Full Show Podcast: 12 November 2024

Episode Transcript
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Speaker 1 (00:09):
You're listening to a podcast from News Talks'd be follow
this and our Wide Ranger podcast now on iHeartRadio.

Speaker 2 (00:16):
Hello you great new centers, and welcome to the Mattin
Tyler Afternoons podcast for the I'm gonna say What is
the date today?

Speaker 3 (00:26):
Funny you mentioned that because you started a generational war
where you had to go at millennials for not being
able to tell them both of no Vember.

Speaker 2 (00:34):
It was an amazing show today we had a huge
chat about intergenerational warfare with Australian employees having a go
at gen Z saying that they had too many demands.
And then gen X came in, gen Y came in.

Speaker 3 (00:49):
Is there a gen y?

Speaker 2 (00:51):
Is there a gen y?

Speaker 4 (00:52):
Yeah?

Speaker 2 (00:52):
Yeah, they didn't really come in. The boomers came in
and it was a fantastic chat and I think we
landed on kids have always been a bit rubbish some
of them and some of them are amazing. And then
Boy Tyler, what an emotional chat we had about the dolls.

Speaker 3 (01:06):
Oh that was a roller coaster, wasn't it?

Speaker 4 (01:08):
Off?

Speaker 3 (01:08):
Talking about do we love dogs too much? And apparently,
according to a psychologist, we do love them almost as
much as our children. That's what we thought.

Speaker 2 (01:16):
Yeah, but boy, oh boy, when the rubber hit the
road between your kids and your dog, Well, listen out
and you'll hear some pretty emotional stories. So give it
a listen, you said, Basil, Let you go give them
a taste A KEEPI from me.

Speaker 1 (01:28):
Talking with you all afternoon It's Matt Heath and Taylor Adams. Afternoon,
it's you for twenty twenty four News Talk ZIBB.

Speaker 3 (01:37):
Well, get a welcome into the show Tuesday. Feeling good, match.

Speaker 2 (01:41):
Feeling amazing. As I said, as I said to you before, Tyler,
I've had a great sleep. I absolutely sleeped the living
but Jesus out of my bed last night. I was
sleeping so well. I knew in my sleep that I
was having a great sleep.

Speaker 3 (01:53):
It is a good sleep.

Speaker 2 (01:54):
I'm a sleeping champion. I'm going to become the best
sleeper in New Zealand.

Speaker 3 (01:56):
How many hours you reckon?

Speaker 5 (01:57):
You go?

Speaker 2 (01:58):
I reckon?

Speaker 6 (01:59):
Nah?

Speaker 4 (02:00):
Eight?

Speaker 2 (02:01):
Well you're an early.

Speaker 3 (02:02):
Riser as well, won't you're out of bed by four thirty?

Speaker 2 (02:04):
Yeah, I'm an early raiser, but love a good sleep,
so I'm one hundred percent. So if I say anything
stupid on the radio today, it's or my fault. I
can't blame it on tiredness. It's just on me this
show and my performance is on me today.

Speaker 3 (02:15):
Yeah, good, right, onto the show today after three thirty,
we want to talk about standing disc This was a
massive trend a couple of years ago. Everybody wanted a
standing disk because we were told sitting is bad for
your house, so you've got to stand up for eight
hours during the day.

Speaker 2 (02:28):
Turns out a load of rubbish. Yeah, so the health
benefits just didn't come. I've seen a lot of standing
desk people in my time, and I feel like they
become isolated from the rest of the office. It looks weird.
You become isolated, and I've seen them become increasingly miserable.
And then if they have one of those ones that's transformable,

(02:50):
that goes to standing them back again very quickly, it
ends up in the in the down position.

Speaker 4 (02:56):
Yeah.

Speaker 3 (02:56):
Do you think they have to There's a bit of
stubbornness there that once they asked the boss for a
standing disk, through how high water, they have to keep
standing no matter what, even if those legs are hurting,
you got to keep standing them.

Speaker 2 (03:08):
In a year at least of standing but someone like
me that worked so much, so much hospo and retail
in my life. When I finally got to a desk,
there was no way I was standing it again, standing
behind a counter or standing behind a bar as that's
the bit that really gets you. You just desperately want
to sit down.

Speaker 3 (03:28):
Yeah, that's after three point thirty, after three o'clock.

Speaker 2 (03:31):
Yes, so we also might be looking a little bit
having a little bit of a sniff around dogs. And
that sounds wrong. I didn't get enough sleep last night.
I'm too tired.

Speaker 7 (03:42):
Now.

Speaker 2 (03:43):
A new studies found that we love our dogs as
much as we love our children, or the parts of
the brain where we show love for our children fire
up the same way for dogs. So is that true?
Do you love your dog as much as you love
your kids? What would you do for your dog? I
would do a lot for my dog. I think I
put my my It's almost like I've got three kids.
Bad dog. Yeah, my dog is always with my kids.

(04:06):
They operate together, ass and I boy, I have a
ridiculous amount of love with my dog. My dog is
just my dog, Colin. He's just the best of us.
He's a good boy.

Speaker 3 (04:19):
He's a good boy.

Speaker 2 (04:19):
Who's a good boy. If you're listening, Colin, I leave
the radio on from You're a good boy, Colin, you're
a good boy.

Speaker 3 (04:24):
I can see his little tail weight right now. But
that's the chat after three o'clock. After two o'clock, a
good advice Colin. In the Herald today, a person who
goes unnamed, as they often are in these columns, is
in a bit of strife in terms of lending money
to his friend who's in a bad situation. But the
question we're going to put to you after two o'clock

(04:44):
is it ever wise to lend a friend money, particularly
if you think it might not be getting paid back.

Speaker 2 (04:51):
Yeah, I mean that's a tough one. I have lent
friends money in the past, and have recently lent a
friends of money. I think if you can help, you should,
But lending money to someone when it's not helping them,
say they've got a terrible addiction or something, you can
see the money making their life worse than that's not
good and or see, you've got to be a If
you lend the money you can't, then you've got I

(05:12):
guess you've got to accept that it might not come back,
because because the resentment of lending someone money and they
don't pay it back can rap a friendship apart.

Speaker 3 (05:20):
Yeah, and you never want to ask for it. Right
If you lend someone a friend money, you don't want
to be the one coming to them and saying, hey
about that money. I lench you when you're going to
pay it back?

Speaker 2 (05:29):
That's awful. Yeah, that's right. So I don't know. Maybe
giving money is a better option than lending money.

Speaker 3 (05:37):
That nicely said. That's after two o'clock because right now.

Speaker 2 (05:40):
Yeah, recruiters in Australia have spoken out about gen Z
grads demanding too much of their employers. Look, when you
start a job, this is my opinion on it, right,
and people won't disagree with this, but I think the
best approach when you start a new job isn't to
make demands, but to work really hard, prove your worth,
move up and then make the changes in demands when

(06:01):
you know the business and you've proven that you're valuable
to the business. You don't help yourself by being a
problem and not a solution. It sounds like corporate speak,
but you know, I'd like to hear from employers and managers.
What do you honestly think of employers who come on
board and make demands and those that even make demands
and interviews as this study is talking about gen zs

(06:23):
and new employers in general. If you start a new job,
how do you think it's going to play out for you?
If you make these demands? What do you think is
going to happen if you come into a workplace, demand
to work from home, demand to change things up. It
seems to me if you give more than you take
from a company, you are much more likely to be
rewarded with proportion and opportunity. And if you're demanding and
difficult and take more than you give, then that becomes

(06:46):
less likely. So I guess you've got to ask yourself
what you want out of the job. If you're just
trying to be there for a year and get paid
and then maybe make a whole lot of demands and
then move on, if that might be your strategy, But
if you actually want to go somewhere and move up,
then I would say working hard and not making dimnity
demands is the way to go.

Speaker 3 (07:04):
Yeah. I agree. When you're studying off in your career,
you want to be a proper solver as much as possible.
You make those above you the life their life as
easy as possible. They'd say, you get ahead.

Speaker 2 (07:15):
That's an old school approach, but in my experience, employers
and managers often get really excited by hard workers. Yeah,
I could be wrong. I would love to hear from
both sides on this, employers, employers and employees. What are
you looking for an easy ride or a path to success?

Speaker 4 (07:32):
Yeah?

Speaker 2 (07:33):
And I mean there was definitely managers out there and
employers that aren't helping people and aren't looking for people
to move up. There's ones that scratch back. But you're
definitely not going to move up and make your position
better if you're difficult and demanding that. I think that
that then goes is off the table for you. You're
just in the place you're in for it until they

(07:54):
replace you with someone else.

Speaker 3 (07:56):
I think post COVID, we made a mistake about the
old working from home flexibility. That was all fine when
we head to them. We couldn't actually go into the workplace.
But this idea of the four day where you can
perpetual guardian and that promote and it's a brave new world.
I mean, that was all exciting and it sounded good,
but now We're three years down the track and it's
not working. And I think new employers employees rather are

(08:19):
coming to the workforce and say, well, why can't we
have that?

Speaker 2 (08:21):
Yeah, this is one of the demand's most common demands
that's talked about in the study of flexibility about working
and look, that would be great, but there's something you've
got to realize of that if you don't make a
personal relationship with your working the people you work with,
then you are way less likely to be promoted and
you are the first person to go if that, If
that's an opportunity, and as I've said on the show before,

(08:43):
if you can outsource yourself to Rickoton, then just being
topical or any given suburb other than going to the office,
then they can outsource you to Mumbai.

Speaker 3 (08:53):
Yeah, yep, nice, he said. Oh eight, one hundred and
eighty ten eighty is the number to call love to
hear your thoughts on this, particularly if you're an employer.
Nine to nine till it is the text number. It's
fourteen past one.

Speaker 1 (09:05):
The big stories, the big issues, trends and everything in between.
That even Tyler Adams Afternoons You for twenty twenty four
US Talks they'd be good afternoon.

Speaker 3 (09:16):
It's seventeen past one.

Speaker 2 (09:18):
Recruiters in Australia have spoken out about gen Z grads
demanding too much from their employees. So why do you
think gen Z are making such demands? And do you
think it's a good idea to make a whole bunch
of demands when you start a new job when your
thoughts on this.

Speaker 8 (09:35):
Yeah, so I'm not quite a gen Z new entrant
to the workforce and more like the older end of
millennials gen why sort of thing I think with the
recent exodus we had with construction professionals over to ossiy,
I just I think it's also conversely important to know
your worth, like, say, for example, if you're in high

(09:57):
demand getting multiple job offers in a sector, you know
there's no point sort of making that move over to
Aussie if you can get the same money here, for example, Like,
I don't think there's anything wrong with saying, okay, this
is the sort of grocery list of stuff I want
in order for it to be worthwhile for me to
make them move over to Australia, for example.

