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https://www.channelnewsasia.com/singapore/millennials-gen-z-work-younger-companies-big-read-2846841 The attitudes of millennial and Gen Z workers towards work have emerged as a perennial sticking point among employers, with some saying that the younger generation is not motivated to work hard and is too "choosy". SINGAPORE: Since about a year ago, as the economy started to bounce back with the loosening of COVID-19 restrictions, business owner Adam Piperdy has noticed a change in attitudes among younger job interviewees at his firm. “Right now, it is kind of the employee interviewing the employer,” said Mr Piperdy, the founder of events company Unearthed Productions, referring to the youngsters’ tendency to question what the company can offer them, instead of the other way round. Mr Piperdy believes that the pandemic - which gave young and old plenty of time to reflect on careers, relationships, health and other life issues amid intermittent lockdowns - has changed the “idea of work”, with younger workers having a more “aspirational” outlook. “The idea of a fixed contract, a fixed nine-to-six job, it really doesn’t exist anymore. People want to have a lot more freedom … that kind of flexibility to work anywhere, when they want,” he added. For instance, many of his new employees stated in their job interviews that they wanted to do freelance work during weekends, something that was “unheard” of until recently. “Five, six years ago, if somebody came to you to say, ‘Hey boss, I want to take (time) off to do some side projects’, you of course will say no and say that your work comes first, your clients come first. But (today), that would turn away a lot of these talents," he said. “That has forced us to rethink the entire landscape and how can we bridge this gap of them wanting to aspire something for themselves and at the same time, try to meet our business goals." Echoing some of Mr Piperdy’s sentiments was business owner Delane Lim, who noticed that young job seekers have become more “choosy” when deciding on which offers to accept. Mr Lim, co-founder of FutuReady Asia, a social enterprise focusing on youth and leadership development, noted that in particular, many small- and medium-size enterprises (SMEs) have been struggling to hire young talents. “Some (SMEs) have said that (some) young people are a bit more entitled, they expect a higher salary but they expect a balanced job in the sense of working hours," he said. “If you are good as an employee, then I think employers will be able to accept and find a way to repay you. But if they have not been proven on the ground that they can (deliver) without supervision, then I think having that demand is too early.” However, Mr Lim stressed that not all young people are like this. “There are still a significant number of youths who will still work hard, who want to learn, and are realistic about their expectations.” Indeed, the attitudes of millennial and Gen Z workers have emerged as an employer’s bugbear in recent years, with words such as “entitled”, “picky” and “watch-the-clock” being bandied around to describe the younger generation's approach to work. And the pandemic appears to have encouraged such attitudes even further. Some bosses have even taken to social media to voice out their concerns. American think tank Pew Research Center defines millennials as those born between 1981 and 1996, and Gen Zers as those born from 1997 onwards. Earlier this month, public relations firm founder Tjin Lee received flak for stating in a social media post that it is increasingly hard to find motivated young people to work. She also noted in the post, among other things, that potential hires in their 20s had asked about “work-life balance” and “flexi-working options” as their first questions during their job interviews, and that there is a “worrying” trend of people expressing on social media that they would “rather be on holiday than in the office”. Speaking to TODAY, Ms Lee later said she has learnt to "see both sides" of the issue and was glad to have sparked a conversation about work ethics. She also felt that her post had been "greatly misunderstood" to mean that she was promoting hard work at the expense of work-life balance, though she said she could have been clearer about her intentions and meaning behind the post. This is not the first time a business owner has been lambasted online for his or her comments on young people’s work ethic. In 2020, Mr Lim himself posted on Facebook about how several young graduates that he had interviewed for a job did not seem “hungry” for the role. Like Ms Lee, Mr Lim also noticed back then that applicants had made a range of requests - including not wishing to work on weekends, asking for transport allowances and a team of junior co-workers to assist in tasks as well as more annual leave and higher salaries. Human resource experts and sociologists told TODAY that the apparent negative impressions that some employers may have of younger workers can be explained by the different circumstances that the millennials and Gen Zers grew up in. Mr Adrian Choo, founder of career consulting company Career Agility International, said that older generations were more focused on the rat race and getting ahead in their careers, during a time when Singapore was less affluent. “The younger generation, a lot of them are still living with their parents … so their immediate priorities may not be about getting married and starting a family, they are focused more on self-actualisation,” he said. This “self-actualisation” involves learning new skills and gaining new experiences as opposed to being preoccupied with climbing the corporate ladder, for instance. TODAY also previously found that the pandemic caused younger workers to reshuffle their priorities, with some seeing the turbulent times as an opportunity to pursue their passions. Negative labels aside, some experts pointed out that it is not often easy for young people to make sense of what they are doing, or feel motivated, when they are faced with the current state of the world, with its litany of woes ranging from health crises, armed conflicts to severe heatwaves. National University of Singapore (NUS) sociologist Tan Ern Ser said: “(Young people) desire to do well in their career or business and live the Singapore Dream. However, the path ahead they confront isn’t always easy: High cost of living, income and employment insecurity, stiff competition at work, and, in some cases, being part of the sandwiched generation." He added: “These may combine to produce disillusionment and, in some cases, a lack of motivation.” So, what do younger people in Singapore feel about work and more specifically, traditionally celebrated values at the workplace - such as hard work and loyalty - that may or may not require a rethink? And where, in the grand scheme of things, does work fit into their lives today? TODAY interviewed youths aged between 23 and 35 to find out. WORK HARD? NAH, WE RATHER WORK SMART While claims that the younger generation eschews hard work may not be totally baseless, those interviewed also said that youngsters may not feel motivated to work hard due to good reason. They also do not believe working hard in itself is the key to doing well at work. The idea of hard work has changed for the younger generation, said Mr Isaac Neo, who works in the security risk industry, where he monitors risks facing his clients when they travel overseas. “We grew up in more comfortable times … Our nature of work is very different and we deal mostly with technology, where so-called ‘hard work’ is less visible,” said the 28-year-old. “In the past, hard work meant that you put in the hours to churn out output, and if you stayed in the office for long hours, it meant you were working hard, but that’s not the case anymore.” Mr Neo said that it is up to companies to adapt to these new definitions of "hard work", something he feels that his company has done well. “I’ve been lucky to have bosses who just leave me alone to complete the work, and as long as it’s done, they don’t really care if you’re in the office or how many hours you clock a day,” he said. “And I think that should be the way that hard work is viewed - not about the amount of hours you put in, but how good the final product is.” Some younger workers also said that they often feel exasperated when there are no clear rewards for their hard work. One 32-year-old employee, who works in the corporate secretarial services industry, felt that among her peers, there is a consensus that their hard work is not often appreciated. “We still value hard work, but it’s just that a lot of the time we don’t feel like there’s reciprocation,” said the woman who wanted to be known only as Ms Kuan. “The way the older generation perceived hard work, they don’t really do the kind of obvious rewarding that the younger generation expects." Associate Professor Kang Soon-Hock, the vice dean and head of the Behavioural Science Core at the Singapore University of Social Sciences (SUSS), said that younger workers are not necessarily averse to hard work, but its definition for them may differ from their seniors. “This cohort is more accustomed to using technology to multitask as well as to shorten work processes that may traditionally have taken more time to complete,” said Assoc Prof Kang. “However, their actions may not be viewed positively if it goes against the existing norms or practices at their workplaces and in the process, they may be perceived to be more inclined to take shortcuts or have short attention spans.” Agreeing, Mr Piperdy from Unearthed Productions said that the traditional idea of hard work as staying more hours in the office is no longer as applicable in today’s world, where there are many “productivity applications” such as work chatting application Slack and work management software Asana that have made work more efficient. “Honestly, if an (employee) works for 10 hours but produces only two hours’ worth of good work, it doesn’t matter because it’s only two hours’ worth of work,” he said. YOU WANT LOYALTY? SHOW US THE TANGIBLE RETURNS Loyalty to a company is a two-way street and has to be earned by the company in tangible ways - such as offering employees a clear career progression or increased remuneration in the short to medium term, say the younger workers interviewed. Mr Neo, who has been with his security company for almost two years, said that he is happy there as his bosses allowed him to change roles when he felt that he was “stagnating”. He started working in 2020 as a security specialist, which involved working 12-hour shifts, often at irregular hours. While he didn’t mind slogging it out at the start, he told his bosses that he would want to eventually switch to more regular working hours, as the previous arrangement was not the best for his health and social life. “They were very flexible, they allowed me to go into a new role, and in fact they encouraged it,” he said. A new employee at a local bank, who wanted to be known only as Ms Wong, said that like many other young workers, she is in pursuit of a “growth” mindset and will not hesitate to leave her company if better opportunities arise elsewhere. The 23-year-old, who is a month into her first job since graduation, said that a company that she joins could “easily fire" her, so she should think twice about being loyal to it. “If the company is treating me well and I feel like I can grow from it, I will probably be loyal to the company. But if I find that there is another opportunity out there that can make me grow even more … loyalty is out of the window,” she said. Her view resonated with Ms Kuan, who said that in general, a job should be perceived for the objective benefits that a person can get out of it - such as long-term promotion prospects and fair remuneration. “(Loyalty) has to have substance … It cannot just be touchy-feely words such as ‘we are family, friends’ - none of those, I don’t think the younger generation will buy into that,” said Ms Kuan. Employers, too, agreed that the definition of loyalty has less of an emotive meaning these days, where tangible returns to the employee have to be more readily considered. Mr Jimmy Lim, an inventory logistics manager at a data company, leads a team of 10 employees with up to a third of them being millennials at any one time. He said that these younger workers have fewer financial commitments since they are less likely to have children or large loans to pay off. “It could be very reasonable for someone to just throw in their (resignation) letter and say that 'enough is enough',” he said. While firms can bow to the pressure and promote these workers or raise their salaries in a bid to keep them happy, some employers felt that it may not be a good long-term solution when it comes to retaining them in their respective industries - especially those such as law and engineering, where attrition rates are