A thread about Bill Maher: The Good, The Bad, and The UGLY!

brianlux

I'm glad I did menial work at times in my life, including cleaning dog kennels in a veterinary hospital, sweeping shop in a sign construction company, cleaning lab glassware in and distributing mail in a large manufacturing outfit, stocking cheap imported crap at a Cost Plus store, and the most difficult job of any I had, harvesting fruits and vegetables on a farm.  

Did I like doing those jobs?  Mostly not, some I strongly disliked, some I fucking hated.  Why am I glad I did them?  Because doing that work taught me to appreciate the value of the work and those who still do it.  And having those kinds of jobs motivated me to go back to school, finish my degree, work for and acquire my teaching credential, and as a result, found greater satisfaction working with students literally from kindergarten through freshman and sophomore college.  

After several years of teaching, I later went to work doing what I always wanted to do the most- work in the used book business.  It pays for shit, but I love it.  

And then a few months ago, one of the new owners of the bookstore (the one my wife had for 36 years and that I helped out with before she retired) called me and he nearly pleaded with me to come back to work a couple of hours a week.  Why?  Because the young adults he has managed to find work there part time don't last long and when they have worked, a number of them only want to sit behind a register and ring up the occasional customer.  Don't get me wrong- these are nice kids and I like them a lot.  They are growing up in a fucked up world I know that is a damn hard situation.  But look, I'm 74 fucking years old and I go in two hours a week and bust my ass and get ten times the work done.  I'm not exaggerating.  It's not because these kids suck.  It's because...  

...well, enough.  I'm sure you can figure it out.  

josevolution

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

More reason to keep the immigrants at least they want to work! American youth are lazy they expect to make 100k coming out of college for starters! 

gimmesometruth27

josevolution said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

More reason to keep the immigrants at least they want to work! American youth are lazy they expect to make 100k coming out of college for starters! 

many of them want to be influencers....

Lerxst1992

HughFreakingDillon said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

Bill said none of that. It was all little sound bites about how lazy and unwilling to work Gen Z is. They aren't unwilling to work. They're just pickier. They want a better work life balance than what was previously offered. And good for them. Most companies are adapting to that as a result. It's not just Gen Z. 

He said “  if factories return, who will do these tedious, low-paying jobs?” He is approaching that from an attack on trump, questioning his effort at creating new blue collar type jobs. The above comment is a summary of that job market. Plus yesterday I found you and the younger generation two million dollars in exchange  for a daily specialty coffee and subscriptions. You should be thanking me, cause that’s in US dollars. You are welcome.

HughFreakingDillon

Yay. Now I can buy a house today with my savings 40 years from now. Solid economics. 

HughFreakingDillon

brianlux said:

I'm glad I did menial work at times in my life, including cleaning dog kennels in a veterinary hospital, sweeping shop in a sign construction company, cleaning lab glassware in and distributing mail in a large manufacturing outfit, stocking cheap imported crap at a Cost Plus store, and the most difficult job of any I had, harvesting fruits and vegetables on a farm.  

Did I like doing those jobs?  Mostly not, some I strongly disliked, some I fucking hated.  Why am I glad I did them?  Because doing that work taught me to appreciate the value of the work and those who still do it.  And having those kinds of jobs motivated me to go back to school, finish my degree, work for and acquire my teaching credential, and as a result, found greater satisfaction working with students literally from kindergarten through freshman and sophomore college.  

After several years of teaching, I later went to work doing what I always wanted to do the most- work in the used book business.  It pays for shit, but I love it.  

And then a few months ago, one of the new owners of the bookstore (the one my wife had for 36 years and that I helped out with before she retired) called me and he nearly pleaded with me to come back to work a couple of hours a week.  Why?  Because the young adults he has managed to find work there part time don't last long and when they have worked, a number of them only want to sit behind a register and ring up the occasional customer.  Don't get me wrong- these are nice kids and I like them a lot.  They are growing up in a fucked up world I know that is a damn hard situation.  But look, I'm 74 fucking years old and I go in two hours a week and bust my ass and get ten times the work done.  I'm not exaggerating.  It's not because these kids suck.  It's because...  

...well, enough.  I'm sure you can figure it out.  

I understand where you’re coming from. My wife is in a management position that employs a lot of young people. She has many stories of young people who are entitled, lazy, bring their parents to interviews, etc. But she also has many success stories of young folks being driven, hardworking, and capable. 

Gen Z doesn’t hold the monopoly on shitty workers. There have been shitty workers as long as we got workers rights. I’m gen x, and a very hard worker. Yes, I was a dish pig making minimum for many years, but I also saw a lot of my fellow xers and and millennials some boomers who were lazy AF. 

Side bar: remember how everyone shit on millennials for YEARS at every turn until all of a sudden there was a new scapegoat in town? 