Speaker 2 (10:12):
Yeah, and when you start in the actual job, so
you've got the job, do you would you agree that
the attitude should be I'm going to show them how
hard I can work and how much I'm worth and
in the hopes of moving up before you try and
change the system already one hundred percent.

Speaker 8 (10:32):
Yeah, yeah, absolutely, Like I think if you're in a
position more that I'm talking about you, you are sort
of more of a non quantity. They know you know
what you're worth and what you're capable of, and so
they're prepared to, you know, go in and bid for
your for your skills and your services, and so I
think the you know, one hundred percent, your intention should
be to from the date, from day dot to be

(10:54):
able to demonstrate that and add value as much as
much as you possibly can, and if you can improve
their systems, you know, a few months in the job,
once you sort of understand how they operate, and yeah,
it's you have an old legation to sort of add
that value and sort of make suggestions and offer offer
your input on where where they can improve.

Speaker 2 (11:15):
But if you take it back to say a gen
Z grad who isn't a proven quantity and may not
be in demand in the same way as you're talking,
do you think it's wise to I mean, I don't.
I think it's wise to go into a job interview
and sell yourself as opposed to go into a job

(11:36):
interview and show that you want to have a better
deal for yourself, if you know what I mean. So,
if you say, look, I would like to work four
days a week instead of five in the office four
days a week instead of five, I'd like this and
this and that, that doesn't seem like a wise strategy
to me.

Speaker 8 (11:55):
No, I totally agree with you there. I think, you know,
if you're if you're a fresh out of UNI grad,
you know, looking for a looking for a foot in
the door, the obligation is on you to sort of,
like you say, goes market yourself and sort of, you know,
prove your worth before you can really do the you know,
before you can really do any bargaining around what you want.

Speaker 2 (12:17):
Yeah, how did that change though? Because when I was
first looking for jobs, and my first jobs, I went
for pretty lowly for you know, working in record stores
and bars and such. But I would never have thought
that a job interview would be an opportunity for me
to make a better deal for myself. I always thought
that a job interview was even to the point of
stretching the truth, making it appear that I was the

(12:39):
best possible candidate that was going to make things easier
for the employee.

Speaker 8 (12:46):
Yeah, and I agree. And I think if you are,
if you are sort of new to the job market,
you are sort of you know, more like those gen
Z kids that were talking about. Yeah, I couldn't agree more. Man,
your your your responsibility is to just you know, sell
yourself to the best of your ability and get yourself
a foot in the door so that you can start

(13:07):
providing you and show that you're a hard worker and
you know, start beginning to grow your career and your
skill set.

Speaker 3 (13:13):
You'd think there's a fine line, though, just I'm starting
to sort of lean towards I can understand where some
gen Z workers are coming from, as in they've been
a couple of years in the job and they think
they know their worth, but they feel that they're getting
taken advantage off. So it's a fine line, isn't it,
between backing yourself and knowing what skills you bring to

(13:34):
the table versus not being taken advantage of by an employer.
Because let's be real here, and employer is not going
to pay more than they have to.

Speaker 8 (13:43):
No, I totally agree. But I think once you have
sort of demonstrated you know that you're valuable, that's then
reflected in the job market for you, like you start
to get more job offers, and you start to get
those sort of more higher paid, more flexible positions offered
to you. So it's at that point then you need
to start sort of understanding your worth and saying, Okay, well,

(14:05):
now it might not be worth me working remotely or relocating.
You're sort of taking this role of that role unless
I'm sort of getting what's worked while to me and
my family.

Speaker 2 (14:13):
You know, it's interest for me because I've employed people
in the past, and I've always known exactly how much
I've got to pay them and exactly what I need
to do, So there hasn't really ever been a negotiation.
I go and honestly with the amount that I can
afford to pay them and exactly where I need them
to be and what they are. So when I've employed

(14:34):
people and they've gone I need this and this, I've
always thought, well, I haven't got that. I've got this,
so you can ask for more money, but I don't
have that money. I've got this amount of money and
I'm not trying to mess you around. And I'd like
to hear from other employees in this situation. Employee is
in this situation? I mean, do you go in and
tell them what the what you're going to pay them

(14:54):
and that's the real figure, or are you opening a
negotiation with them around the terms of employment and how
much you're going to pay?

Speaker 3 (15:01):
Yeah, when thank you very much for your phone call.
That's an interesting one, isn't it. And credit to you,
because I think that's a honest way to play things
that you say, Hey, generally, this is the money that
I can pay you. This is the money I've got.
This is what I think the role is worth and
what you're worth. And I'm trying to be fair here,
but I don't know if that works in the real world.

Speaker 2 (15:18):
This is what I need you to do.

Speaker 9 (15:19):
Well.

Speaker 2 (15:20):
Yeah, I mean it's slightly different for me because I've
always employed people on contracts to do a particular job.
So this is the job, this is the money, and
if you try and negotiate more, I'm afraid that isn't
a thing. Yeah, that's not a thing. I've gone through.
I've done the budget, I've worked this is the line
for that particular job. This is the money that's available

(15:40):
when we've gone through and worked it out and there's
no movement. I've found as much money as I can
pay you.

Speaker 3 (15:45):
Oh, eight hundred and eighty ten eighty is the number
to call love to hear from you on this one.
Nine two nine two is the text number as well.
It's twenty three past one.

Speaker 1 (15:55):
Putting the tough questions to the newsmakers the mic asking.

Speaker 10 (15:58):
Breakfast despiders of abuse and care. Cooper Legal is representing
more than sixteen hundred affected clients. Senior Associate Lydia Ostahoff
is with us, the people you represent.

Speaker 2 (16:07):
What's the feeling so far?

Speaker 5 (16:09):
We've come a long way.

Speaker 11 (16:10):
But an apology means nothing if it doesn't come with
a commitment to change.

Speaker 10 (16:14):
This is a massive thing. Given an apology is easier
to deliver. Is it unrealistic to expect here's a check
and here's how we're going to do it.

Speaker 2 (16:21):
I mean, this takes time and you want to do
it right.

Speaker 12 (16:23):
Don't you?

Speaker 5 (16:23):
Yes?

Speaker 11 (16:24):
And I think what we've got to realize is the
final report was cabled in Parliament in July, but the
government and that's a successive government had had the Interim
Readers Report December twenty twenty.

Speaker 10 (16:34):
One back tomorrow at six am the Mike Hosking Breakfast
with Bailey's real Estate News Talk z B.

Speaker 3 (16:39):
It's twenty six past one, Sharon, Good, afternoon. Gen Z
Hi gen Z asking for too much in the workplace?

Speaker 7 (16:47):
Do you think, well, if you know they're getting a
bit demanding, it could be My son's a gen Z
personal gen Z would you way you say it? I
don't think he would ever do that, but he has
his own business anyway, So but here's work for other people.
But I don't think he'd even dream of it.

Speaker 13 (17:07):
I mean, it's.

Speaker 7 (17:09):
Well, I wouldn't employ anybody that's got a bit too demanding.

Speaker 14 (17:13):
Put it that way.

Speaker 2 (17:15):
It seems crazy to me that people are super demanding
in their job interview because but maybe when I was
going for jobs back in the day, I was so
desperate for them that I was just grateful to have
the job interview and even more grateful when I get
the job. So is it that gen Z or doesn't
sound like your sons this way, but some gen Z

(17:35):
people expect to get the job.

Speaker 7 (17:39):
It could be It all could be down to confidence,
as well in yourself and your ability to do the
job or you know, what you think you're capable of doing.
I suppose that would come down to it. But I
think if they're going to be overly demanding, a lot
of people wouldn't particularly like that. I mean, there's one
thing having confidence, but another being overstepping the line and

(18:00):
being a little bit too in your face. And I
don't think employees employers would particularly like that.

Speaker 2 (18:06):
Yeah, And it becomes a different thing when you're when
you've proven yourself and you're and you're in a market
where there isn't a lot of you know, when the
market leans on the side of the employee and you're
desperate to full a spot and you have the qualification,
then you'd be silly not to demand what you deserve.

(18:27):
But yeah, so I guess there's there's two different things.
I mean, it does seem a little bit weird because
we are gain a lot of textro people saying that
gen Z are useless and lazy, But I mean that's
not not true. I'm sure there's all of all of them.
I mean, you say, your son, he sounds like he's
working as hard as anyone has.

Speaker 7 (18:46):
Oh yeah, he's an extremely hard worker. I mean, he
really is, and that's just theream his mother I'd probably
say that it's true, you know, I mean he really
does work hard and good service and a good deal,
and it's very particular about his job and what he does.
And luckily with word of mouth and everything else, he's
got work through that. So that's always a good thing,

(19:07):
isn't It doesn't have to advertise that much. So obviously
his work ethic has been instilled in him already seen
the example for well, I would hope from his parents
and his family. But you know, if you're going to
be too much in your face, then you're just going
to be obnoxious and nobody wants to employ you.

Speaker 3 (19:24):
Yeah. Do you think it was a mistake, Sharon, The
you know, renewed trend and focus on four day work
weeks and working from home, that there was a real
risk there over the last couple of years post COVID,
that young employees are looking at all those trends and
saying I want that, I want that as soon as
I into the workforce.

Speaker 7 (19:43):
Well, yeah, I mean maybe it's old fashioned thinking these days,
but you know, you had to head down in your
backside up and get on with it. I mean you
you know, you're not going to get terribly far if
you're going to only work four days a week now
ten till two or something like some of them, I
think expect to be able to win in the one
hundred and fifty thousand dollars example of a salary. I mean,

(20:05):
just the life does not work like that usually.

Speaker 2 (20:08):
Yeah, I kind of think your twenties, you know, your
late teens where whenever you get into the workforce, are
the time where you have the most energy and you
work the hardest to set yourself up in life. That's
the bit where you go, I'm going to be in
five days a week, I'm going to show you that
I'm incredible, and I'm going to try and move up.
Because if you don't do that in your twenties, it

(20:30):
gets harder and harder to prove yourself in your thirties
and forties, you know, and if you're getting into your
fifties and your and you haven't had a period of
proving yourself and haven't had a pre period of success,
life gets pretty difficult.

Speaker 7 (20:45):
Yeah, you have to learn that lesson and create the
habit of being at work.

Speaker 3 (20:50):
Yeah, Sharon, thank you so much. I mean, just to
that point you bang on. The older you get, the
more harder it is to make mistakes, right, Because when
I was a young worker, I made heaps of mistakes.
But because I was young and you, I got a
lot of leeway to say, oh, yeah, Tyler's just a
new comer. You'll get it Tyler eventually. But now if
I make mistakes, it's not the same way.

