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https://www.channelnewsasia.com/commentary/work-life-balance-covid-19-hybrid-remote-great-resignation-wave-jobs-2682751 Many of us hold on to work-life balance as an ideal, without acknowledging the blood and sweat that make it possible in the first place, or how it’s not always feasible in our circumstances, says business writer Keith Yap. SINGAPORE: Since the COVID-19 pandemic began, working norms, especially in knowledge-intensive industries, have changed forever. Many of us have become skilled practitioners of working from home, attending Zoom Meetings with smart tops and pyjama bottoms, and eating lunches with Netflix instead of co-workers. In light of other trends like employees reconsidering their priorities and quitting their jobs, the narratives surrounding the future of work has percolated into online discourse. From TikTok to Harvard Business Review, the Internet is replete with advice on navigating this brave new world after the pandemic. While narratives about work are varied and fragmented, the motif of workers' burnout remains consistent. As offices in Singapore fling their doors open to welcome back all workers, many are pushing back against burnout in favour of pursuing work-life balance. Many of us visualise a seesaw when thinking about work-life balance, with the ideal of work and life on both ends perfectly level. It’s a zero-sum game and our language reflects any perceived imbalance – work “eats into” our weekends, we worry about "sacrificing" careers if we have kids and take parental leave. The hypothetical employee who’s achieved the coveted work-life balance looks like this: They enjoy autonomy in their professional life. They work a remote job, log in at nine, be ultra productive and go offline at six, commuting to the office only twice a week. They can reject all work communication outside of those hours. The rest of their time is protected for better pursuits, dedicated to dabbling in the guitar, cooking risotto for the family and catching up with pals every week. JOB MOVEMENTS AREN’T ALWAYS LIFESTYLE UPGRADES But a closer look reveals two key problems. First, a rigid conceptualisation of balance assumes such a lifestyle is immediately attainable for everyone, especially more junior employees. The Great Resignation Wave should not conceal the fact that many workers are leveraging the moment to move up in the same industry to get higher pay and more flexible work arrangements. But to make such moves, workers need bargaining power. They do this by spending most of their waking lives for years honing their craft, developing an edge to differentiate themselves in a crowded labour market. If workers at the beginning of their career prioritise flexibility and autonomy, they will end up compromising on picking up and perfecting skills required for career progression. Granted, one can reject the prospect of sprinting up the corporate ladder and trade progression for flexibility. This trade-off is laudable for some but impractical for others. However, current discussions assume job movements are unconditional lifestyle upgrades, without acknowledging the blood and sweat that made them possible. And with the new slate of responsibilities, the exigencies of work might mean compartmentalising work and life becomes even more challenging for all but the most senior roles. COMPANIES CAN’T ALWAYS PROMISE WORK-LIFE BALANCE With the spotlight on employee well-being, companies are embarking on more initiatives like offering mindfulness workshops or meditation apps, even giving employees mental health off days. Workers point out such efforts do not address the root cause of burnout: Exhausting work conditions. More are calling on corporate leaders to re-examine working hours and their expectations of employees. But here lies the second problem: Despite the best efforts of employers, the realities of work often make it difficult for companies to promise work-life balance. Any seasoned worker knows projects often take more time than expected and are prepared to work overtime to meet deadlines. The inconvenient truth is that a company exists for-profit and must outperform competitors. Thus the paradox of work-life balance is two-fold. To provide it indiscriminately, the company risks compromising its mission. To pursue it indiscriminately, the worker risks compromising career progression. EMBRACING WORK-LIFE RHYTHM INSTEAD It might be high time to discard the term “work-life balance” and that mental image of a seesaw. Let’s embrace instead the pursuit of a healthy “work-life rhythm” - a rhythm that moves with need, alternating between periods of hard work and deep rest over time. This can facilitate professional development and organisational growth while alleviating worker burnout. During periods of hard work, the worker is focused on project completion and will expect an intense workload. This could mean working past office hours regularly or even burning the midnight oil on some occasions. In return, companies can guarantee a minimum of work-free hours (such as weekends or mass block leave) so workers can tend to their personal lives. Conversely, professional obligations would be kept to an absolute minimum during periods of deep rest. During a company-wide lull, staff don’t have to worry about lingering work responsibilities, and can take on new hobbies or go on extended vacations. This would mark a divergence from our current practice of leaving workers to manage their leave schedule. Wouldn't we feel a nagging pang of guilt if we scooted over to Bali while our colleagues were working, even when we intuitively know there is not much to do? Conversations on work-life rhythm aren’t yet mainstream, though proponents compare it to seasons. Just as there are seasons for planting, harvesting and resting, we go through life phases where we can give our all to work – whether it’s building a business or designing a product – and where we must dedicate ourselves to family. Beyond the debate whether we should shift towards four-day work weeks, perhaps we should also be talking about 10-month work years. A GREATER APPRECIATION OF LIFE WITH EXTENDED PERIODS OF REST As a healthy work-life rhythm will benefit Singapore greatly, the Government can take the lead, as it has done so by calling for flexible work arrangements to become a permanent feature. The Government can continue actively engaging industry players through incentives and dialogues to shape better work norms. At a national level, such a work-life rhythm creates a society where no one is compelled to work laboriously throughout the year. It could empower more individuals to devote their spare time to work of public importance such as volunteering, political participation and the arts. Other more career-minded ones would improve their skills to be more productive at work. Most importantly, there will be a greater appreciation of life with extended periods of relaxation. We can focus on our family and friends, which goes a long way in countering burnout, cynicism and angst. COVID-19 has forced us to re-imagine the future of work. It might be time to retire the pursuit of the ever-elusive work-life balance. After all, isn't the whole point of a seesaw to enjoy the alternating rhythm of ups and downs instead of always toiling to balance ourselves perfectly?