high. “We can adhere and listen and agree to their demands, but it can only take them so far,” said Mr Lim. “At the end of the day, if they don’t have a good footing in their career, there is a good chance that they may just (quit or be retrenched by their company)." WORK-LIFE BALANCE IS NOT JUST ABOUT ENTITLEMENT Most young workers whom TODAY spoke to prioritised a healthy work-life balance and many said that they would raise this during their job interviews. Ms Wong, the bank employee, said that from the very beginning of her working life, she decided that she wanted to actively pursue her passions outside of work. “I am going to be spending about 40 hours a week on this job, so I want to have time to do other things like travel, experience new things … I would really value a company that can give me a good work-life balance,” she added. However, she would not mind working longer hours should she enjoy her job, or if it is of meaning to her. Indeed, some young workers are willing to put work-life balance aside to pursue causes that they strongly believe in. Ms Esther David, 26, said that she started her own tuition business three years ago because she enjoys helping people through teaching. However, to ensure the success of her nascent business, she had to put work-life balance on the back burner. At the start, Ms David would often work from early in the morning until near midnight, to ensure that she was teaching as many students as she could. This was all in the name of making a name for her fledgling business. “No one gave me any guidance, and I felt that I worked very crazy hours," she said. Ms David’s business, still a “one-person show”, is due for an expansion soon as she is looking to hire more tutors. She has about 30 students from secondary schools and junior colleges. She said that her business is now stable due to the hard work she had put in. Still, she would not advise others to follow in her footsteps as it was “not great for mental health”. Some young workers who are fortunate enough to be in jobs that they enjoy said that having a work-life balance is still integral to such enjoyment. One social worker, who wanted to be known only as Mr Yeo, said that he entered the profession about eight years ago because, like Ms David, he enjoyed helping others and felt that social work was the best avenue to do so. The 35-year-old said that while he finds great meaning in his job, he is very clear about the boundaries between his work and his personal time, and tries his best not to engage with the families whom he is tagged to after his working hours. “I’m strict with my boundaries, because you need to understand your role - as a social worker you are not a saviour, but are there to facilitate their growth and progress,” he said. “You’re not there to say, ‘if you’re in trouble at night, I’ll come and save you’.” He believes that this is not an uncaring approach, but rather one that is healthy and will sustain him in this line of work. “I know of workers who … cross a lot of boundaries and instead of thinking analytically, a lot of them are very emotional, and this is very dangerous,” he said. Some employers are beginning to adapt to the changing demands of employees, such as offering more flexible work arrangements. Mr Lim from FutuReady Asia said that he has had to put aside some “cognitive biases” when it comes to setting expectations for working hours and arrangements. For instance, while he used to be opposed to people not reporting to the office pre-pandemic, he now acknowledges that a lot of young workers have a “gig-economy mentality” and would rather be working towards key performance indicators (KPIs) rather than meeting the required working hours. “They want to have KPIs given to them, but they do not want to report to work,” he said. “In the past, this was quite difficult to accept, but it is the norm now, so we have to negotiate (this) arrangement with them.” He added: “If they are more upfront with us on what motivates them, then I think (this arrangement) is fine." Weighing in on the issue, Assoc Prof Kang from SUSS said that questions from young job seekers at interviews about “work-life balance” and “flexi-work options” should not be trivialised or seen as a weakness in the younger generation. “These are important questions … Employers should also be sensitive to the fact that, more often than not, they have a multigenerational workforce and they need to manage both their own expectations and their employees’ to stay ahead of the curve,” he said. Indeed, young employees say that even small gestures from their employers can go a long way in making them feel like the firm is serious about a healthy work-life balance. Ms May Phyu Sin, 30, who holds a marketing and social media role at a fintech firm, said that her firm set the right tone from the beginning of her time there. “I was told on my first day of work that I might see some messages after working hours but I can always reply the next working day and I am not expected to respond immediately," she said. "This goes a long way to show the company cares for their employees." HOW IMPORTANT IS WORK TO THE YOUNGER GENERATION? In the past, one’s life would typically revolve so much around the job that the person’s identity at times ended up being tied to his or her career. But this is less likely the case for younger workers today. Some, such as Mr Yeo the social worker, are eager to keep their work and identity separate. Mr Yeo reiterated that asking questions about work-life balance during job interviews is not about self-entitlement, but because youngsters care about boundaries and about having a life outside work. "It shows that the younger generation doesn’t put their whole self-identity in work, which is a dangerous thing,” he said. “If your whole identity is on work, and if you lose your job, your whole world crumbles.” Nevertheless, some youths recognise work as a big part of their lives and seek at least some meaning from it. Mr Neo, the security services employee, said that his attitude towards work is that it should be fulfilling enough for him to “not mind doing”. “(Work) should be something that you wake up to every day and you don’t feel like it’s a drag,” he said. He added that as he moves on in the next stages of life such as marriage and starting a family, he will look out for jobs that fit into his longer-term plans. At the other end of the spectrum are “older” young workers saddled with responsibilities such as raising children. Unlike their younger counterparts, they are focused on staying in their current jobs, which provide them with financial stability - which is a priority for them. One video producer at a media company, who wanted to be known only as Mr Tan, said that having a five-year-old son meant that the goals for his career have shifted. “As a parent, I think work is like a way to have money to pay the bills and it’s a bonus for me that I like what I’m doing,” said the 34-year-old. When he was younger, Mr Tan said that he had aspirations to become a “bigger name” in the media scene, but then as the years went by, he learnt that he was also content with being recognised by a smaller group of people who work with him. He added that he negotiated for favourable working hours so that he could spend more time with his family, but this also meant that he was committed to working harder within those hours. “Having a child made me respect my work-life balance more,” he said. “Let’s say if I work from nine to five, by five o’clock, I’m out, but from nine to five, I will work as hard as you need me to.” WILL YOUNGER WORKERS GROW OUT OF THEIR CURRENT MINDSET? There is an argument to be made, however, that the younger generations will in time grow out of their current ideals about work, or re-evaluate their priorities at different life stages. Some of the attitudes could also be ephemeral. For example, some experts felt that the clamour for more work-life balance could very well be just a phase brought about by current conditions, with the recovering Singapore economy coinciding with a severe labour shortage in some sectors. Mr Choo from Agility International said that the years of feeling “stifled” by the pandemic, along with the lack of travel and social time with friends, may have led youths to put their wellness and short-term gratification as their immediate priorities. The improved economic situation has also given these young workers more career opportunities, which may have led to their perceived “choosiness” from the employers’ vantage point. “Because of the shortage of talent in the market now, the younger generation has choices, and that’s why they are able to be more in control of their career decisions," he said. However, these conditions currently favourable to employees will not last. And hence, these attitudes, though justified now, may not be sustainable. In addition, just like the older millennials whom TODAY spoke to, the younger workers may soon have to accept that their future responsibilities in life will require them to revisit the issue of work-life balance. “The Gen Zers that have decided to focus now on their non-financial goals will ultimately have to wake up and smell the coffee,” said Mr Choo. “Because of the increasing home prices, increasing cost of living, someday they will have to refocus on building their financial security, and a life of short-term gains may not be sustainable … they may come to regret it down the road.” POTENTIAL RAMIFICATIONS FOR YOUNGER WORKERS, EMPLOYERS AND SINGAPORE If the “choosiness” that embodies the current employees’ market - at least from the employer’s perspective - persists, it could inadvertently dampen the competitiveness of the local workforce, some employers said. Mr Lim, the business owner, said that it is still not clear whether the current attitudes among young workers will “be a new trendsetter for employment in Singapore”. He noted that amid the current labour shortage, it will be no surprise for firms unable to hire local employees to turn to foreign talent - be it bringing them in from other countries or having them work remotely overseas. “For the employees … once they see that jobs are now being taken up by other labour sources like foreign workers or more mature workers willing to take the job, then I think (by then), their options will be quite limited,” he said. Agreeing, Ms Carmen Wee, founder and chief executive officer of HR advisory services firm Carmen Wee & Associates, cautioned that some younger workers could be left behind if they are unable to compete against their peers in Singapore as well as their counterparts from other countries. “If (the younger generation) continues to be average and mediocre, and other people upgrade their skills and have more to offer in their resumes, then obviously they may not be as competitive when they go for job interviews, and promotion prospects will be affected," she said. "There could come a time where there is a recession, and retrenchment is on the way, then they could be on the chopping board.” She added: “These are the inevitable realities if one chooses to not pay attention to one’s career longevity and employability.” However, employers and experts both agree that the younger generation of workers has their own strengths. Ms Geraldine Kor, country managing director of telecommunications firm Telstra's Singapore office, said that what she has seen from the younger workers at her firm is that they are willing to learn new skills as long as it is in their areas of interest. To channel the workers' interests, her firm provides, for example, training opportunities in different fields ranging from coding to business analytics. By doing so, the firm hopes to match young workers to new skillsets that they are passionate about. "The organisation benefits because workers come away more motivated, and also more skillful, and as long as they feel engaged, the company gets the retention ... because once they have the passion, their potential really gets manifested," she said. Agreeing, Ms Wee said that due to access to social media, the younger generation has developed more diverse interests. “There are a lot of global and social issues that they are interested in, because they want to make an impact," she said. She added: "They are the ones who have very firm beliefs around how society should be run, and how society should treat the more marginalised." The challenge ahead is not so much about how to deal with the work attitudes of the younger generation, but how mentors and employers can harness the energy and passion that many of these workers have, she said. “These are good causes and we need the young people to have passion to articulate their point of view,” she said. “Because they are the ones who are going to live on this planet in the coming decades, and they will have to deal with some of these issues. If they have begun to get involved, it is a very good sign.” This story was originally published in TODAY.