Speaker 2 (21:09):
Yeah. Maybe I just didn't have a sense of self
worth when I was applying for jobs when I was younger.
I got a stupid degree, but I was I was working,
or I had my degree as well, but I was
just surprised that anyone would employ me. And when I
got into any job, and we're talking minimum wage jobs,
when I first started out, I was just incredibly pleased
I had the job and grateful. I remember when I

(21:32):
first there's a saying and this is this is a
saying from from Hollywood, but it's but it sort of
applies to everything. I was thinking that Judd Apatoe said it.
You know that the comedy writer, he's done a bunch
of movies Knocked Up, in Starched and such. He said
that if you he goes being able to get the

(21:53):
coffee order right doesn't mean you're a good director. But
if you don't get the coffee order right when you start,
you'll never get the chance to be the director.

Speaker 3 (22:01):
That's a nice lie. You're smart, man.

Speaker 2 (22:03):
Because and I've worked in film and television quite a bit,
and there's a there's a direct prep path. You start
off as a production assistant, which is a runner, and
you drive around and you get people their food, and
you get people their coffees and you do everything. And
if you're one of those people like me that worked
really late, I mean I loved film and television, so

(22:23):
I was so grateful when I got in the air.
And I'd worked and record stores for a long time
before I got there, so it was an incredible it
was even though the money was worse. It felt like
a step up. But people are always looking around, and
in that business, the next thing is a production manager,
and they're always looking to fill the person that role,
which is slightly more responsibility, and then there's well there's

(22:44):
production coordinator, then production manager, and then there's a producer.
There's a path up. You don't move to the next
step if you are demanding it all You don't you
move to the next step if you hand your production
coordinator above you the correct coffee that they ordered.

Speaker 3 (22:57):
Yeah, but I think you've hit the nail on the
head that you were so thankful that someone gave you
a job. And I worry. And we've had a lot
a big go at gen Z yet, but I worry.
It doesn't have to be gen Z. People come into
the workforce now saying that you're lucky to have me,
rather than thank you so much for giving me an opportunity.

Speaker 2 (23:15):
But who told them that that? That's what I don't understand.
Who told them that they were owed a job and
that a workplace owes you to change for you. I'd
never heard that, But maybe I hadn't been maybe I
hadn't been brought up. I think when I was younger,
first going to jobs, I had a massive lack of confidence. Yeah,

(23:37):
and maybe and maybe that worked out for me because
I had to prove myself really hard because I didn't
think I deserve to be there, which doesn't sound like
a healthy attitude to have, But but it worked for me.

Speaker 3 (23:49):
Oh eight hundred and eighty ten eighty. Employers love to
hear from you about the level of candidates you're getting
at the moment? Are they expecting too much in your workplace?

Speaker 2 (23:59):
Is this just a myth? Is just what every generation says,
that the gen zs, the young people coming through are
useless and lazy and demand? Is that just what people say?
Because Gen X, which I am, the gen X's were
called slackers. Yeah, and now the gen x's are in charge.
Are the gen X's still slackers?

Speaker 4 (24:17):
Yeah?

Speaker 2 (24:17):
I mean, are you gen X out there? Are you slacking?
Did you get there for being slack because we were
called the slack generation?

Speaker 3 (24:23):
Oh eight, one hundred and eighty ten eighty is the
number to call? It is twenty six to two youth talks.

Speaker 15 (24:31):
There'd be headlines with blue bubble tax sees. It's no
trouble with a blue bubble. Director General of Health Diana
Safarte is one of many agency leaders who have apologized
to survivors of abuse and care today at a national apology,
She says, sexual, medical, and emotional abuse occurred in health settings.

Speaker 16 (24:51):
As children, young people and adults in our care, you
are harmed by unimaginable abuse and neglect. None of that
could be justified then, and it certainly cannot be justified.

Speaker 15 (25:02):
Now Chris Luxon finished his apology as Prime Minister and
denounced thirty two million is going into the current redress
system while work continues on a news system. He says
he's committed to removing street names, public amenities and public honors,
highlighting proven perpetrators. A national remembrance Day will be marked

(25:23):
next November twelve. The Hawks Space Nyclone Gabrielle Voluntary Buyout
office is closing, with just four offers left to finalize.
Homeowners were offered full property purchases or relocation grants. The
moment Rico Yuanni showed he's a world class center. Read
greg Or Paul's full column at Ends and Herald Premium.

(25:44):
Now back to Matt Eath and Tyler Adams.

Speaker 3 (25:46):
Thank you very much, Raylean. It is twenty two to two.

Speaker 2 (25:49):
So A recruits in Australia have spoken out about gen
Z graduates demands, saying that arrogant and their expectations are
leaving a bad taste in bosses mouths. Zach Jack, you know,
Jack Jack, your thoughts on that?

Speaker 17 (26:05):
Yeah, So I run a customer service and the context center,
and yeah, we get a lot of gen zs through
the door. And so before anyone asking or some baby
boom or anything. I'm I'm thirty nine, so I'm definitely
a millennial.

Speaker 2 (26:19):
Yeah millennials, Yeah they're much.

Speaker 17 (26:23):
Below millennial about the Big four zero.

Speaker 3 (26:25):
In the new Year.

Speaker 17 (26:26):
But yeah, these these new breed coming through, they're their
next level. I mean, I thought millennials bad rat but
I mean, you know, I was installed with a decent
work ethort. You know, I've got a baby boomer parents
and stuff, so you know I had that put down
on me. But yeah, these these are things. They come
through the door. They want to work from home all
the time. They Yeah, you got just little things like

(26:48):
there'll be a radio thing in the office and you
will get someone message you on the intermssgs go oh
can you skip this? Change the stasion? This tracks triggering
me or something like that.

Speaker 18 (26:56):
It's like, what is this?

Speaker 19 (26:59):
What's going on?

Speaker 17 (27:00):
Or I need to have I'm taking a me day
to day. Like you know, back in the days when
you know, I used to call in site, you'd be like, God,
I've got a corn stick, a crap, you know you
and I just tell you I'm not coming today. I'm
having a mid day.

Speaker 2 (27:16):
I was reading this. It's some writing by the Roman,
ancient Roman businessman Seneca, and he was talking about the
young generation and how people were complaining about them being
too slack and not having the right morals. You say,
you're a millennial, but now you're pushing forty on gen X.
But when I was gen X, as I was saying before,
people were calling us the slackers. You don't think maybe

(27:38):
there's just a process in life that people when they're younger,
they're a bit slack and demanding, and then as they
reach your age Jack, as a millennial that's hitting forty,
they start to change and they become more responsible and
and know more about the world. And then you move
on now and eventually us gen x's will be thought

(28:01):
of as boomers, and we'll get the same anger from
millennials as Gen X are giving boomers. Actually fair gen
X and boomers GENI have never really hitsled the boomers
too much. But do you know what I'm saying, Did
you think maybe it's just a process of generational process?

Speaker 17 (28:14):
Yeah, I think is to a degree, It definitely is.
But I think like the level they're starting at is
completely alien to me. You know, the sense of entitlement,
Like you know, I'm not like definitely one hundred percent.
We were slack back in the day, and you know,
still I want to be slack, you know, there's no
question of that. But it's it's not necessarily the slackness.

(28:35):
It's more of just the entitlement and what they want,
like you know, the paypacket they're expecting of oh is
just completely you know, out of life. But but saying that,
I've I've hired some very good what i'd call older
gen z. So they're born like ninety seven, the older ones,
and they're and they're pretty good. Some of them are

(28:55):
pretty good. But it's definitely those ones coming through like now,
heading the early twenties, and they're just yeah.

Speaker 3 (29:02):
Yeah, Well, what is tough at the moment, Jack, and
I can absolutely see it with employers is that you
kind of have to be a counselor as well as
their boss. You know that they're bringing these personal situations
to work and having a bad day and say, you know,
I need a half day, boss because I'm not having
a great day. And as you say, you know that song,
I don't like it because it triggers me. That's a
tough position for employers to be.

Speaker 17 (29:24):
Yeah, and you know, and being in management as well.
You know, you know, in the back of my head,
I'm thinking.

Speaker 20 (29:32):
Song.

Speaker 17 (29:32):
But you know then I've got to put my you know,
my my head on and no, you know, and and
deal with it appropriately. But you know, you do things
like you know, one on ones once a month or
something like that, and yeah, you anything can set off,
like a stream of tears or something like that.

Speaker 2 (29:50):
So what do you what do you think that is?
Have they been have they been taught the wrong way
to be? Have they been told things that are unrealistic?
So why would one generation think that you can come
to work and expect the work to be a place
where you looked after emotionally as well as financially. Do
you think that's been that's been taught to them? Because
that was definitely not told me. I was basically told

(30:13):
get a job. Basically, get a job while you start, Yes,
the situation I was.

Speaker 17 (30:17):
Yeah, now now one hundred percent definitely. I mean, like
you know, when I finished high school, you know, when
I was eighteen or whatever year, I was pretty much
like my parents told me, it's like cold, you can
stay living here, but you need to go get a job,
if you need to get some money if you're not
study and go get a job. So it was very
much like that work effort and you had to put
in you know, put in the maney and do the
hard yards where I feel like, yeah, they've been I

(30:37):
don't know who's telling them us whatever, it's their parents,
and you know, I'm presuming that the parents of these
gen x's is probably sorry gen Z's is probably gen X.
So they've got maybe a lot of plants for in
that regard. But you know, I think they've been told
in schools as well. I think, you know, and I
think these guys have been told this in schools and
definitely at university as well, you know, because there's a

(30:58):
society is changing though how much we value you know, everyone,
you know you're worth like learning, your sense of work
and almost and these are good things, but it's to
when and where to use it.

Speaker 2 (31:10):
Yeah, I mean, I think when you know, when I
was coming through, it was more than yet to prove
your sense of worth and it's probably wasn't the best
emotional way to be and being around, well around a human.
But you didn't come and you came into working, You
didn't you got a job, you didn't have any worth
at all and then yet to prove it. But do
you think, Jack, there's a huge advantage say gen Z

(31:31):
coming through right now if they had the attitude that
you have, because you've obviously risen up to be in
a position where you're employing people. So the people with
the attitude now that they'd be actually cut through things
like a night through through. But but if you, if
you start with that attitude, your rise to the level
you're at.

Speaker 21 (31:49):
Yeah, I agree.

Speaker 17 (31:50):
I think it's I think it's definitely a mindset because
you know, and I'm sure that was the same in
my generation in yours, But like you get a lot
of people who just assume just because they've been to
university and they've got a degree, you know, they should
be in a position of power or a higher earner.
And you know, I've had I've had employees that they go, well,
hold on, you haven't got a university degree. You know,

(32:11):
why are you getting you know, why are you in
this position. I'm like, well, hold on, I worked my
way up to get here. And they don't quite understand that.
They're like, well hold on, you can't get to this
position about you know, certain qualifications, but trying to explain
to people they actually work experienced sometimes Trump's qualifications.