The difference as I see it today is some social stunting, which isn’t their fault, it’s helicopter parenting (my opinion, nothing but anecdotes to back it up) and switch out cigarettes and gossip for phones. 

brianlux

gimmesometruth27 said:

josevolution said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

More reason to keep the immigrants at least they want to work! American youth are lazy they expect to make 100k coming out of college for starters! 

many of them want to be influencers....

This is true also.  I know some very bright and energetic "Gen Z" kids.  They are the hope for the future.  

But I also agree with Jose that most of them are unmotivated and lazy.  See my example above is based on what I've observed over years not months.

Another example is our difficulty finding young people to help us old farts with tasks we find difficult to do.   The son of some friends of our who is both bright AND energetic.  He will do great things in his life because he is bright, well educated, and energetic.  He is currently available at times to do work and is highly sought out by my wife and I and our local peers to help us out, and we pay him well for his work, but nothing compared to the more technical career he is perusing, and it can be hard to line him up for work because he is one of very few young people we can find to hire for heavier yard work, lifting, etc..  

My advise to Gen X folks is to stay in shape and hope immigrant labor is still a thing 20 or 30 years from now because otherwise, the work probably will not get done.

The prof I worked with in the late 90s/early 00s told me all of this would happen.  She was right.  Boomers are having a hard time getting help.  When they get old, Gen X folks will very likely find the same to be true if not more so. 

HughFreakingDillon

Gen Z wanting to be an influencer is Gen X/Boomer version of be a famous actor or musician or millennials being a reality star. 

HughFreakingDillon

josevolution said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

More reason to keep the immigrants at least they want to work! American youth are lazy they expect to make 100k coming out of college for starters! 

Most college graduates hope to make a decent wage after getting their degrees. They don’t have the luxury of time like we did to save up for a down payment on a house. I lived in a nice apartment making minimum wage in the 90’s. That is impossible today. No matter how people try to spin that it’s their own fault for discretionary spending. 

brianlux

HughFreakingDillon said:

brianlux said:

I'm glad I did menial work at times in my life, including cleaning dog kennels in a veterinary hospital, sweeping shop in a sign construction company, cleaning lab glassware in and distributing mail in a large manufacturing outfit, stocking cheap imported crap at a Cost Plus store, and the most difficult job of any I had, harvesting fruits and vegetables on a farm.  

Did I like doing those jobs?  Mostly not, some I strongly disliked, some I fucking hated.  Why am I glad I did them?  Because doing that work taught me to appreciate the value of the work and those who still do it.  And having those kinds of jobs motivated me to go back to school, finish my degree, work for and acquire my teaching credential, and as a result, found greater satisfaction working with students literally from kindergarten through freshman and sophomore college.  

After several years of teaching, I later went to work doing what I always wanted to do the most- work in the used book business.  It pays for shit, but I love it.  

And then a few months ago, one of the new owners of the bookstore (the one my wife had for 36 years and that I helped out with before she retired) called me and he nearly pleaded with me to come back to work a couple of hours a week.  Why?  Because the young adults he has managed to find work there part time don't last long and when they have worked, a number of them only want to sit behind a register and ring up the occasional customer.  Don't get me wrong- these are nice kids and I like them a lot.  They are growing up in a fucked up world I know that is a damn hard situation.  But look, I'm 74 fucking years old and I go in two hours a week and bust my ass and get ten times the work done.  I'm not exaggerating.  It's not because these kids suck.  It's because...  

...well, enough.  I'm sure you can figure it out.  

I understand where you’re coming from. My wife is in a management position that employs a lot of young people. She has many stories of young people who are entitled, lazy, bring their parents to interviews, etc. But she also has many success stories of young folks being driven, hardworking, and capable. 

Gen Z doesn’t hold the monopoly on shitty workers. There have been shitty workers as long as we got workers rights. I’m gen x, and a very hard worker. Yes, I was a dish pig making minimum for many years, but I also saw a lot of my fellow xers and and millennials some boomers who were lazy AF. 

Side bar: remember how everyone shit on millennials for YEARS at every turn until all of a sudden there was a new scapegoat in town? 

The difference as I see it today is some social stunting, which isn’t their fault, it’s helicopter parenting (my opinion, nothing but anecdotes to back it up) and switch out cigarettes and gossip for phones. 

My parents generation (G.I. Generation) were the last truly hard working generation.  They taught some of us boomers to be good workers but generally, boomers were not as ambitious (not to brag, but I have "hauled ass", "hit the grindstone", and "humped loads" forever).  My observation is that each following generation has become increasingly weaker, lazier, and less motivated.  I would love to be proven wrong on that, but I doubt it will happen.  