https://www.zaobao.com.sg/realtime/singapore/story20240206-1466643 "The dead body found floating in Marina Bay is a 21-year-old man." A few days ago a 20-year-old dude was chasing ppl with chopper. Today a 21yo was found dead in water (maybe suicide?) One wanted to take people's lives, the other (possibly) took his own life. And limpeh thought 20's is the time when one is full of energy, ideal, and ambition to conquer the world! Sigh...

Max Verstappen should have said: "Limpeh confirm, chop, can drive faster and better than you!" Hahahaha It turns out that being a three-time Formula 1 world champion doesn’t get you a leg up at the rental car counter, as Max Verstappen recently learned when on vacation in Portugal. Source: https://jalopnik.com/max-verstappen-too-young-to-rent-amg-gt-sports-car-on-v-1851128701 As reported by The Sun, Verstappen’s family and friends arrived in Algarve on three different private jets, having booked 20 rental cars through Sixt with the intent to drive to the Algarve International Circuit (also known as Portimão), which Verstappen had rented out for two days. When the Dutch world champion arrived at the Sixt counter, he was told that he could not drive the Mercedes-AMG GT that he had reserved for himself because he was too young. Sixt’s insurance policy for the GT requires that drivers be 30 years old, and Verstappen is only 26. His manager ended up taking the GT, while Verstappen had to make do with a BMW 5 Series. A source said: “Max and the group went to Portugal for a fun racing trip and had booked the cars they wanted. “When they got to the airport, Max was shocked when he was told he wasn’t allowed to drive the Mercedes he wanted. “He’s a seasoned F1 driver who’s used to handling powerful cars, so it’s quite astonishing to think he wasn’t allowed to get behind the wheel of this one — but those are the rules, so he abided by them.”