Speaker 2 (32:28):
Yeah, I guess I wonder if people particularly coming in
with a lot of debt from their tertiary education potentially
going into a job interview going I need to pay
this back and I need to bear it back soon,
that might be a factor in it as well. Yeah,
but yeah, do you think one hundred and eighteen eighty
do you think that it's just generational that every generation
is slack when they're eighteen, nineteen and twenty, or certain

(32:51):
percentage of them are. And as we get older, we
just go through the stages of life where we where
we start to look back and forget what we were
actually like just quickly.

Speaker 3 (33:01):
How as a gen X I'm a millennial as well,
how did you feel about millennials as you're coming up
through the ranks and you looked at us newcomers in
the workforce, how did you feel?

Speaker 2 (33:09):
I think gen Z gen X has have a huge
problem with millennials because we think they're soft. Because gen
X was more about being tough and not being a
sell out and just kicking ars. Really, even though we
were called slackers by the boomers. Yeah, yeah, so we
saw millennials as soft and too focused on Harry Potter.

Speaker 3 (33:28):
And we had no problem with gen x's. We loved
you guys.

Speaker 2 (33:31):
See, the gen X's are in a great position. I'd
love to hear from Okay, because the boomers never really
hated the gene Xes, and the gen Xes don't really
hate the boomers, but the boomers hate the millennials, and
the gen Xes just think that the millennials are a
bit pathetic.

Speaker 3 (33:46):
How did you guys slip through? It's time for some
GenX hate. I say, right, had.

Speaker 2 (33:52):
The best generation. We are the best generation. The gen X's.

Speaker 3 (33:55):
Oh, eight hundred and eighty ten eighty is the number
to call. It's fourteen to two.

Speaker 1 (34:00):
The issues that affect you and a bit of fun
along the way. Matt heat and Taylor Adams afternoons you
for twenty twenty four, you've talked said.

Speaker 3 (34:08):
Be eleven to one. Recruiters, who what is it to two?

Speaker 2 (34:12):
Millennia can't even read the time, They're just numbers in
front of you. But you need to take a boody
mental health day. Recruiters across the Duch in Australia have
spoken out about gen Z graduates demands on employers saying
the arrogant expectations are leaving a bad taste in their mouth. Lisa,
your thought on the Generations and Jobs entitled.

Speaker 22 (34:32):
My husband and I have been talking about this quite
a bit because they're trying to be employ a few
people recently, and the people that are coming through that
are around the age of twenty one twenty two have
never had jobs before. So we reckon that that's part
of the problem of all these, you know, people that
have graduated from university who have never had jobs before,

(34:55):
going into a corporate environment and just all of a
sudden having to be taught work effects because they've never
had it before. They've never had part time jobs. They're
they're kind of.

Speaker 5 (35:05):
Kept at home.

Speaker 22 (35:05):
They don't need to work because their mum and dad
tend to pay through thing and look after them. So
that's that's the feel and the vibe that we're getting
that when he's reading these just job descriptions of jobscriptions,
but they're cvs. They've they've never worked before.

Speaker 2 (35:21):
And how are you when you were coming through into
your first job, Lisa, And when did you get your
first job?

Speaker 22 (35:26):
I got my first job at fifteen.

Speaker 2 (35:27):
Yeah, well, yeah, yeah, that's really early.

Speaker 5 (35:30):
And I've had two jobs, you know, right up right up,
long time part time jobs, working while I was studying,
and so by the time you graduate, you've been knocked
back to quite a bit, so you kind of know
the level of expectation of or what you can and
can't say to a boss, because that kind of part
time role has really, you know, shown you.

Speaker 13 (35:51):
The ways of working and how to treat a boss.

Speaker 22 (35:53):
But yeah, when you graduated with a degree and you've
never worked before, you just feel like you own the world.

Speaker 2 (36:00):
Yeah, it used to be a really important thing, and
I'm not sure if it still is. It is with
my kids that they get a job when they're teenagers.
I still have to work at donaldson'sdery down the road
Donovan's nursery. So Donisan's do is where where the dogs went,
and it was just a shoveling gravel. And my son,
he was really lucky because during you know, when it
came out of COVID time, there weren't a lot of

(36:22):
employees available for cafes, so a lot of young kids
at that point that were keen could go in and
get a job at a cafe. And he's worked at
this cafe since he was fifteen, and they're good to
him and he's been given opportunities in the kitchen and
stuff because he's a good, good worker. But I mean,
is that the thing do we need to do? We
need kids to be getting jobs when they're teenagers so

(36:43):
they understand a what a really rough job is like,
what a minimum wage job is like. But the second
part of that is those jobs are those jobs out there?
Are people willing to employ teenagers to teach them the
lessons that they take the risk on the.

Speaker 20 (36:57):
Young people, That's exactly it.

Speaker 22 (36:59):
I don't think there is as much as when we
were younger, and so I think there's that restriction. But
I also do feel like there's a lot more staying
at home with appearance because they can for the expectation
of you know, needing to work, isn't there. So yeah,
I think it's a bit of both.

Speaker 23 (37:16):
Yeah.

Speaker 2 (37:16):
I think thank you so much for you for your
insights there, Lisa. So should we turn this chat into
a generational war because as a gen X, I think
the millennials are the worst. Yeah, And I've got more
problem with the millennials than.

Speaker 3 (37:31):
Right I'll ever think about what generation I despise the most.

Speaker 2 (37:34):
And I'm looking right at you, Tyler.

Speaker 3 (37:37):
Yeah, what's your problem with millennials?

Speaker 2 (37:38):
Well, you can't read the time like before, you can't
even read numbers in front of your.

Speaker 3 (37:43):
What the time is? I don't need to tell them.
One hundred and eighty ten eighty is the number to call. Hey,
watch this, it's eight to.

Speaker 1 (37:48):
Two, Matteath Tyler Adams steaking your calls on eight hundred
eighty and Tyler Adams Afternoons Newstalk.

Speaker 3 (38:00):
New Storks B it is five minutes to two. Ryan
get a.

Speaker 13 (38:06):
Gen carrier and very interesting discussion. I'm forty five years old.
I have no idea what that makes me millennial or whatever.

Speaker 21 (38:14):
I'm not quite sure.

Speaker 3 (38:15):
Yeah, millennial.

Speaker 2 (38:18):
I think you're a gen X. I think you're in
the best general youngest boys, the young I think you're as.

Speaker 18 (38:25):
Well.

Speaker 13 (38:25):
There we go, there go.

Speaker 18 (38:26):
Look.

Speaker 13 (38:27):
So I am run my own marketing business successful. I
went to go and hire. I really wanted to support
a young person coming out of university. So I was
looking for a videographer and I came across this young
gentleman who obviously remained nameless on this radio station, came
for an interview. We set out the questions, had a
good discussion before we even kicked off. He said to me, hey, mate,

(38:50):
can I take your twenty five k's worth of video
equipment to R and V with me?

Speaker 18 (38:59):
Yeah?

Speaker 21 (38:59):
Yeah, straight out the gate. So so just to go
back on.

Speaker 13 (39:02):
That, like, I'd really love to be able to hire people,
and maybe i've been. You know, this has probably tarnished
me slightly for hiring people. But what happened to the
questions where you you know, you say, hey, look, I'm
really going to love this job. Can you tell me
what does my day to day look like? What am
I going to be doing in five years time? What
did it happen to those questions? Like it just seems

(39:24):
like it's disappeared. It's about money and things.

Speaker 2 (39:26):
Yeah, yeah, well, I mean that's a crazy thing to
be demanding asking something you should be offering. At that
point when you're at the job interview, I would say,
but yeah, let's keep this chat going. After two o'clock,
see that the toilet, I know what time it is.
I can lock down because I'm gen X and I
going to read a clock read the time.

Speaker 3 (39:43):
But we were used to digital, you know, I'm looking
at an analog up here. Keep with the times.

Speaker 2 (39:48):
It's the hand points to in the little hand points to. Yeah,
recruits or the dicks in Australia have spoken out about
gen Z graduates. Are they too demanding?

Speaker 24 (39:55):
Oh?

Speaker 3 (39:55):
Weight one hundred and eighty ten eighty is a number
to call. Nine two ninety two is the text number.
Will see it on the other side.

Speaker 1 (40:03):
Your new home for insightful and entertaining talk. It's Maddy
and Tyler a afternoons on news Talk Zevvy.

Speaker 3 (40:11):
Good afternoon, Welcome back into the show at seven past two,
and we've been having a great conversation. It kicked off
with a story in the Herald gen z or Z
asking too much in the workplace. But it has evolved
and we're getting a lot of great texts coming through
from all generations. And I think, Matt, whatever generation you're in,

(40:32):
you look at the next one that came through and
think you were lazy buggers.

Speaker 2 (40:36):
Yeah, it's interesting with this text here on nineteen nine
two Google people don't want to work anymore, and you'll
find newspaper clippings from eighteen ninety four through today complaining
about the entitled and lazy younger generation. It seems every
generation goes through the same cycle as the generation before.
And I was saying, I was reading some writings from
Seneca the Younger, who was a He was an advisor
to Nero, but he was a Roman businessman and philosopher

(40:59):
and writer, and he was talking about people complaining about
the young generation coming through in ancient Rome that were
lazy and entitled. And if you think about it, look,
there are difference between generations. But the Boomers were the hippies,
and everyone was worried about the Boomers. Then the Gen z's,
Gen x's, they were the slackers, the slacker generation you were.

(41:20):
And then millennials, well, you know, I don't think they're redeemable,
but now the Gen zs are being hassled as well.

Speaker 3 (41:27):
What were millennials? Were we the emotional generation?

Speaker 20 (41:29):
We were?

Speaker 2 (41:30):
Yeah, you were the emotional You were the needing your
hand hold, You were the trying to change everything around
your feelings kind of generation. And you still are. To her, well,
we're a big.

Speaker 3 (41:41):
We're a big generation. You know, I'm almost thirty nine.
I'm going to throw Mave under the bus here. She's
a younger millennial at thirty three. And I look at
her sometimes I think hard that, So how are you
this after date?

Speaker 25 (41:55):
Good?

Speaker 26 (41:55):
Thank you? You had a caller earlier on that mentions
that they should be working while they're at school to
learn work here acaus and what's acceptable. We're employers and
I'm a great believer of that myself. However, those student
jobs are going to all those people out there that
are supporting these self services at my teen, the warehouse, supermarkets,

(42:18):
they are all the student jobs and more for all
of us that are supporting them that don't get discounted
groceries because it's saving those companies employing staff students.

