The Plight of Taiwan: A Generational Divide
This evening, I want to discuss a critical issue facing Taiwan: the widening gap between older and younger generations and its potential impact on the nation's future. While Taiwan is admired internationally, internal problems threaten its progress.
The "Hell-like" Environment of the Past
I've been reflecting on the older generation of Taiwanese, who I sometimes refer to as "from hell" not because they're bad people, but because they emerged from incredibly challenging circumstances. Their experiences shaped their worldview, which often clashes with the realities faced by young people today.
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The older generation persevered through hardship, leading to a perception that younger generations are weak or entitled ("strawberries").
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They may not fully grasp the difficulties confronting today's youth in a rapidly changing world.
A Disconnect from Reality
The issue lies in the fact that these older generations, who hold significant power in the economy and politics, seem disconnected from the struggles of younger Taiwanese. They may be aware, but their solutions are often rooted in outdated thinking.
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Conversations with older individuals often revolve around past successes, making it difficult for them to acknowledge current challenges.
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This disconnect creates a situation where policies and decisions are made without a full understanding of their impact on younger generations.
The Stagnation of Taiwan
This situation leads to a strange phenomenon: Taiwan is admired abroad, yet internally, progress is hampered by outdated mindsets. Like the emperors who established empires but ultimately contributed to their downfall, these older leaders might be inadvertently hindering Taiwan's future.
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While younger generations possess creativity and professional skills, they lack the power to effect meaningful change.
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Taiwan risks becoming a "warm-water frog," slowly succumbing to its problems without realizing the severity of the situation.
Case Studies: The Example of Changhua
My experiences in assisting second-generation companies in regions like Changhua have revealed troubling patterns. These companies, once successful, are now struggling due to the persistence of outdated practices.
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Bosses cling to concepts from 30-40 years ago, offering inadequate salaries despite the significant rise in the cost of living.
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They expect employees to accept the status quo without questioning or challenging authority, stifling innovation and progress.
The Consequences of Short-Sightedness
This focus on cost-cutting and control, while seemingly thrifty, ultimately undermines the long-term health of the companies and the well-being of their employees.
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Simple necessities, like office toilet paper, require the boss's personal approval, highlighting an extreme aversion to delegation.
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Promises made during interviews, such as company cars, are often retracted, leaving employees feeling misled and undervalued.
Collusion and Workaholism
Disturbingly, some bosses collude to suppress salaries across entire industries, limiting opportunities for talented individuals and forcing them to seek better prospects elsewhere.
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This anti-competitive behavior stifles innovation and discourages excellence.
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Many older bosses are also workaholics, demanding similar dedication from their employees, blurring the lines between work and personal life.
The Generational Divide in Family Businesses
This environment often discourages the next generation from taking over family businesses. The children of these bosses, witnessing the demanding and unfulfilling nature of the work, often choose to pursue opportunities elsewhere.
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Bosses often criticize their children for lacking the skills and drive necessary to run the business, creating a cycle of discouragement.
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This leads to a situation where successful companies lack succession plans and face an uncertain future.
The Homestay Paradox
A telling anecdote involves a homestay owner complaining about the unwillingness of young people to work for low wages, while simultaneously discouraging his own child from returning to take over the business because "it's not a job for people."
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This highlights the disconnect between the expectations placed on ordinary employees and the aspirations for their own children.
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It reveals a reluctance to create a work environment that is attractive and sustainable for future generations.
The Call to Action
These patterns paint a concerning picture of Taiwan's future. While the older generation built the nation, their current practices may be hindering its progress.
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I urge younger generations, especially those in family businesses, to step up and advocate for change.
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It's crucial to adapt and modernize practices to create a more sustainable and fulfilling work environment.
A Message of Hope
Ultimately, I encourage everyone to focus on making positive changes within their own sphere of influence, starting with their own departments or companies.
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While the older generation may be resistant to change, we can still create a better future through our own actions.
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We are not alone in our desire for change; many young Taiwanese share this vision, and together, we can work towards a brighter future for our nation.
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