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.

Went for servicing today and workshop guys told me they can't balance one of my rear wheel, probably faulty (warp). Didn't know our sg roads is so smooth till I can warp it from normal driving Can't rotate the wheel to the front since they say alignment will be off. Anyone know if theres a good and reliable place to check if the rims is really warped and probably repair it? Can't tell if theres any warping with my naked eyes. Went to a couple of shops like stamford and they can't do anything about it. If need to replace, I need to find a shop thats willing to import just 1 rim sigh. Thanks in advance.

Is the HDB housing loan a reducing balance loan? If so, how is the monthly instalment amount calculated? I understand that if the monthly instalment is X, then X = Y+Z where Y goes toward principal and Z toward interest. Over time, X remains constant but Y and Z will change. How is X determined? How are the proportions of Y and Z determined? attached: example using CPF website calculator

This is what i was trying to stress in previous thread, many of us can choose to slow down, but if the whole country is slowing down to have the work-life balance, who is going to cheong out there to make sure the economy continue to perform and sustain? Fortunately there are still ambitious young graduates (despite some strawberry) who are hardworking. On the other hand, we also see many members acknowledge the trade off (income vs time) at personal level, but at the national level, things will not be good. Dun turn this into bashing, we can discuss about your personal choice and the trade off.

Even a small and lite feather is very important https://www.youtube.com/watch?v=-KVPA-9hofw

OMG, the 3-day work week sounds so nice; but 11 hour days, hmm http://www.nzherald.co.nz/business/news/article.cfm?c_id=3&objectid=11339918&ref=nzh_tw MEX Billionaire urges three-day work week Mexican billionaire also says people should work 11 hour days until they turn 75. The world's richest man is calling for a radical overhaul of our work-life balance that would see people at their jobs for just three days a week. Carlos Slim, the Mexican telecom tycoon worth over US$80 billion ($101 billion), also believes people the typical working day should last 11 hours instead of eight and that the retirement age should be increased to 75. "You should have more time for you during all of your life - not when you're 65 and retired," he told CNNMoney. The 74-year-old billionaire first raised the idea at a conference in Paraguay during the summer when he called for "a radical overhaul" in people's working lives. He believes the concept would not only re-invigorate how we live, but be positive for the economy and financial markets. "With three work days a week, we would have more time to relax; for quality of life," he said. "Having four days [off] would be very important to generate new entertainment activities and other ways of being occupied," he told the conference. While machines should operate 24 hours a day and services should work as much as possible, Slim said people deserve more time for entertainment, family and to train for better jobs. "It's a society of knowledge and experience. You have better experience and knowledge when you are 60, 65 and 70," he said. Slim wasn't clear if wages should stay the same or decrease to reflect less time on the job. He declined to throw his weight behind recent calls for workers to get paid higher wages though. He conceded prices may have grown faster than wages, but he believes salaries will rise along with stronger growth, increased productivity and technological advances. "I am sure it will happen," said Slim, although he conceded he's not exactly sure when. To a certain degree, Slim has been applying this train of thought to his own businesses for years. Slim's phone company Telmex has implemented a system where workers on a collective labour contract who joined the company in their late teens can retire before they reach 50, and can continue to work for full pay four days per week. Slim also applies this philosophy to his own work life and is still active as a businessman at 74. He also maintains a life full of hobbies, such as art collecting. He opened the Museo Soumaya, an art museum dedicated to both his love for art and religious relics as well as the memory of his late wife, Soumaya Domit.