https://www.channelnewsasia.com/commentary/workplace-discrimination-age-jobs-recruitment-3900191 14 jobs and 5 industry changes later - marketing and editorial professional Imran Johri found himself facing ageism in the job market. SINGAPORE: “The team is quite young and we intend to nurture a hustle culture with them.” This, I would soon realise - in hiring terms - was code for, "I don’t think you’ll fit in, old man". That in itself didn’t bother me much, but what did bother me though, was that I was beginning to see a trend. In the most recent batch of about six job interviews I’d attended, there began to emerge an archetype of hiring managers that, within minutes of talking to me, would in high probability reject my candidacy. At first, my thought was “Am I the problem here?”. After much self-reflection I can wholeheartedly say, maybe. Before you judge my annoying prata-flips, let me give some context. GOING AGAINST THE GRAIN Ageism in the workplace has been under the spotlight recently, with a survey released by the Ministry of Manpower in July showing that age was the most common form of discrimination experienced by jobseekers. Across age groups, those aged 40 and over had a much higher incidence of being discriminated against. Considering that Singapore’s retirement age is 63 - and is set to be raised to 65 in 2030 - being told that you’re too old for a job while in your 40s is unnervingly early. Singapore’s population is not only ageing, but ageing rapidly - with 25 per cent of Singaporeans expected to be 65 and older by 2030. This will be a massive change not only for society, but the workplace too. Luckily for older workhorses like me, the Tripartite Guidelines on Fair Employment Practices will soon be enshrined into law. Now, anyone who’s ever seen my resume will either brand me an incorrigible job-hopper or commend me for my extensive and varied work experience. To be fair, both of these cursory judgments are valid. Right out of university, I was fuelled by abject idealism, and despite growing older and wiser, this intrinsic motivation or rebellious passion to go against the grain has fuelled most of my career choices. This of course came at a cost - for I knew this was not the path to wealth, fame or meteoric success, but rather, a self-gratifying journey of personal wins. Despite this - never would I imagine that after 24 years of chasing that next new exciting project - I would come to a head-on collision with ageism. FROM YOUNG UPSTART TO OLD BIRD The first five years of work were often peppered with, “let’s do this, you’re clearly hungry” from my first bosses. And I absolutely was, my risk appetite was bottomless and I wanted to do more, all the time. I went from being scriptwriter for an award-winning TV show to being the editor of two men’s magazines. I was on a career warpath, and I worked myself very close to burn-out. Luckily for me, I eventually recalibrated, mostly from stints overseas and really started to pace myself, but by then the publishing industry was starting to decline. I then had to make the hard decision to switch industries and at that point, it was plausible and easier, in fact, to change, mostly because my next batch of bosses in marketing saw my editorial experience as a huge plus. By 2018, I had become the head of marketing for a venture capital (VC) but alas, I had also come to a point where I had to make another tough choice. I had to either become an entrepreneur, as per the philosophy of the VC, or choose an alternate pathway, which the organisation would fully endorse and support either way. So after five years with the VC, I chose to leave and to explore what the market held for a 49-year old man with a chequered CV. YOUNG GUN MARKETEERS ARE A DIME A DOZEN The rejections were varied and in volume, some of them coming in fast and furious. “You don’t have the necessary experience,” was a common reply. So was “We’re looking for someone less senior”. In retrospect, it’s hilarious to me now how I simultaneously didn’t have the necessary experience and yet be too senior for the job. Some rejections, however, were slow and painful, with multiple interviews across recruiters, managers and directors. To which I was either ghosted or simply sent a very tardy rejection email. One thing stood out for me though, during those tough job-search months - I became adept at identifying the specific type of hiring manager that would reject me after the first meeting. They were always early- to mid-30s marketeers, who’d attained an accelerated upward trajectory in the marketing world and were now the marketing heads. Now, I can absolutely empathise with their decision to reject me outright. Those hiring managers were under pressure to lead young, high-performance teams, all of whom were hungry and ready to hustle. The last thing they needed was an older man to second-guess their decisions in the midst of the fire-fighting and chaos. They needed to move ahead, unabated. But here’s the thing about being an older guy with experience, I will second-guess and challenge the decision-making process if I think there might be a better way of doing things. UNCLE CAN’T HOLD HIS TONGUE So am I the problem here? Maybe. Is ageism being practised? I think so. But not in an absolutist way. In fact, I would argue that it’s nuanced and contextual. In the end, just as I eventually knew what would not work in my favour - I started seeing what would. Some of the interviews I’ve attended were an absolute joy, with clear, transparent communication and hiring managers who saw the value I brought to the table. I have since made the transition to a technology company, one that has one of the most diverse team compositions I have ever worked with, with everyone driven to ensure we make a mark in the market. One of the annoying key drivers of ageism, it seems, is the belief that older employees can't keep up with technological advancements. Preposterous. I’m literally a tech-bro at 49 - and the assumption that older employees lack the vigour, adaptability or skills required for a “young person” role is unfounded. We older guys have too much at stake, with too many dependents and no time, to even consider ourselves being at a "disadvantage". So if you’re on the job hunt, keep at it. No matter who you are, or what you do, there will be an -ism working against you. But take heed, take notes and take charge of your own career - it’s the only way to go. Imran Johri is a marketing and editorial professional with extensive experience in the Asia Pacific region.