Speaker 2 (42:28):
I see what he's saying, Yeah, because I went through
a fast food drive through the other day and I
was talking to the person, and then about halfway through
the order, I discovered that it was ai that I
wasn't actually talking to a human at all, really, and
I thought, hang on, that would be a great job
for someone, That would be a great job for a
young person, and I'm talking to this Creepyi. I didn't

(42:50):
like it at all.

Speaker 26 (42:52):
No, Well, there you go, But kids, as I said,
we're employers and no one's going to like this. But
you don't know who I am. We had a role
that we wouldn't employ anyone under the age of thirty
six unless they had a mortgage or children because they
don't want to work. Yeah, and we've laid back on
the slightly since the three months all came out that

(43:14):
we can don't need a reason, We don't have to
have a PG against us for being unfar. But they
just don't want to work.

Speaker 2 (43:23):
So you don't think it's a generational You think it's
an age thing, because that's sort of what I was
floating before. And I'm not sure if this is true
or not that we hassle gen zs now because I'm
gen X Tyler's millennial. I'm not sure generation you are,
but we hassle them because they're young. And all young
people are like that, because what you're saying is thirty

(43:44):
six is the age they need to be. It's not
the generation they're in. It's just the age and the
position you are in the time you are in life.

Speaker 26 (43:54):
Yeah, it's definitely an age thing unless I've got a mortgage,
your kids. It's what's in it for me, wanting Monday itis,
Friday itis, it's everything. We now pay a bonus now
if they turn up five days in a row. Really, Yeah, yeah,
and it's worked, and they do it because they want
that bonus on top of their wages. It was the

(44:15):
best thing we ever did.

Speaker 3 (44:16):
So at the moment, Sue, have you got no one
on staff that's under the age of thirty six.

Speaker 26 (44:21):
So we have now once that three months came in. However,
we've turned quite a few younger ones around with a
lot of perseverance because we could see their potential. But
funny enough, we've got two younger ones in and both
of them are absolutely amazing. But before that three month
trial came in that we didn't have the risk of

(44:42):
a PG against stuff because they are very precious. We
wouldn't even give them the time of day, wouldn't even
interview them. Weren't interested.

Speaker 2 (44:51):
Yeah, yeah, that is interesting, isn't it? And you certainly.
I mean I talked about this on the show potentially yesterday.
But the difference that it was when I had a
kid to my work ethic, I think that changed everything,
not necessarily my work ethic, but my Yeah, it changed
what I believed was important in life, which was paying

(45:13):
them or because you're looking after the skids of providing.
So we all didn't end up on the street providing
is a strong motivator.

Speaker 3 (45:19):
Yeah. So do you think part of it was after
COVID and we knew how tight the job market was
and if you wanted a job and you were somewhat competent,
you could get a job. That quickly changed. Do you
think that kind of mentality was a bit ingrained with
the newcomers, as in they say, you know, there's plenty
of job to go about. I'm doing your favor rather
than the other way around, that you're doing them a
favor by giving them a job.

Speaker 26 (45:40):
Well, for the past, I would say fifteen years, we're
in the shade, so hands on, I would advertise apprenticeships,
beginner applications that would all the training, and I'd be
lucky to get one applicant in four months of advertising. Wow,
you wouldn't even get a school leader. I wouldn't get

(46:01):
anyone trying. But since COVID, yes, it's turned around completely,
which is quite nice for us for a chu.

Speaker 4 (46:08):
Yeah.

Speaker 2 (46:09):
Now, so I've got a text here that I've got
to read out to you. Tell me what you think
about this. The woman owning employing over thirty six old
or with kids with a mortgage's agist, elitist and well pragmatic,
probably illegal. As a single woman with no children, I
take real umbrage to that.

Speaker 26 (46:24):
What do you say, Oh, I absolutely expected that to
be said. I'm only saying it because no one knows
who I am. And as I've said, I do have
too young that if she had been self employed and
been in business, I could write a book on the
horrible things staff have done to us. And we've done
so much for them, to lending the money to them

(46:45):
saying and not paying us back, to leaning them vehicles
to get in the vehicles back completely ruined, to everything,
to helping them getting into houses. We are good employers.
But and as I says, I appreciate her, she's probably
one in the few. I could write a book on
everything that's happened to us as employers.

Speaker 2 (47:07):
Yeah, And how do you know if an employee, a
potential employee, has kids or a mortgage?

Speaker 4 (47:13):
Do you talk to them?

Speaker 2 (47:14):
You just talk to them.

Speaker 26 (47:15):
I employ the person, I don't employ their experience. It's
how they walk in. If they've got a bounce to
their steps and they're looking in a jetic they look
me in the eye, they smile, but then again, I've
had a few shy ones that I could hardly get
a word out of. I just read the person. It's
all about the person to me, because someone's got to
be given a chance.

Speaker 2 (47:35):
Yeah, I will think of you call suit.

Speaker 3 (47:36):
Yeah very interesting. Oh eight hundred and eighty ten eighty
is the number to call love to hear from you
on this one quick text to the break. Hi, guys,
I think Gen X have been too soft at raising
their kids, giving them whatever they want, leading to them
having high expectations. Well, there you go.

Speaker 2 (47:53):
That is always the elephant in the room, isn't it?
So when older generations hastle younger generations? Who made the
younger generations who they are? The older generation? It's how
we've brought them up. It's how the boomer's brought the
exes up, and how the exes brought up The X
has kind of brought up millennials. It doesn't work like that,
can an ex I'm trying to work out how the
generations work.

Speaker 3 (48:13):
We'll do some maths on it.

Speaker 2 (48:15):
But the thing is it is it is true you
produce the next generation. The current generation produces the next generation.

Speaker 3 (48:21):
That is quarter past to.

Speaker 1 (48:24):
Your new home of Afternoon Talk, Adams Afternoon Call, eight
hundred eighty gen eighty New Talk.

Speaker 3 (48:33):
Good afternoon. It's eighteen past two. Richard A. Gen Z
too entitled?

Speaker 2 (48:40):
Sorry gen Z?

Speaker 3 (48:42):
Are they too entitled?

Speaker 4 (48:46):
I don't there various people have always been two insitled,
mainly the ones who got in university.

Speaker 25 (48:53):
No.

Speaker 4 (48:54):
I was going to say, is my daughter works. She's
we're in christ she works on the management team for
a shipermarket And about two years ago people were About
a year ago, people were turning up in their pajamas
for job interviews because the employment office said you've got
to go for an interview, and then they want to
be signed up. Often, of course she'd say go away
or worse that effect. Now for a meat packer job
in the butchery, she had one hundred and seventy five

(49:17):
appetants through laboring job since the change of government. So
there's something there. But another thing with employment generally we
teach the wrong things. We offer the wrong subjects to
school children. I mean, who the hell does advanced mathematics

(49:38):
or science? You know that this push you've got to
be able to do that. Hey, you need to be
able to weld, use a grinder, drive a truck in
the midst of the jobs that they pay reasonably well
and you can always fall back on. I've been a
truck driver for almost sixty years on and off, worked
in the electronics industry and very well, worked in does

(49:59):
of other industries. But I've always got that, you know,
to fall back on. There's always jobs in specific areas.
I mean even there's only digging bitches. Yeah, and don't
be a jobs not That's the other thing I hear people. Oh,
I was a manager for thirty years. Yeah not now,
nobody wants youself some skills at work?

Speaker 2 (50:18):
Yeah, Richard, Can I just ask this slightly off topic,
but where are you? Where's your accent from? You sound
like Stephen Merchant, you know from Ricky Gervas and Stephen Merchant,
the guys that have entered the office, So you thought
not as tall. But are you from a similar areas Hampshire, Hampshire?

Speaker 3 (50:35):
Yeah, I love that.

Speaker 2 (50:36):
Yeah, it's fantastic, I guess I mean, what if you
We definitely do need the people that study advanced mathematics,
and we need the engineers out there as well.

Speaker 4 (50:48):
So they've been pushing out on everybody. Yeah, and engineering
strictly limited if you're just talking mechanical engineering or you're
talking theoretical engineering. I used to be what was called
a prototype wireman back in sixty eight. It was basically
you're taking a paper full of scribbles and converting it
into a functioning electronic device, which looked as ugly as mud.

(51:12):
I'm dyslexic, but this being Dix again, just skilled work
in the area. So every everybody's got skills everything you can
use them. You just got to get off your ass
and go out.

Speaker 3 (51:21):
Yeah, when you first got into truck driving, Richard, was
that difficult to get your first job and be given
a given a go.

Speaker 4 (51:29):
Well, we're coming back sixty years and it wasn't some
when you didn't even license sixty years ago in England
to drive a truck. What happened was we were on
a farm. My father was a farm farm worker, and
we were there and come harvest time they needed somebody
driver a truck around the field. Okay, get grain at
the header harvester. And I just took it from there

(51:50):
and we wound up working for a tay owning company
and then got back into electronics. So I've been made
her done at three times in four years. In England
in the in the in the sixties and seventies, you know,
so you took whatever you could because there wasn't much
to fall back on in those days.

Speaker 2 (52:04):
Now now, Richard, back in that day, because we're talking
about our recruiters across Thisutraelia speaking out about gen Z
graduates and Barnes as employees, saying they're arrogant and their
expectations leaving a bad taste in their mouths. Back in
that day, if you're going back sixty years, were there
people like that around then? People that they were there.

Speaker 4 (52:20):
Yeah, Daddy paid for my education, he gets it not much, yeah, yeah,
And there was the old boy network of course. You know,
if you had if you had a degree from Saoltera
at Cambridge, then you were basically entitled a job in
the civil service, which you think you can bleed mum,
but you got well paid and if you stayed in
that job, you get a huge pension after you've suffered

(52:42):
fifty years working there. I a friend of mine who
just recently passed, he did just that, and yeah, he
was sick in two short planks, but he just stayed
there and stayed there and stayed there, and he left
with a mass at tension.

Speaker 2 (52:56):
So potentially I'm just floating this idea and I'll probably
get a lot of kickback on this on eight hundred
and eighteen eighty. But maybe it's not a gen Z thing.
Maybe it's just a person thing. And different generations start
off being a person that gets into a job, and
if you are a person with a certain mindset, then
you may end up being the person that manages people.

