hard time
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From: Big Box suburb, IL
Originally Posted by Savedsol,Feb 15 2011, 02:18 PM
We're wired for instant gratification. Trying to teach a 20year old about retirement savings and the magic of compound interest is usually pretty futile. Not the next but certainly a forseeable economic crisis will come when Gen X/Y look to retire and realize they didn't save enough and no one wants to hire a 50/60/70 year old.
That means there's less supply of 20-somethings to take jobs in the states; which leaves me to compete against labor in other countries. Hopefully come 55 or 60, I'm working only for the hell of it....maybe my kids will be pop stars or actors or financial wizards for the big banks (now that's where the REAL money is at). They'll retire me to a nice place in Monterey or Carmel, near Laguna Seca.
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From: Big Box suburb, IL
Harry, it's a leftover sentiment from the workforce of the 70s. When that person of that generation went to work for an employer, it typically was for his/her whole career.
Hiring in a 40, 50, or even a 60 year old back then didn't give the oppt'y for the employer to mold the employee for 20 or so years (20 to 40) and then get productive management output from the same person from 40 to 60 years of age. Hiring in someone who what 40+ was typically undesirable back then.
Unfortunately, that's a left over trait in today's workforce that's managed by a more senior leadership.
The workforce that's managed by early Gen-X'ers doesn't see the value of hiring in an experienced 50+. Assumptions that are generally made are that older folks don't change to new ways of doing business easily, they don't work with women nicely, they don't take kindly to a cross/multi cultural workforce, they take longer to learn technologies needed in today's business processes, they refuse to use certain technologies, they cost more, they are more of a risk, they are harder to manage when the superviser is considerably younger, and so on.
Hiring in a 40, 50, or even a 60 year old back then didn't give the oppt'y for the employer to mold the employee for 20 or so years (20 to 40) and then get productive management output from the same person from 40 to 60 years of age. Hiring in someone who what 40+ was typically undesirable back then.
Unfortunately, that's a left over trait in today's workforce that's managed by a more senior leadership.
The workforce that's managed by early Gen-X'ers doesn't see the value of hiring in an experienced 50+. Assumptions that are generally made are that older folks don't change to new ways of doing business easily, they don't work with women nicely, they don't take kindly to a cross/multi cultural workforce, they take longer to learn technologies needed in today's business processes, they refuse to use certain technologies, they cost more, they are more of a risk, they are harder to manage when the superviser is considerably younger, and so on.
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Joined: Apr 2007
Posts: 879
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From: Rockford illinois/Las Vegas
Originally Posted by sw05s2k,Feb 15 2011, 07:31 PM
I don't think this is true for all industries/jobs, but there is a fear for some in hiring older people, I have no clue why.
All of my employees are older than me, I actually prefer it this way, they tend bring a real sense of appreciation of the job, a lot of the younger people have an entitlement type mentality. I've had college grads work for me in the past, they've been intelligent, sure, but they have zero real world experience and it shows very quickly, especially in a business you can't bs your way through.
My best employee to this day was hired on in his late 50's and he stayed with us until he retired at 67. I still miss his him and his work ethic daily.
Not all of us are scared of old people, Harry.
All of my employees are older than me, I actually prefer it this way, they tend bring a real sense of appreciation of the job, a lot of the younger people have an entitlement type mentality. I've had college grads work for me in the past, they've been intelligent, sure, but they have zero real world experience and it shows very quickly, especially in a business you can't bs your way through.
My best employee to this day was hired on in his late 50's and he stayed with us until he retired at 67. I still miss his him and his work ethic daily.
Not all of us are scared of old people, Harry.
But I've always put bills before any form of entertainment or luxury. I believe I can show for that with my lack in the social aspect.
I am more then ecstatic that I've been able to see and read this many postings on a subject based on wants and needs.
In any case, lingering in the FI section, it is not in my best interest to go near turbo or supercharger.
Yes, the CBR 600RR was a great choice for a want and a trick to need. Gas prices hit nearly $4 a gallon and the bike got me 49 to the gallon. Although, it is a seasonal vehicle that was sitting alongside yet another seasonal vehicle (S2000). That and people don't watch out for bikes too much, I've experienced that first hand.
My focus at this point should be a more fuel efficient vehicle. To my luck, spring and summer will arrive and soon after a paid off car.
I should sell the truck in the summer before the weather turns and opt for a more fuel friendly DD.
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