of the bosses we do the work for.

Yet the fact is that psychologists – and even the odd economist – know a lot about what makes some jobs more satisfying than others.

Research published in 2014 by the British Cabinet Office examined the life satisfaction of people working in 274 occupations.

The 10 occupations seeming to yield the greatest satisfaction were, from the top: clergy, chief executives, farm managers, company secretaries, quality assurance regulators, health care practice managers, doctors, farmers, owners and managers of hotels and accommodation, and skilled metal, electrical and electronic trade supervisors.

The 10 occupations seeming to yield the least satisfaction were, from the bottom: plastics process operatives, bar staff, care escorts, sports assistants, telephone sales people, floor and wall tilers, industrial cleaners, debt and rent collectors, low-skilled construction workers and pub owners and managers.

From a quick squiz, it seems the most satisfying jobs tend to be better paid than the least satisfying. (With clergy as an obvious exception. If my dad's pay was any guide, revs aren't rolling in it.)

But if you conclude from this that finding a high-paying job is the best path to a satisfying job you've got the wrong end of the stick.

No, the clearer distinction between the two groups is that the most satisfied tend to be more highly skilled than the least satisfied.

As a rule, work skills tend to be scarce, with employers' demand for them stronger than workers' ability to supply.

So it's reasonable to infer that acquiring skills for which there's strong employer demand is a safe path to a high-paid job.

But there's another distinction between the two groups that does most to explain the satisfaction difference: the most satisfied are nearer the top of the heap, whereas the least satisfied are near the bottom.

It's nice to have status – people treat you with more respect. And it's nicer to do the bossing than to be bossed.

The psychologists will tell you, however, that the most important thing in job satisfaction is personal autonomy: having a degree of freedom in the way you do your job.

Feeling that, at least to some extent, you're controlling the system rather than the system controlling you.

These things take you a long way towards having a sense that you're achieving something. And that's another characteristic of satisfying work the psychologists have identified.

A third characteristic is a degree of complexity and variety. It's obvious enough that we like a bit of variety in our jobs rather than repeating the same tasks day in, day out.

Less obvious is that we like jobs that present us with a challenge – provided it's a challenge we can meet. Jobs that demand the impossible aren't satisfying, but nor is a job that's so easy it's a bore.

One of my favourite websites, PsyBlog, run by the British psychologist Dr Jeremy Dean, nominates a fourth "key to job satisfaction": fair pay.

Note, not high pay, but fair pay. How much is fair? This is the bit so many employers don't get in their fashionable preoccupation with performance pay and bonuses linked to KPIs (if you don't know what those letters stand for, think yourself lucky).

Fair pay is pay that's the same as received by people you consider your equal. We accept that people with more responsibility than us should get more, but we get twitchy when we know or suspect the boss is playing favourites among our peers.

It's clear bosses could do a lot to improve the satisfaction of their troops by avoiding favouritism, giving people at every level a little more freedom and flexibility, treating people lower down with more consideration and respect, and doing more to get individuals into the jobs their personal characteristics make them more suited to.

Dumb bosses live in fear that treating their staff well would allow them to slacken off. The KPI craze is intended to oblige people to work harder, but also to control more narrowly the way they do their jobs.

KPIs should come with a safety warning: careful what you wish for. They invite staff to turn off their brains – just as soon as they've figured out what aspects of their job they can neglect so as to ensure they always hit their targets.

Smart bosses know that treating their workers well, giving them discretion and encouraging them to keep their brains on pays off in greater effort and loyalty, as well as reducing staff turnover, recruitment and initiation costs.

If you don't have the good fortune to work for a smart boss you can use what wriggle room you can manage to make your job more challenging and psychologically rewarding. Failing that, find a better boss.
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