HughFreakingDillon

Well the ultimate goal of a progressive society is to make life easier for those that come after us. Will some take advantage? Of course. I just can’t get on board with this shitting on entire generations stuff. It’s too easy to do without delving into the differences in circumstances between generations and social and technological and economic change. 

HughFreakingDillon

Anyway, this forum and society in general is too much like what this guy describes. I’ve grown weary of it. 

https://youtu.be/nFfXmgOhrYk

Halifax2TheMax

HughFreakingDillon said:

Well the ultimate goal of a progressive society is to make life easier for those that come after us. Will some take advantage? Of course. I just can’t get on board with this shitting on entire generations stuff. It’s too easy to do without delving into the differences in circumstances between generations and social and technological and economic change. 

* The following opinion is mine and mine alone and does not represent the views of my family, friends, government and/or my past, present or future employer. US Department of State: 1-888-407-4747.

The fourteenth-century Arab philosopher Ibn Khaldun puts the proposition as simply as it can be put: The first generation retains the “desert qualities” of toughness and savagery, its members “brave and rapacious,” fierce in their religious belief, accustomed to privation and to “sharing their glory with one another.” The second generation, softened by prosperity and luxury, allows its conquering energies to atrophy. Wealth accumulates, men decay, and the will to act gives way to the wish to be cared for. The third generation sinks into narcissism, cynicism, and stagnation, its moral ideal a distant and sentimental memory, its politics increasingly corrupt, the administration of its laws increasingly unjust, and an ever-expanding distance between the have-nots and the haves. Worship of celebrity replaces reverence for divinity. What is moral is what makes a profit; what makes a profit is moral.

Lerxst1992

HughFreakingDillon said:

josevolution said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

More reason to keep the immigrants at least they want to work! American youth are lazy they expect to make 100k coming out of college for starters! 

Most college graduates hope to make a decent wage after getting their degrees. They don’t have the luxury of time like we did to save up for a down payment on a house. I lived in a nice apartment making minimum wage in the 90’s. That is impossible today. No matter how people try to spin that it’s their own fault for discretionary spending. 

When Ten started domination of the radio waves, minimum wage was $3.80 and average rent was about $900.

Min wage here is now $16.50 (increase 430%) so that would correlate to $3900 rent now. 

That’s absolutely not terrific but not exactly not comparable to when the fab five sported long hair and weird hats.

and I found the kiddies two million bucks per. So that’s four big ones for a married couple. Less coffee and takeaway meals. The reality lies somewhere in the middle so let’s not blow up this incredible financial system for free day care and buses, outside of those in need. Plus the opportunities in the trades are incredible now. And that comes without college loans.

gimmesometruth27

HughFreakingDillon said:

Gen Z wanting to be an influencer is Gen X/Boomer version of be a famous actor or musician or millennials being a reality star. 

could you imagine some of us actually being influencers? lmao

Halifax2TheMax

Lerxst1992 said:

HughFreakingDillon said:

josevolution said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

More reason to keep the immigrants at least they want to work! American youth are lazy they expect to make 100k coming out of college for starters! 

Most college graduates hope to make a decent wage after getting their degrees. They don’t have the luxury of time like we did to save up for a down payment on a house. I lived in a nice apartment making minimum wage in the 90’s. That is impossible today. No matter how people try to spin that it’s their own fault for discretionary spending. 

When Ten started domination of the radio waves, minimum wage was $3.80 and average rent was about $900.

Min wage here is now $16.50 (increase 430%) so that would correlate to $3900 rent now. 

That’s absolutely not terrific but not exactly not comparable to when the fab five sported long hair and weird hats.

and I found the kiddies two million bucks per. So that’s four big ones for a married couple. Less coffee and takeaway meals. The reality lies somewhere in the middle so let’s not blow up this incredible financial system for free day care and buses, outside of those in need. Plus the opportunities in the trades are incredible now. And that comes without college loans.

* The following opinion is mine and mine alone and does not represent the views of my family, friends, government and/or my past, present or future employer. US Department of State: 1-888-407-4747.

Your maths is fuzzy. My AI tells me that federal minimum wage in 1991 in the US was $4.25 for non-tipped employees and remained so for 5 years. Regardless, no one was renting a “nice apartment” on an annual salary of $7,940 for full time work at NY State minimum wage of $3.80, which went up to $4.25 on April 1st, particularly as average rent in NY State for a studio apartment was $659.00 and a one bedroom was $1,078.00. A one bedroom in NYC was $1,475.00. Wages are pre-tax.

At your current minimum wage of $16.50 for NYC, LI and Westchester County, annual salary for a 40 hour week is $34,320. Average monthly rent for those three areas is $4,048. Fuzzy math is great, particularly if you like being evicted.

AI also tells me that the average “trades” wage in NYS is $25.37 or $52,769 annually for a 40 hour week. Average rent in NYS is $2,327. 53% of pre-tax salary goes to rent (general rule of thumb is that housing costs shouldn’t exceed 30-33% of gross income). Some existence. You’d be lucky to find a landlord willing to rent to you on that salary.