https://mothership.sg/2023/09/maid-sexual-abuse-child/ https://www.asiaone.com/singapore/parent-accuses-maid-sexually-assaulting-his-daughters-placing-mouth-childs-private-parts S'pore helper allegedly forces face, hands onto private parts of employer's daughters aged 1 & 4 "My child has been repeatedly lying on the floor, suffering from the trauma," the employer said. Julia Yee | September 06, 2023, 05:59 PM Telegram Whatsapp Warning: The article contains images and descriptions of sexual assault on minors. Reader discretion is advised. A domestic helper in Singapore was reportedly caught on camera sexually assaulting her employer's children. In a Facebook post dated Sep. 5, the employer stated that he had turned to social media to seek justice for his daughters in light of the "delayed action" taken during the recent cases of alleged child abuse in Kinderland schools. Noticed child behaving differently He first noticed his four-year-old daughter "behaving differently" in July 2023, he told Mothership. The girl had mentioned being inappropriately touched by the helper, but when the employer brought up the issue with the helper, she denied the accusation. The helper had been with the family for six months by then. Upon checking the house's CCTV cameras, the employer discovered that his child had been telling the truth. Repeated instances of sexual assault CCTV footage revealed that the helper had been committing the alleged acts of sexual assault on both the employer's one-year-old and four-year-old daughters. In one screenshot, the helper was seen with her hands between one of the girl's legs. According to her employer, the helper "aggressively [and] repeatedly thrust her fingers at [the child's] private parts", persisting even when the girl cried for her to stop. The employer also shared an audio recording in his post, which supposedly captured his child screaming during the assault. Other photos showed the helper in the girl's bedroom, where she "removed her glasses, opened the child's legs forcefully, and placed her mouth, face and hands at the child's private parts" despite the girl putting up a struggle. Image via anonymous employer Image via anonymous employer The helper also allegedly forced the children to place their faces at her crotch and touch it while she molested them. The images were said to be just the "non-graphic" ones. The helper was also said to "pinch" the children's private parts when they were unclothed and would sometimes bring them to "secluded" blind spots away from the cameras, allegedly to assault them sexually. Police investigating The employer stated that his family was referred to an AWARE specialist who established the acts as sexual assault offences after reviewing the evidence. A police report was lodged on Jul. 31, and the helper was taken away on Aug. 10. According to the employer, however, his children are still dealing with the trauma from the alleged repeated molestations. "My child has repeatedly been lying on the floor, suffering from the trauma, and I am still waiting for psychological help from the authorities. As the police and Ministry of Social and Family Development (MSF) are still investigating, I expect justice to be delivered without harming or involving my child any further," said the employer. A police spokesperson confirmed with Mothership that they received the report and are investigating the case.