(53:16):
And then you look back and then you see a
bunch of generation or people coming through with making demands
and being a certain type person and not working hard
and making demands, and then you think that that's that
whole generation. But I was saying before about the Roman
writer Seneca and how he was saying that writing about
this and that back in that day, and someone's text
through Seneca was referencing to an even older similar statement

(53:37):
from Socrates and Asian Greek, So all the way back
to Socrates. Yeah, people have been saying that the young generation,
saying things like these Australian recruiters across the desk that
you're saying now about gen Z, they've been saying about
what no one knows what that generation was called that
Socrates was talking about. I don't even if they know
if they had a name, a generational or a name.

(54:00):
Maybe it's maybe it's just some people come through when
they're young and they don't have the attitude that's going
to get them a hit grit.

Speaker 3 (54:08):
You're talking about grit?

Speaker 2 (54:10):
Yeah, I mean maybe, yeah, Maybe I don't I mean,
what does grip mean? Yeah, I don't know. Maybe I
don't know what it is. But maybe there's some people
that always there's a certain amount of people that feel
they deserve more, yeah than there than they're worth.

Speaker 3 (54:23):
Richard, thank you very much for giving us a buzz.
Oh eight hundred eighty ten eighty is a number to call,
love to hear from you on this one. It's twenty
four past two.

Speaker 1 (54:34):
Matt Heathen, Taylor Adams afternoons call oh eight hundred eighty
ten eighty on News Talk ZIB.

Speaker 3 (54:39):
Twenty six past two.

Speaker 2 (54:40):
We're talking about gen Z grads because recruiters across and
Australia have spoken out saying that gen Z graduates are
arrogant and have expectations of living. Bad taste in the mouth.
But it turned into a generational war, which I'm enjoying.
This textra on nine two nine two says gen Z
are a bunch of socks raised mainly by gen X
losers like you, Matt, Millennials are the only sane ones.

Speaker 3 (55:02):
Yep. Good texts ITAs that through actually Jeanettes.

Speaker 2 (55:07):
How are you?

Speaker 4 (55:08):
I'm good to thank you, how are you good?

Speaker 3 (55:10):
So gen Z's workers, what's your thoughts on how they're
entering the workforce?

Speaker 19 (55:16):
So I was thinking probably more in a general sense
that parents pay a part and work ethic for young
people which have a generation. So so I'm fifty three, my
girls are now twenty two and twenty four. I mean
they started out as young people with a paper around,
you know, when they were eleven or twelve, with the
assistance of their mother, and it taught them expectations and

(55:40):
meeting being accountable for something. They put a little bit
of money in their bank accounts, so if they wanted
something at the shops, I'm like, sure you can have that,
and they're like, do I have to pay? Well you
and I said, well you can pay, and then they
didn't want it because they didn't want to use their
own money. So it just toured an all round behavior

(56:01):
as young people. And then I heard someone saying earlier,
they went out as teenagers and got themself jobed and
they sort of had a night and of course watching
your parents go it was QBJA is another vital part
of the moving.

Speaker 2 (56:16):
Yeah. With my my son Jannette, when he first got
his job working in a cafe, he started talking about
how much stuff costs per hour and he wouldn't want
me to buy things. I'd go to buy and would
be able at a restaurant or something and I'd be
about to buy this, get the steak, and he'd be like, oh, no,
that's an hour and a half's work.

Speaker 3 (56:37):
Half a day for a state.

Speaker 19 (56:39):
Understand how you know that to get something you have
to do something, and that's how it should be. My
aim with my girls was to raise two accountable citizens
in the world, you know, who contributed and did good
and they have because I think we put in a
lot of work with them helping them understand how it
won't you know, I wonder if that goes on as

(57:01):
much as it should.

Speaker 2 (57:02):
Yeah, well, you sound like a good you'd be a
gen X parient, I believe. Did you say you're straining three? Yeah? Yeah,
I think I think that makes you a gen X
because gen X parents have been getting a bit of
stick on the saying that we're the ones that have
produced these the gen z is that are causing the problems.

Speaker 19 (57:21):
The other thing I was going to add as well,
sorry at the schools, and I had to sort of
put my girls back into a reality check. I'm sure
the schools are telling them, oh, you pick a job,
and you should love going to work every day and
you know, have a great time and enjoy every minute. Well,
I said to my.

Speaker 7 (57:39):
It's not real.

Speaker 18 (57:41):
Yeah, it's not many.

Speaker 19 (57:42):
People in the world who leap had a bed every
day and say your pee you I'm going to work today. Yeah,
it isn't real. And I think a lot of them
might believe it to be that they should love every
moment of what they do. Yeah, as soon as you
have a job and you have to do it, I
mean they're already begin to not like it so much
because you don't like me that you have to do it,

(58:04):
you know.

Speaker 2 (58:05):
Yeah, I think there's actually I believe there's a problem
in telling everyone that they're special and that they're going
to need to follow their dreams and be the most
amazing person they can be, because really, that isn't the
life that makes you happy. Just a life where you
have friends and you have family, and you have a
job and you know people is enough. And going back

(58:25):
to the most famous gen X movie of all time,
you know, the most gen X movie of all time,
I'd say was Fight Club and the book by Chuck
Pallianak and there's a great quote from that. We've all
been raised on television to believe that one day we'll
all be millionaires, movie gods and rock stars. But we
won't be and we're slowly learning that fact and we're
very angry about it.

Speaker 3 (58:44):
Great line.

Speaker 2 (58:45):
It's a bad thing to tell young people that you
have to live in a life less ordinary and an
incredibly extraordinary life, because so few people get to do it.
You just need you just need to live a life.
Some of it's going to be punishing and some of
it is going to be great. But it's so cruel
to tell people that they're not going to be happy

(59:05):
and that their life isn't good or worthwhile unless a
very very special and I think it's.

Speaker 19 (59:11):
Not realistic and it could be some problem that there's
an expectation that it's going to be all that and
you step into the workforce with the top salary without
doing the steps to climb the ladder. You know, if
you start at the bottom, everybody has to work your
way out.

Speaker 3 (59:27):
Yeah, go on, you sound like a great mum, Jeanette.
Thank you very much for calling through just on the
idea of a job as a student. Do you think
that is lost in the younger generations? Is because when
I was fifteen, it was kind of I don't ever
say I go and get a supermarket job. That was
what I didn't even think there was an option. I
at that point Mum decided that hey, if you want

(59:49):
things in life, you're going to have to pay for
it yourself. So I went to go get a supermarket
job and then work at a fish factory, and on
and on and on it went. And the fish factory
that was great money, but really really tough job.

Speaker 2 (01:00:01):
Yes, someone once said to me, one of the best
things to do for kids is keep them broken tired,
so don't give them much money and get them into
a lot of sport, and then that's the best way
to set them up in life. Because because if you
want a car, and I know that as a young
boy coming up, all I wanted was a car, and
if your parents buy your car, then you think that

(01:00:22):
cars just appear. But if you work your butt off
and get a car, then that car means so very
much to you. But the question is can can kids
get those jobs? Are people giving them the chance? And
as the caller said before, a lot of those jobs
are being replaced by automatic checkouts and you know automation.
As I said before when I went through that drive

(01:00:44):
through and it was AI, here's a text through. I
own a hospital business plus retail store, being in business
thirty years, and I can tell you now eighty percent
of gen z are completely useless, no initiative, no common sense,
and completely entitled. Can barely work a four hour shift.
The parents have a lot to answer for.

Speaker 3 (01:01:00):
Great text. Oh eight hundred eighty ten eighty is a
number to call. Nine two nine two is the text number.
Headlines coming up? It is twenty eight to three.

Speaker 1 (01:01:09):
Wow us talk sad be headlines with blue bubble taxis
it's no trouble with a blue bubble.

Speaker 15 (01:01:16):
Emotional scenes, tears, booing and wayata. In Parliament today, as
the Prime Minister and heads of government agencies delivered national
apologies to survivors of abuse and care, some survivors also
spoke at the event live streamed across the country, expressing
deep sadness, fears for the future, and deep loss overpast

(01:01:37):
and enduring trauma. Chris Luxon's announced thirty two million dollars
for the current redress system. Ahead of improving the system,
work will be done to remove names of perpetrators on
streets and public amenities as well as public honors. Are
Bill's passing today to improve safety and care. Scientists from

(01:01:57):
Victoria University are drilling into Antarctic ice sheets, hoping to
unlock information dating back millions of years, including when Earth
was as warm as it is now. And punters are
turning up at Addington in fine weather for Cup Day
in christ Church. Trainer's dream comes true with start at
New Zealand Trotting Cup. You can find out more at

(01:02:18):
ins and here Ald Premium. Now back to Matt Heath
and Tyler Adams.

Speaker 3 (01:02:21):
Thank you very much. Ray Lean. It is twenty four
to three Dallas. Our employees demanding too much when they
started off work.

Speaker 25 (01:02:30):
They are mate, some of them are. I'm an employee myself.
I worked my way up through the ranks. You know,
I did my hard yards when I was younger. You know,
I did the paper out some of the some of
the listeners previously, but we're all we're all correct in
a way, like it's all about perspective and how you

(01:02:50):
look at things. I think it's a sort of like
a generational issue. I was mainly brought up by my grandparents.
I was distilled of that of the old values You've
got to work hard and you know, get your foot
in the door. So I sort of do you think

(01:03:11):
that the younger ones now that they're coming through like
post COVID, they've sort of got a sense of entitlement.
But it's also how they're brought up as well. So
I guess that's sort of like a multitude of avenues.
I guess for you know, wanting wanting more money. But
I mean it just depends really like depending on what

(01:03:32):
they're doing, who the person is, you know, what their
background is sort of things. So I guess, you know, like, yeah,
it's just one of one of those things really that
sort of you look, you've got to look back at
it and go, well, what what can these people offer me,
Like say be being an employee, Well, what are these
people going to kind of offer? You know, if they

(01:03:53):
haven't done any work previously, and so either you hire
these people when they're going to turn out to be duds,
or you give them a chance and they end up
being fined. But it's just if you're coming off the
bat with no work experience, or you know, you've been
to yunion, done this, and you've done that, and you've
come out and you've got no work experience. Either you're
not really you can't really demand more money for your buck. Really.

Speaker 2 (01:04:16):
Yeah, now, Dallas, would you say then that it's not
so much a generational thing, a gen Z thing, it's
more just a person thing. And there's always been people
that are arrogant and demanding and expected more, and there's
always been people that zero in and focus on on
on working, getting getting ahead.

Speaker 25 (01:04:38):
Yeah, yeah, no, I suppose it is more of a
more of a person thing. Yeah, yeah, I don't agree
with that.

Speaker 2 (01:04:48):
Yeah, sorry, sorry, Tyler. Because the boomers, as I said before,
with the hippies, the gen Z with the slackers, the
millennial with the emotional hem afiliates, and now now the
gen zs are seen as being demanding.