Anybody applying ? Which area? Just want to check what is the buying sentiment on the ground. Or is it better to buy resale given the rather high price of the new balance flat, plus the resale levy. The attraction is of cos the short waiting time and also is available in mature estate.

Ok two days back my maid came running to me.............the fan had stopped turning again...........the last time I sprayed some WD40 and it lasted for 2 months............this time ran out of WD40...........so I put afew drops of my balance engine oil............and it started to turn as new.... and so.........idea came to my mind...........I poured some engine oil into a spray container given by NEA (my area now hotspot lor).....and went around spraying on metal joints at home.............better than using WD40..........smooth smooth.... so for those with balance engine oil .............don't throw away............use it as household lubricant and save the money buying WD40........ those who do servicing at WS.........take back the balance of the engine oil......................don't let them sell those balance oil to others.............you paid for the oil after all...............and save some money on that can of WD40........ hope this idea can help make full use of balance engine oil........ [laugh] this is the 30ml bottle from NEA which I use to contain my engine oil spray...........

http://www.singstat.gov.sg/statistics/brow...ance_sheet.html Population of 5.3 mil with ... 305B in cash & deposit and 14B in CPF ... Total mortgage liablity is 197B... Like that hdb very difficult to come down to realistic level..

In a fast-pace society where we are constantly reminded of the need to strife hard to in order to bring home the bacon, I guess not many of us take heed of or truly have the luxury to embrace the concept of work-life balance... From ST Forum: http://www.straitstimes.com/premium/forum-...g-life-20130308 Don't let work get in the way of enjoying life BUDGET 2013 set out strategies to achieve quality growth and an inclusive society. However, the issue of work-life balance does not seem to be addressed. Incentives have been rolled out for workers to travel to work earlier to avoid the peak-hour crowds. But why should they do this when they cannot be sure of leaving the office earlier to spend time with their family and friends? They would ultimately end up spending more time in the office than before. Almost every working individual now has a smartphone synchronised to his work e-mail account, so he can check his e-mail messages any time and anywhere, even while on vacation. If someone does not do likewise, does that make him a less productive worker? Singaporeans seem almost afraid to go home on time after work. It is as if a hard-working employee is one who stays past the official working hours. In a poll by Jobstreet.com last year, nearly nine out of 10 workers surveyed worked beyond their official hours; 70 per cent chose to complete unfinished work in the office while the remaining 30 per cent brought work home. It also found that only 30 per cent of the respondents claimed that their companies had initiatives in place to promote work-life balance. More worryingly, 45 per cent indicated that their companies' work-life balance policies were just for show. The mentality of needing to be the first in the rat race has affected work-life balance here. Singaporeans have been taught the importance of doing well in school, so they can find a good job that would allow their families to live comfortably. Perhaps it is the fear of losing their rice bowls during the economic downturn that results in workers putting in many more hours at work to prove their worth. We should remember that productivity comes from working smart, not working hard. I urge the Government to introduce more compulsory measures for companies to achieve a better work-life balance. Everyone should also remember to take the time to do the things they love and not miss out on life's little pleasures. Donovan Chee Kwok Hoe