https://www.straitstimes.com/opinion/forum/forum-seniors-should-not-stand-in-the-way-of-younger-staff Forum: Seniors should not stand in the way of younger staff Singapore must tread carefully in handling the issue of raising the retirement and re-employment ages. Care must be taken not to cause resentment on the part of younger workers. Workers in their prime (early to late 30s) might not be able to advance in the company's hierarchy if the seniors above them won't retire. Older workers who can afford to retire early should give the younger generation a chance to climb up. They can always volunteer or offer mentorship to the young if they are bored with retirement. If too many seniors cling to their jobs even when they don't need them, there may be fewer opportunities for the next generation. Francis Cheng Seems that old folks not needed in our country, just like what COVID-19 is doing to us.

Dear Gilbert, I am writing to you because i think I need help. I graduated from NUS engineering, and back while in school, I thought that I would be highly employable with people rushing to give me job offers. However, I could not be more wrong. When I graduated, we were facing the aftermath of the 2007-2009 financial crisis. It was hard to get employed and the future wasn

TL;DR - An accident involving a Ferrari with a Singapore-registered licence plate and a Toyota Altis occurred in Muar, Malaysia recently. The result of letting a 22 year old drive a ferrari… Here’s some pictures of a $600k supercar losing the entirety of its value in different angles. And a beyond damage Altis. What Happened? An accident happened after its driver failed to control the vehicle while on Kilometer 144 North-South Highway northbound, this morning. Muar District Police Chief, Assistant Commissioner Raiz Mukhliz Azman Aziz said, in the incident at 7.25 a.m., a Ferrari driven by a youth from Singapore had rammed into the back of a Toyota Altis ridden by four local men in their 50s. "The accident is believed to have occurred when a luxury car driven by a 22-year-old Singaporean that was on its way to Kuala Lumpur crashed into the back of the victim's car which was in the right lane. "As a result of the accident, both vehicles have crashed to the right of the road and resulted in all Toyota Altis passengers suffering minor injuries," he said when called. According to him, the case is being investigated by the Assistant Investigation Officer from the Bukit. (Source: SGRV) Online Chatter ‘Satki’ 22 year old Ferrari driver becomes ‘xiasuey’... Dad… Can buy me new car? ========= Be the first to get the latest road/ COE news and get first dibs on exclusive promos and giveaways in our Telegram SGCM Community. Join us today!

Bros. I am starting my girl on piano classess soon. As a parent, I want to be able to support her as much as I possibly can. Those who have your kids enrolled for piano classes,are you allowed to sit in? Any parent here who took up an instrument for your kid also? as an adult learner, what are the challenges we may face? eg lack of time, stiff fingers, lack of discipline... I have zero piano knowledge. With the exception of being in the symphonic band as a trumpet player in sec sch and jc times. Any good piano teacher to recommend for young kids and also adult? do you recommend to take lessons in school or at home? looking at cristofori for my girl as its near our place. Have a Yamaha P115 if school does not work out esp this Just out in the news also https://www.channelnewsasia.com/news/singapore/piano-teacher-sexual-assault-5-year-old-student-pleads-guilty-11470900?cid=FBcna&fbclid=IwAR32lAVkvi7oAuRsA3GXXJW0253Uvr5CeJzt-43TI9EJXGNdcXGQjXJkeIo this is not good at all

Not sure why anyone would risk their life doing something like this but hey it's quite funny in our opinion. We are guessing this young man which can be seen wearing shades (at night) and smoking, needs more followers for his Instagram or Tiktok. So he has to unfortunately, rely on his goofy dance moves and some courage to dance on our expressway ( looks like ECP to us). Did he garner more followers? Only he knows. Hopefully, with Fabrications About Singapore's sharing of his video and us also helping him out, he can achieve his goal.

https://www.facebook.com/Gabriel.lifestyle/posts/10214193035298326

You can't blame the authorities when videos like this leak onto the internet, prompting the government on clamping down on PMDs (Personal Mobility Device). With more than 600 comments as of press time on SG Road Vigilante's latest video post blasting on these YP (Young Punks), this is one viral video. From the video, we can see the motorcyclist (with his friendly gesture) , 'escorting' the bunch of them from bukit timah road, passing by Raffles Hospital before going up to the Benjamin Sheares bridge and stopping at Marina Bay area for some rest. In the clip, we can also see them overtaking traffic easily with no regard for the speed limit of PMDs. No thanks to the friend who 'sabo-ed' the group and leaked the clearly-shot video out, we are fairly certain the authorities will be knocking on their doors soon... Check out what netizens have to say about them about below!