Speaker 3 (01:05:04):
Do you think tell us though, that that for a
lot of people is something that you learn and as
you go along and honesty call. When I first got
into the workforce as a fifteen year old at the
first supermarket and I was cleaning up the butchery after
and I had an hour to get my job done
and they paid me. I think it was about nine bucks.
And I couldn't do it in an hour. So the
boss pretty quickly said, look, if you don't cut it,

(01:05:25):
you don't want to see me in here again, is
what he said when he came through. And I actually said,
I said, look, I can't do it in an hour.
I can't see a ladder. I'm resigning. But I learned
from that to say, actually, if I want to get ahead,
I needed to do that in an hour. That was
the job. And I learned that after a couple of jobs.

Speaker 25 (01:05:42):
Yeah, No, you definitely got to You definitely got to
learn something from each thing that you do. Really, Yeah,
you learn something as you go. Like having work experience
before you get into the job market gives you a
sense of like knowing what to sort of expect when
you jump into the boat and sort of like you

(01:06:06):
know how to navigate certain things. Whereas if you if
you don't come in and you've got nothing. Then you're like, oh, no,
you sort they are like in the War of Fog.
I suppose they are far the war.

Speaker 2 (01:06:17):
Yeah, thanks so much for your call, Dallas. So yeah.
Recruiters cross the Ditch have said that gen z are
way too demanding and arrogant and having a bad taste
an employee is mouths. But is it a generational thing
or have people always been the same gen Z worse

(01:06:38):
than the Boomers were when they were young, and the
gen X were when they were young, and the gens.
The generations are just names we're putting on on on
groups of people when it's really individuals.

Speaker 3 (01:06:49):
I eight hundred eighty ten eighty. I know you hate
millennials though, Matt I eight hundred eighty ten eighty is
the number to call.

Speaker 2 (01:06:54):
No, I just think you're a bit useless.

Speaker 3 (01:06:58):
Is the text number. It's nineteen to.

Speaker 1 (01:07:00):
Three, Mattie Tyler Adams with you as your afternoon rolls on,
matt Even Tyler Adams afternoon.

Speaker 2 (01:07:07):
Used to a good text here on nine two, nine
to two. Tyler, you were talking before about when you
were working in the butchery and you were too slow
at cleaning up and you get told off, and this
texta points out and look at you now, Tyler twelve
to four on the afternoons with Matt and Tyler. You
could easily do the show in two hours. That's true.
We just need to work harder and talk quicker and
get them through the show in two hours.

Speaker 3 (01:07:29):
The boss had come in before and seen you don't
want to see me here again? Pick up the pace boys, Sarah,
good afternoon to you.

Speaker 27 (01:07:36):
Ah, Hi, how are you good?

Speaker 18 (01:07:38):
Here?

Speaker 26 (01:07:39):
Here was my daughter Milly?

Speaker 27 (01:07:42):
That age group that you have been discovered?

Speaker 2 (01:07:46):
How old is Milly?

Speaker 28 (01:07:47):
I'm twenty one.

Speaker 2 (01:07:48):
And she and Mily? Are you demanding and expect too
much in the workplace? And if so, whose fault is it?

Speaker 28 (01:07:54):
Absolutely not, I don't think so. And no one that
I know and surround myself with is either.

Speaker 3 (01:08:01):
God, do you sound like a good employee already?

Speaker 25 (01:08:04):
Oh?

Speaker 27 (01:08:04):
I hoping he's looking for a job.

Speaker 2 (01:08:07):
And is that because is that because your mum Sarah
is awesome and has brought you up right? Or do
you think that was just that that's just you, that's
that's incredible.

Speaker 28 (01:08:17):
Well, all of those siblings were all the same, So
we all got our first job and we're like fifteen,
sixteen and have worked full time every summer like since then,
and now we're all working as well.

Speaker 27 (01:08:29):
There's different things, and I think too, I mean, I
mean we've sort of been in and out of your
conversation for the last hour show. And you know, we
had a lady previously he's about an hour ago sort
of saying, you know, it's a bit hard to time.

Speaker 15 (01:08:43):
Iss.

Speaker 27 (01:08:44):
Everybody was the same brush. So we have the advantage,
you know, I'm up here from not otago, you know,
and come up for Messy's exposure, you know. I mean,
there's some awesome kids around doing their things, but I
suppose at the advantage we come from a rural area
and all the kids, like I mean, our kids have
been earning money on the farm since you know, when
they were eight or nine years old, you know, and

(01:09:04):
they you know, they got paid and they learned, you know,
some of money away for savings and some money they
can choose to spend how they want to. And then
they also learned that sometimes you don't want to go
to work, but well to their you know, we need
help and you're expected to help you busy times or
you know, if you need assistant sort of thing. And
then doesn't matter. You've just got a help out if

(01:09:24):
you need to, you know what I mean.

Speaker 2 (01:09:26):
So, Mily, was the person that was giving you a
chance to work when you're a teenager? Was that person
your parents or were you getting jobs outside.

Speaker 7 (01:09:34):
Of the phone?

Speaker 15 (01:09:35):
No?

Speaker 27 (01:09:35):
Initially, but then we're we had to go out and
get made.

Speaker 1 (01:09:42):
Well.

Speaker 27 (01:09:43):
But then we'll say a little bit rural of course,
you know our restrictions was driving to the men. They
live out of town, so you know, yeah, but you know,
so when they had to work around being able to
drop more jobs and pick them up and all that
sort of stuff. So which is No, they're a commitment
to parents. You know in the country. You know, can't
just get on a bus in town sort of thing.
So you have to take them to work and pick
them up. And you know, we've got four kids, you know, No,

(01:10:03):
Definitely un needs to go and work for somebody else
as well. And and I think not just not only
the farm thing is amazing and rural community, you know,
but even just I think the biggest thing is you
know you have to teach your kids is you know,
you meet someone, you get up off your seat, you
shake their hands properly, not like a limp muppet. You know,

(01:10:23):
you look in the eye and you say, well, hello,
my name is whatever, whatever, and unplease me.

Speaker 2 (01:10:29):
You, Sarah, you are a woman of my own heart.

Speaker 25 (01:10:33):
You.

Speaker 2 (01:10:34):
One of the most important things you've got to keep
teach kids is to how to shake hands and to
look someone in the eye and have a conversation with that.
And you never shake hands with someone when you're sitting down.
That that is the height of rudeness. If someone comes
into a room and you stand up and you shake
their hand and you greet them, you don't greet them
from a seat. That's that's terrible behavior.

Speaker 27 (01:10:55):
And we had one of our friends come for tea
last week and he started eating before we're dished out.

Speaker 3 (01:11:01):
Check him out of the house.

Speaker 6 (01:11:02):
And you can't do that at our house.

Speaker 2 (01:11:08):
When I was a kid, we went allowed to eat
into There was four kids in my family, and we
weren't allowed to eat until our mum had taken the
first mouthful of foods. We had to sit there. It
was a rule because you know, mom sat down and
she could take Mom took blessed her. She took her
sweet time to get to the table. Was that hungry kid?
But I'm Sarah, are your kids going to stick around

(01:11:30):
rurally or are they moving to the city or what's
happening there?

Speaker 27 (01:11:34):
Oh, we'll go one during Rural Canada, one's Flying Flyer
and West Australia Monies and Wellington looking for a job.
At the moment, it was the architectural assistant and we've
got one who's a sparky apprentice.

Speaker 3 (01:11:48):
What sort of job you're looking for, Mille, Well, I've.

Speaker 28 (01:11:52):
Just graduated from facial design at MASSY and I'm looking
to get into interior design, interior architecture, law, urban or landscape.

Speaker 2 (01:12:01):
And so in your in your job interviews, are you
looking to make large demands from the employees and huge expectations.

Speaker 28 (01:12:10):
No, I'm kind of just hoping to get a job
like period. I'm like, I don't mind what it is,
what are we doing.

Speaker 3 (01:12:19):
I didn't want to.

Speaker 28 (01:12:20):
Get into the industry and do what I can and
then hopefully like just you know, move up.

Speaker 8 (01:12:26):
From the bottom.

Speaker 2 (01:12:28):
Well, thank you so much for your call. I mean
that's the best poor call we possibly get. We're talking
about generations and we had two generations ringing through together.
So thank you so much for your call.

Speaker 3 (01:12:38):
Sarah and Milly, I don't think Mellie will struggle to
find a job. By the sounds of it, Bailey, how are.

Speaker 29 (01:12:43):
You good afternoon?

Speaker 26 (01:12:45):
Guys?

Speaker 3 (01:12:45):
There you go very good And what's your taking? You
are gen Z's employee?

Speaker 29 (01:12:51):
Oh yeah, born in two thousand.

Speaker 24 (01:12:53):
I've been working just about ten years old on my
granddad's orchard back home and Hawks Bay and currently at
work with my hard hair and my radio what they call.

Speaker 3 (01:13:06):
Love those guys.

Speaker 29 (01:13:08):
It's a bit oh, you know, it's a bit peeved off.
I've been working constantly since a young age. I at
the university, if left and now I'm moved down to
Wellington and I'm working full time. And when I was
fourteen and sixteen I went to Turkey in Italy respectively
for a World Orienteering school secondary schools and both trips

(01:13:31):
cost eight grand and I earned all eight grand time
by myself working.

Speaker 2 (01:13:36):
Yeah, So Bailey yaw in the same camp as me
that it's not although I've been saying some terrible things
about millennials to tie up in the same camp as me.
That it's not so much a generational thing as it's
an individual thing. And it's ridiculous to say that all
gen Z or are this and all gen x is
are that.

Speaker 29 (01:13:55):
Yes, And I was in your same camp when you're
over in Harry.

Speaker 4 (01:14:02):
Yeah.

Speaker 29 (01:14:02):
My mum and my granddad especially they told me, you know,
obviously good at work for anything you do, even though
so I like my job right now. Yeah, it's all right.
It's better some days, but it's it's physical and outside
all days. Pretty happy with that.

Speaker 18 (01:14:20):
Yeah.

Speaker 2 (01:14:20):
Oh, thanks so much for your call, Bailey. Great hear
from you. Sound like a great young young man and
and all the best for the future.

Speaker 3 (01:14:29):
I'm liking you know. We've had a lot of gen
z's call up. They sound like smart, competent go getters. Yeah,
I think you've taken the wrong end of the stick here.
I mean, I know you've been having to go millennials.

Speaker 2 (01:14:39):
But no, no, but but I guess. And this is
the other thing. So, if if older generations are going
to slam a younger generation and say that all gen
zs are this, then you've got to ask why, as
we were saying before, why are all gen Z is this?
Because the older generations make the younger generations. So if
you're going to be angry at the younger generations, then
you've got to be angry at your generation for not
instilling the values that you believe in in the younger generations.