Work-life balance is something good-to-have and by all means introduce it island-wide if possible. But in view of the hectic schedules most of us have, it is not easy to achieve in reality even if our employers are open to it. Ultimately one must decide what is more important: to strike a good balance by seeking a less-stressing i.e. less-paying job or be adverse to the whole concept and continue slogging till you get what you want? From CNA: http://www.channelnewsasia.com/stories/sin...1234058/1/.html S'poreans unable to enjoy work-life balance: survey Posted: 29 October 2012 1112 hrs SINGAPORE: Workers have identified overloading of work and high-pressure deadlines as the main reasons for not being able to achieve work-life balance in Singapore. A recent survey on work-life balance in Singapore found that nearly nine out of 10 workers surveyed worked beyond their official hours. Beyond working hours, 70 per cent chose to complete unfinished work in the office while the remaining 30 per cent chose to bring work home. The survey by recruiter Jobstreet.com also found that only 30 per cent of the respondents claimed that their companies had initiatives in place to promote work-life balance. 45 per cent indicated that their companies pay lip service to work-life balance with policies in place just for show. Respondents suggested corporate tax relief and enforcement of policies as steps that the government can take to encourage more companies to promote work-life balance at the workplace. About 650 workers and 135 employers participated in the survey that was conducted in September. - CNA/xq

, since we always use up OA, most people will probably have more in their MA

2 days for each group and 1 Jan, 1 May and 9 Aug for all. If any group want to increase 1 more day, then other also need to do so, we will get 15 days can each group come out with one more? Chinese is easy Mooncake (中秋), 端午, 清明....

If say I upgrade my 185/65/R15 Sports to 205/50/R16.. Do I need to do balancing? Or anything else to it? Cuz I plan to just change the rims over. Thats all. If need to do anything else, what is the recommended place?

Hi bros, can anyone help to recommend any place to do the above. Preferably around Bukit Merah area. The shell petrol station service workshop charges $27. The previous rotation cost me $10 but too bad the mechanic no longer working there. Many thanks

Anyone bought the above? Distributed by a company called Grounded Intl. Similar to those magnetic bracelets, but these use 2 silicon chips. Purportedly helps you balance better woh.

http://powerbalancewristband.blogspot.com anyone interested? 1. Dystopia 2. 3.

I am still confused since the day the banks implemented this scheme. if balance is less than $500, there will be a charge of $2. How do banks define avg daily balance? using nov 2009 as example, is it (30 days of flutuating daily balance / 30 days) = avg daily balance? Can give some example?

feel like paying off balance of car loan so as to save some interests. Original loan liability: 30K loan over 36 months; applied interest rate 2.85%; effective interest rate 5.7256% total interest to be paid over 36 months = 2,565 Current liability: Loan period outstanding: 20 months Monthly repayment for 19 months: 905 (inclusive of 71.25 interest) Final monthly repayment : 890 (inclusive of 71.25 interest) If i opt to pay off this 20 months balance one-shot, according to the Hong Leong Finance agreement, the payable balance will be computed as " rule of 78 less 20%". Does anyone know what this means? Can anyone also help me to compute the amt that i need to settle one-shot using this rule? thanks

Wed Dec 12, 2007 6:27pm EST By Anthony J. Brown, MD NEW YORK (Reuters Health) - During the last weeks of pregnancy, many women become so large in the middle that they look as though they might tip over. But through evolutionary processes, nature has devised a way to keep them upright on their sometimes swollen feet. In a new study, U.S. researchers show how the lower spine in females has evolved to support the obstetrical load experienced by species that stand upright on two feet, so that the center of balance is repositioned over the hips. "Most previous studies on the evolution of how human mothers have accommodated pregnancy have focused on the pelvis and the problems of birthing; this is the first study to look at how mothers cope with the considerable challenges of stabilization while they are pregnant," senior author Dr. Daniel E. Lieberman, from Harvard University in Cambridge, Massachusetts, told Reuters Health. The normal curvature of the lower spine helps position the trunk above the hips in humans, thereby stabilizing the upper body over the legs, according to the report in the issue of Nature. Pregnancy, however, complicates matters as the weight shifts forward. In their study, Lieberman's team shows how over time the lower vertebrae in human females have become reinforced to allow the exaggerated curved position of the spine assumed by pregnant women when they are standing upright. This position allows the trunk's center mass to remain above the hips. By studying fossils of Australopithecus, the researchers found that these vertebral changes actually preceded the evolution of Homo sapiens. "For me, the biggest surprise was that we can see this maternal adaptation in the fossil record so far back," Lieberman said. "It makes sense that evolution would have favored mothers who were better at coping with these demands, but I didn't expect the fossil record would be good enough to yield such evidence." In future studies, he added, "I think we need to look more at the costs of this adaptation and how it relates to the back problems that so many of us regularly experience." SOURCE: Nature, December 13, 2007.