Guess the speed they are travelling in? I simply dont understand what is the mentality of these young people. How come you cannot keep to speed limit?? Young, inexperienced and like to hao-lian. Next time no chance to hao-lian already. I use the highway 15 times a month and most of the time my speed is a mere 110km/hour even though my car is bloody damn stable and my tyres will never burst due to extra applicant being applied on it. But I still keep to speed limit. Please learn your lesson. For many people, they learnt their lessons when they go downstair. She blames herself for driving car S'porean killed, girlfriend injured in N-S highway crash By Amanda Yong June 17, 2010 He would have turned 22 today. But Mr Soh Weihao died in a car crash in Malaysia on Tuesday evening. And his girlfriend, student Kammy Goh, 20, blames no one but herself. The second-year nursing student at Nanyang Polytechnic was behind the wheel when the vehicle hit a central divider on the North-South highway in Johor. The car was Mr Soh's, but he does not have a driving licence. ( And why he bother to buy a car to hao-lian in the first place?! ) ] The impact flung the young couple out of the car. Kammy suffered a head injury and fractured three toes on her right foot, her doctor said. Mr Soh, who had serious head injuries, died instantly. His body was taken to a mortuary in Batu Pahat.

As above, planning to reach my boy how to cycle. Are there any bicycle shops in Sengkang with learner bicycles? Also what is the best way to let a boy learn how to cycle? With learner wheels or remove? Need some expert fathers to advise. Thank you

Not sure this was posted before as the video was posted in youtube in Jan'13. One young man was watching porn on his laptop in the train, one auntie not happy scold him 'siao' then the young man responded, the husband of the auntie then scolded the man and the man ti key talk back to the uncle. Next was hammering happen as shown in the video. The man called the police...

Between late 80s to 90s something.... male singers n their songs I can straight away think of a few: Chen Xeng: Keeping the Sorrows to Myself "陈升 - 把悲伤留给自己..."

Singapore's number of old will soon match young for first time http://www.todayonline.com/singapore/singapores-number-old-will-soon-match-young-first-time more policy changes coming up in future? in terms of more FT/FW coming in, and higher taxes to support the senior citizens...

hi, my son is getting his driving license soon. do i need to add his name into my motor insurance if he drives only occasionally (weekly) and when i am sitting beside him? how much would it costs (estimate) to add a new driver who is 18 onto my existing motor insurance coverage? my current coverage is $600+ what if (touch wood) when his name is not included in my motor insurance and we hit someone when he was the driver, would the insurance still cover us? am not sure about the insurance coverage now comparing to my time when i was a teen driving my dad's car. TIA

So this sort of incident is usually too minor to post, but I thought the behavior of this young lady in brown Mini SKP3090E needed to be called out. This was a two way road, with the way ahead blocked by a large tour bus. I saw another tour bus coming on in the opposite direction, and moved to the side, right signal on, to let it pass. The lady in the brown Mini, with zero situational awareness, decided to inch its way out oblivious to her blind side, despite my repeated waves to warn her. Then, on her way past, she decided to flip me her middle finger. https://vimeo.com/220196504

I wish to present a hypothetical question. What if your son, impregnate his girlfriend, and both are still at a schooling age ( say, Uni level) ? Suppose both of them don't have career, little experience in relationship to make a lifetime commitment and to form a family. What are the options and what will you do as a parent ? Please discuss and share your wisdom, thanks.