But let’s not tax the billionaires on billionaires row who buy $200M apartments so the minions can ride the bus or put their kids in daycare. But hey, I hear there’s also lots of jobs picking crops and no skills required.

Lerxst1992

The minimum wage in nyc went up 430% during that time frame. The math is fine. Minimum wage was used because that’s the anecdote I replied to. Their story used minimum wage as an example.


edit, and the “nice apartment” was also taken directly from the other commenters anecdotal story. Good grief, read the entire content thread before performing theatrics trying to disprove facts. And I literally said that couldn’t be done here in nyc.

cincybearcat

HughFreakingDillon said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

Bill said none of that. It was all little sound bites about how lazy and unwilling to work Gen Z is. They aren't unwilling to work. They're just pickier. They want a better work life balance than what was previously offered. And good for them. Most companies are adapting to that as a result. It's not just Gen Z. 

Based on what I read there, it seems like Gen Z is pretty stupid.

Gern Blansten

cincybearcat said:

HughFreakingDillon said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

Bill said none of that. It was all little sound bites about how lazy and unwilling to work Gen Z is. They aren't unwilling to work. They're just pickier. They want a better work life balance than what was previously offered. And good for them. Most companies are adapting to that as a result. It's not just Gen Z. 

Based on what I read there, it seems like Gen Z is pretty stupid.

Is it because they are GenZ or maga?

HughFreakingDillon

cincybearcat said:

HughFreakingDillon said:

Lerxst1992 said:

Robots busy doing other things is actually quite funny.

Are employers having difficulty filling skilled manual labor jobs ? Nope, the centrists are “proven wrong” yet again. Easier to see some low effort Facebook post mocking him and think the centrists are lying yet again.  Back to the google machine…
…

“Manufacturers are struggling to fill roles primarily because their job offerings and internal culture often fail to align with Gen Z's core career expectations. The struggle centers on three main areas: outdated perceptions, lack of clear growth, and inflexible work models.  

Here are the key reasons manufacturers are struggling to attract and retain Gen Z:

1. Outdated Perceptions and a Poor Brand Image

• "Dirty, Dark, and Dangerous" Stereotype: Many Gen Z job seekers, and the educators and parents who influence them, still associate factory jobs with the industrial era—outdated, physically demanding, and low-tech.  

• Failure to Modernize the Narrative: Modern manufacturing environments are often clean, high-tech, and involve robotics, automation, and digital tools. However, manufacturers have struggled to effectively showcase this reality, making them less visible and appealing than tech or finance industries.  

• "Low-Skilled" Misconception: Gen Z often believes factory work is low-skilled grunt work that will not lead to a financially secure or innovative career.  

2. Lack of Clear and Fast Career Development

• No Clear Career Pathways: Gen Z highly values continuous learning and career progression. Many entry-level manufacturing roles are specialized and feel like "static roles" with repetitive tasks and no clear, visible path to advancement (e.g., from production worker to technician to manager).  

• "Skills Loyalty" vs. "Employer Loyalty": This generation views jobs as stepping stones for skill-building. If they are not learning new, transferable skills quickly enough, they will "job hop" to the next opportunity, leading to high turnover in the industry.  

• Outdated Training: Many factories still rely on traditional, manual-based, or slow onboarding processes that do not engage a generation accustomed to learning via digital platforms and video (like YouTube).  

3. Inflexible Work Models

• The On-Site Requirement: Factory jobs, by their nature, require employees to be on-site. Gen Z, which entered the workforce during a period of remote work expansion, places an extremely high value on flexibility and work-life balance. The necessity of a fixed, on-site schedule is a major deterrent compared to white-collar jobs.  

• Lack of Empathetic Leadership: Gen Z seeks transparent, collaborative, and inclusive work environments with "caring leaders" who understand their needs. Manufacturing's traditional, rigid, and hierarchical management structures can often create friction and lead to disengagement.

4. Financial and Educational Barriers

• Cost of Training: While skilled trades are appealing, a significant portion of Gen Z cites financial barriers to training as a major obstacle to pursuing careers in fields like manufacturing.

• Pay Perception: Although data may show entry-level manufacturing pays competitively, many young people still believe these jobs pay less than the overall entry-level average, making them hesitate to apply.

https://www.supplychain247.com/article/gen-z-avoiding-manufacturing-jobs

.

Bill said none of that. It was all little sound bites about how lazy and unwilling to work Gen Z is. They aren't unwilling to work. They're just pickier. They want a better work life balance than what was previously offered. And good for them. Most companies are adapting to that as a result. It's not just Gen Z. 

Based on what I read there, it seems like Gen Z is pretty stupid.

WTF