Civil servants shd have better work-life balance since usual working hrs is from 9 am to 5 pm? so is this still required ? By Dominique Loh, Channel NewsAsia | Posted: 24 July 2007 1723 hrs Photos 1 of 1 SINGAPORE: Civil servants can look forward to a better work-life balance. An advocate and ambassador will be appointed in every public sector agency to help find the middle ground between the two worlds. The "happy worker is a good worker" mantra is now being fully embraced by the government. And it is going beyond its five-day work week policy introduced three years ago. Teo Chee Hean, Defence Minister and Minister In Charge of Civil Service, said: "The Work-life Advocate will by its very name be a champion for work-life and pro-family measures. "He will take steps to ensure that work-life policies are in place, and more importantly that these policies work for the employees as well as the organisation. "To signal the government's commitment, the Deputy Secretary of the Ministry will be the Work-Life Advocate." Said Sim Gim Guan, Work-Life Advocate, Ministry of Information, Communication and the Arts, "There are many aspects, depending on which stage they're in, especially for the new grads who are joining us. "One of the things that we want to look at is providing opportunities for them to socialise, within the ministry as well as the rest of the stat boards." International human resource experts say there are several emerging trends when it comes to work-life balance. The first is the aging workforce. This is a global trend, not unique to just Singapore. Here, Singapore scores well for its policies in hiring older workers. The second is the increasing role of women in the workplace. The Employer Alliance, a network of companies committed to enhancing work-life integration, notes more businesses have taken the lead to make the work environment more pro-family. Men are now also demanding such policies. Having these policies means a more competitive edge. Said Claire Chiang, Chairperson, Employer Alliance, "As a parent, they are worried. So they would like, maybe, a work design, where they can have some hours at work, some hours at home, or they can work at home. "This way, they can give the best to both and it is possible with enabling technology. Companies have shown such examples. They have not had a drop in productivity, but have in fact shown overall enhancement of work performance." "One thing that Singapore can learn... look at the European Union, the US experience, other countries and look at what is the relationship between individual businesses and what the government can set the pace for," said Arlene Johnson, Vice President, WFD Consulting. HR experts say there are 25 years worth of research in work-life balance that Singapore can tap into, when implementing the many options available. - CNA/yy

Dear all, Just for curosity, does anyone know how to calculate the remaining bank loan of the following car? Bank Loan = $58k Interest Rate = 2.3% Date of Registration = 28 Jun 2004 Loan Period = 120 months Monthly installment = $595 If I chose to de-register my car on 31 Aug 2006, the following are the info: OMV = $13591 PARF Rebate = $13251 COE Rebate = $19084 What will be the amount$ loss that I will have to bear?

may i know where can do high speed wheel balance? cos my pedal n steering wheel vibrates whenever travelling at 90km/hr n above. any place to recommend near corporation rd or alexandra??? thks

After driving for one and quarter year on skoda fabia, did my first wheel rotation and balancing. It the process found a nail stuck in the middle of my tyre, and had it patch repaired. Mileage driven was 12,800km only. For info The front pair went to the rear and the rear pair move forward (tyre rotation). I always recommend balance all four wheels. The punctured repair was done the correct way, that is removed the tyre from the wheel and patch from the inside and then installed back the tyre on the wheel and balance it. I did mine at Southern tyre along Upper Bukit Timah, Woodland and Bukit Panjang junction. It cost me $40 total. A bit expensive but workmanship was up to my satisfaction. No problem with steering wheel vibration or whatever, even though the tyres were swapped. IMO not all tyre shop are the same, and the impressive one does not mean the best one. I once recommended a brother from the toyota section to check it out there, thinking that it was cheap but it turn out a bit expensive also. Don't know whether he reads this part of the forum or not. Wander his vibration cured or not. If quality work is your primary concern and not price, u can check it out yourself.