http://www.straitstimes.com/singapore/getting-more-singaporean-singles-to-date-gangnam-style "Single Koreans may be discreet in not openly advertising the fact, but if asked, they won't deny it either," she said in a Facebook post yesterday at the end of the South Korean leg of her trip. "Starting early, proactively reaching out to meet new friends, openness to getting help, and having a relaxed attitude all seem to be the essential ingredients to enjoyable and successful dating. Can this style of dating help more Singaporean singles, perhaps?" "Single Koreans may be discreet in not openly advertising the fact, but if asked, they won't deny it either," she said in a Facebook post yesterday at the end of the South Korean leg of her trip. "Starting early, proactively reaching out to meet new friends, openness to getting help, and having a relaxed attitude all seem to be the essential ingredients to enjoyable and successful dating. Can this style of dating help more Singaporean singles, perhaps?" Mrs Teo, who had been in South Korea since Sunday, visits Denmark next. USING DATING AGENCIES Single Koreans may be discreet in not openly advertising the fact, but if asked, they won't deny it either. Starting early, proactively reaching out to meet new friends, openness to getting help, and having a relaxed attitude all seem to be the essential ingredients to enjoyable and successful dating. Can this style of dating help more Singaporean singles, perhaps? MRS JOSEPHINE TEO, Senior Minister of State, who oversees population matters. Singaporeans and Koreans are marrying later in life, which has contributed to the low birth rates in both countries. In 2014, Singapore had a total fertility rate of 1.25 while South Korea's figure was 1.21. By encouraging dating, the hope is that more singles will pair up, tie the knot, and eventually have children. One way of doing so is through dating agencies, an industry which is well-established in South Korea. Its more than 1,000 dating agencies are found mostly in the capital Seoul, and it is not uncommon for parents to sign their single children up at these agencies. The largest agency, Duo, offers specialised services such as professional dating coaches and "couple managers", who counsel couples working on their relationship or who want to get married. More than 32,000 people have been married after meeting up through Duo - which sounds like the Korean word for "marry" - since it began operating in the mid-1990s. Mrs Teo visited Duo's headquarters in the glitzy Gangnam neighbourhood, which is frequented by celebrities and well-to-do Koreans, and which was made popular by Korean hip-hop artist Psy's 2012 hit song, Gangnam Style. Making reference to this, Mrs Teo said in her Facebook post: "Dating 'Gangnam style' may be deliberate but still fairly cheerful and relaxed, and very often aided by family, friends or professionals." In earlier comments to reporters during the visit, she said dating agencies in Singapore will need to take into account the local culture to be successful. For instance, Singaporean parents may be less keen than their Korean counterparts to pressure their children to date or to sign them up with a dating agency. One agency success story which Mrs Teo cited in her post is that of newly-married Ms Kim Minhye, 34, who is pursuing a PhD in sociology at the National University of Singapore and shuttles back and forth between Korea and Singapore. "I was very much into work and studying, and at some point, it just wasn't enough. I was looking for something more and wanted someone to share my dreams with," said Ms Kim of her decision to sign up with a dating agency in South Korea about two years ago. After uploading her profile, she was eventually matched with a bespectacled engineer who is four years older than her. Recounting how her Singaporean colleagues reacted when she told them that she met her husband through a dating agency, Ms Kim told reporters here: "Everybody looked at me really, really surprised. They said it's highly stigmatised in Singapore. "In (South) Korea, the stigma is still there, but not as much. Practically, there are no other ways to meet people, so we accept it. It's not that natural, but what can we do? We just choose to go and try." Ms Kim's parents were also surprised by her use of a dating agency, but she said they thought it was an innovative way for her to meet someone. Mrs Teo, who had been in South Korea since Sunday, visits Denmark next. USING DATING AGENCIES Single Koreans may be discreet in not openly advertising the fact, but if asked, they won't deny it either. Starting early, proactively reaching out to meet new friends, openness to getting help, and having a relaxed attitude all seem to be the essential ingredients to enjoyable and successful dating. Can this style of dating help more Singaporean singles, perhaps? MRS JOSEPHINE TEO, Senior Minister of State, who oversees population matters. Singaporeans and Koreans are marrying later in life, which has contributed to the low birth rates in both countries. In 2014, Singapore had a total fertility rate of 1.25 while South Korea's figure was 1.21. By encouraging dating, the hope is that more singles will pair up, tie the knot, and eventually have children. One way of doing so is through dating agencies, an industry which is well-established in South Korea. Its more than 1,000 dating agencies are found mostly in the capital Seoul, and it is not uncommon for parents to sign their single children up at these agencies. The largest agency, Duo, offers specialised services such as professional dating coaches and "couple managers", who counsel couples working on their relationship or who want to get married. More than 32,000 people have been married after meeting up through Duo - which sounds like the Korean word for "marry" - since it began operating in the mid-1990s. Mrs Teo visited Duo's headquarters in the glitzy Gangnam neighbourhood, which is frequented by celebrities and well-to-do Koreans, and which was made popular by Korean hip-hop artist Psy's 2012 hit song, Gangnam Style. Making reference to this, Mrs Teo said in her Facebook post: "Dating 'Gangnam style' may be deliberate but still fairly cheerful and relaxed, and very often aided by family, friends or professionals." In earlier comments to reporters during the visit, she said dating agencies in Singapore will need to take into account the local culture to be successful. For instance, Singaporean parents may be less keen than their Korean counterparts to pressure their children to date or to sign them up with a dating agency. One agency success story which Mrs Teo cited in her post is that of newly-married Ms Kim Minhye, 34, who is pursuing a PhD in sociology at the National University of Singapore and shuttles back and forth between Korea and Singapore. "I was very much into work and studying, and at some point, it just wasn't enough. I was looking for something more and wanted someone to share my dreams with," said Ms Kim of her decision to sign up with a dating agency in South Korea about two years ago. After uploading her profile, she was eventually matched with a bespectacled engineer who is four years older than her. Recounting how her Singaporean colleagues reacted when she told them that she met her husband through a dating agency, Ms Kim told reporters here: "Everybody looked at me really, really surprised. They said it's highly stigmatised in Singapore. "In (South) Korea, the stigma is still there, but not as much. Practically, there are no other ways to meet people, so we accept it. It's not that natural, but what can we do? We just choose to go and try." Ms Kim's parents were also surprised by her use of a dating agency, but she said they thought it was an innovative way for her to meet someone.

http://www.elitereaders.com/monica-lynn-men-pay-for-young-woman-to-travel-world-for-free/ what is your take? really no 'something' in return..... is it really free lunch afterall?.....

His parents want you to watch this video. 24 Sep 2015 - Michigan Man Jailed Over Traffic Fine Suffers 17 Days of Untreated Drug Withdrawal, Dies Naked on Cell Floor

work life balance is good if you can balance it in a fulfilling way. Not the entitlement that you want to leave on the dot, no weekend, good appraisal, high increment, and fair promotion opportunities. some may say the old days were over when people work late and weekend, and the older generation is outdated on what productivity means. Nevertheless, my concern was what has stated, instead of advocating too much on this until your kids seeing it as an entitlement (yah try telling them to do housework and they start giving you the same excuse of what you advocate), rather parents should teach their kids about hard work, perseverance, endurance and tolerant and not take things for granted. Not asking you to clock 60 hours a week with no life (but why not if you are single and work hard for the money!), I understand many will argue that there are still people working hard today, which i agree and it was also mentioned in the article even for someone in the 30s, different background groom different people. So when you have the balance but other is putting double effort, do not blame others who worker harder getting a better chance of promoting (including FW/FT) or things in life and you just sit there and whine THIS IS UNFAIR! (life is unfair that people dun have to work so hard yet get to enjoy but that is not an entitlement, probably luck!) This is just an old man view.