Speaker 3 (01:15:02):
Nine to three will get to some more of your
calls very shortly. Excuse me. You're listening to Matt and Tyler.

Speaker 1 (01:15:09):
The issues that affect you and a bit of fun
along the way. Matt Heath and Tyner Adams afternoons. You
for twenty twenty four new talks, it'd.

Speaker 3 (01:15:17):
Be news talks, it'd be it is six to three.

Speaker 2 (01:15:21):
And Anna, your thoughts on this gen z are they
are they entitled in demanding or is this just generational bashing.

Speaker 6 (01:15:32):
I just think that essentially the human nature doesn't change
and generational things, you know, it's the same as it
one hundred years ago or twenty fifty years ago. I
think what's different is the prevalence of social media TikTok, Instagram, Facebook.
Young people see other young people going on holidays into

(01:15:55):
exotic locations bought us by the pool, having latest designer things,
latest makeup, and they just think they might think that
they should be able to go to work and be
able to buy the same things.

Speaker 21 (01:16:07):
And you ask for yeah, I.

Speaker 2 (01:16:10):
Mean, as the saying goes, comparison is the thief of joy.
So it's it can be hard, I guess, to be
working around and working really really hard and not getting
much when people are appearing in front of you on
your feed, constantly living the dream life. And it's hard
to know when you're young that that dream life is
ninety nine percent fake.

Speaker 6 (01:16:29):
Yep, yes, so kind episode, the great most of it
is fake. Can you hear about you know, people buying things,
taking photos, returning their items back to the shots. But
younger people got ready to realize it necessarily.

Speaker 8 (01:16:46):
Yeah.

Speaker 2 (01:16:46):
One of the most shocking examples that was the private
jet that was being hired out. Wasn't a real private jet,
but it was being hired out so people could take
Instagram shots of themselves sitting in a private jet and
pretending to be a condition. And when they just rented
the private jet at twenty twenty dollars for a couple
of shots.

Speaker 3 (01:17:03):
Yeah, and thank you very much now before we wrap
up the hour.

Speaker 2 (01:17:06):
Yeah, I thought this is an interesting thing because you know,
you can talk about the generations, but you can also
talk about it as an individual and what an individual
needs to do to get ahead. And you know, you
can go me into work and you can be demanding.
But for my book, A Life is Punishing, the number
one selling book you can it was a number one
best seller. Actually A lofe was Punishing by Mattethia Yego.
Just a bit of a plug there. But I talked

(01:17:27):
to this professor Scott Galloway for it. He's a very
successful businessman and this is what he said about young
people coming through. He said, capitalist societies are forgiving places
for people with money and harsh, rapacious places for people without.
Few people develop economic security without working their asses off
for ten or twenty years. It cost me my hair,
my first marriage, and it was worth it because now

(01:17:47):
I can spend the afternoons watching my son play rugby.
That was my way. It's not everyone's way, but if
you're going to make it in life to live the
dreams you want, you are going to have to work
your butt off while you're young. So unfortunately, that is
the way it is for most people. Well fortunately because
it leads to happiness struggle.

Speaker 3 (01:18:05):
Nice way to end, Thank you very much. Really enjoyed
those two hours. After three o'clock, we're gonna be talking
about the love of our.

Speaker 1 (01:18:11):
Dogs, talking with you all afternoon. It's Matt Heathen, Tyler
Adams afternoons you for twenty twenty four, US dog said, be.

Speaker 3 (01:18:22):
Good afternoons you seven past three Tuesday, feeling good.

Speaker 2 (01:18:26):
Hope you are too, Yeah, and we are gonna put
the generational walls behind us and lean into doggy love.
How much you love your dogs? And animal psychologist Mark
Viddie says this, We now know from research that oxytone
and the love hormone is about the same level as
we have towards our children, our family members, as it
is to our dogs. We have the same level with them,

(01:18:49):
and therefore the relationship that we have is akin to
our human relationships. They are surrogate kids really in many ways.
So what it's really saying is that we love our
dogs and it's possible to love our dogs as much
as we love our kids. Is that crazy? And that
is that bad? And can you love a dog too much?
Do you love your dog too much? Do you know
people that love their dogs too much? And I'm meaning

(01:19:11):
that in a I won't even I won't even say that,
but do we Is it wrong to love your dog
that much? To treat your dogs?

Speaker 17 (01:19:22):
So?

Speaker 2 (01:19:23):
I know, with my dog Colin, if he's on the
other side of town and he's going to be alone
for a couple of hours. I will drive to the
other side of town to pick them up to look
after him because I don't want it to be alone.
Is that crazy? It's what I'd do for my kids
as well. Is it crazy?

Speaker 25 (01:19:40):
Is it?

Speaker 2 (01:19:41):
Is it wrong? Is it damaging to love your dog
that much? And you know, how much do you love
your dog? And when does it become a problem when
you I mean, I've got some friends that have spent
thirty five thousand dollars on their dog recently on at
the vets Ye with a problem with with the poor
little guy's stomach. Is that Is that too much? Because

(01:20:02):
if you've got kids and you're spending thirty five thousand
dollars on your dog, then that's going to have a
material impact, depending on how wealthy you are, on the
future of your kids.

Speaker 3 (01:20:12):
It's a good point. I mean, we don't have kids yet,
but I would sell the house if I needed to,
if people needed the money to be fixed up, I
would sell the freaking house. I don't know how Maide
feels about that, but she gets elevated and I think
it is it's a new thing. Isn't it that a
lot of people are putting their dogs up the pecking order,
maybe at the expense of their.

Speaker 2 (01:20:30):
Wife or kids. Well, straight straight out of the bat
nine two nine two texts come through. I literally love
my dog more than my wife and I tell her
that all the time. See that's not healthy. No, I
would say that's not healthy. I think it starts to
get dangerous. And what does it say about us? Because
dogs give you unconditional love back. And they've done the
same sort of studies on dogs' brains, and the part

(01:20:52):
of their brain that we love fires off, just goes crazy.
You know when your dog's staring at you and it's
like that the love part of its brain is just
firing and firing. And is that why we love them
so much? Because they unconditionally give us love back. There's
someone that said to me once, a dog is always

(01:21:12):
ready to party with you. You come home and the
dog doesn't even know what you're talking about. But if
you go Colin, you're a good boy, colin talking to
see it, He'll start running around, he'll go crazy, he's
just so pleased to see you. Is that unhealthy love?

Speaker 20 (01:21:24):
Yeah?

Speaker 3 (01:21:24):
Well not for me, as a human. I love that.
I mean, when you get home, Colin would run to
the dog and jump right and just that little tail wagging.
I mean that's you can have the worst day on
the world and you get home. For that, I've got
to say, you know, maybe needs to do that a
bit more. Run at me when I come through the door, Taylah,
how are you? I mean sometimes he.

Speaker 2 (01:21:41):
Does, but I don't know, I don't know. I think
we want a different kind of love from humans because
that kind of staring at you constantly and following you
around the house kind of love from your partner, but
would be weird. It would be it would be creepy,
it'll be wrong, and you'd lose a lot of respect
for them.

Speaker 3 (01:21:58):
How much do you spend on Colin?

Speaker 2 (01:22:00):
I mean, I've got absolutely no idea a lot. Although
he's only on dry food because the vet said that
he needed it for whatever reason you say with the vet.
He's on this punishing dry food, which I feel bad about.
But so I know a lot of people that spend
a whole lot just on their food. But we've got

(01:22:22):
an injection that we have to give give Colin because
he's a mini Snail's a Jack Russell Cross and I
think this happens to them a little bit. They're called
a snack, but they have it's sort of phantom scratching.
They always think that they're a little bit itchy, so
they're scratching. So whether this is true or not. And look,
I'm a little bit suspicious of vets from time to time,
but this is a this is an injection that we

(01:22:45):
have to give him, which is in the three hundreds
once a month. So if you're looking at that's that's
you know, it's close to ninety dollars a week just
on his injection. So that's a lot.

Speaker 3 (01:22:56):
That is a lot.

Speaker 2 (01:22:57):
That's a lot. But I mean my kids cost me
a lot more than that.

Speaker 3 (01:23:00):
Yeah, I can't come home from the grocery store without
getting a treat for Pepper. If I get a treat
for me and Mave, then I think, right, I'm going
to get a treat for Pepper as well. And Bunning's
the other day to get a law mower and saw
a calling mat for a pitt. She doesn't really need
the calling mat, but I spent fifty bucks on that. Anyway,
get home and Mave, just like, what are you doing?
She's not going to use that, and she's not using that.

Speaker 2 (01:23:19):
I've spent a stupid amount of money on dog that
things for Colin to sleep on, and he won't. There's
only this one stinky bean bag. It's disgusting. That's the
only thing that he wants to sleep on. But you know,
and that's very different. I mean people with working dogs
and people you know on farms have a different relationship
with their dogs, well some of their dogs. Yeah, And
you know, and and I can, I can kind of

(01:23:43):
see how it can go too far. So if you're
if you're you know, so if you got to the
point where you were spending as much, I think it's wrong.
If you're spending as much time and as much money
on your dog as your kids. Yeah, I think I
think that's probably going too far. But but it's hard
to question. Yeah, I mean I love my dog Colin

(01:24:03):
so much. Yeah, and walk them constantly, you know, like
you know, take him out for a walk every day.
And then that's really punishing because it's to sniff everything
and it takes ages. And I'm going as long as
he's happy, that's fine. I'm willing to give up an
hour of my time just to make sure my dog's happy. Yeah,
I mean, is that great? I could be spending that
time doing something really really productive for my family.

Speaker 3 (01:24:21):
Oh, eight hundred eighty ten eighty is the number to
call nine two nine two.

Speaker 2 (01:24:26):
Till we love our dogs too much.

Speaker 3 (01:24:29):
It's thirteen past three, good afternoon. It is sixteen past three,
and some great texts coming through on nine two nine two.

Speaker 2 (01:24:38):
Hi, my husband is not a dog person. We inherited
my mother's we dig when she died, and since that
day and prior to him too. He is peanuts dog
best friend and Spencer's whole day and morning till night,
steering a drawing at him, except when out walking talks
about men's talk about man's best friend. Yeah, I mean.

Speaker 3 (01:24:57):
Yeah, good text and this one, giddy guys. I own
a small independent pet store and I sell a food
I think could help ah well with Collins issues.

Speaker 2 (01:25:06):
There we go.

Speaker 3 (01:25:08):
They've got an email there. Hey, look, Colin, if you're listening,
you're a good boy, but that has sticks to my
sort yet.

Speaker 2 (01:25:14):
Well, Colin, if you're listening, could you just respond to
that please that email address there and organize your own
food and pay for it yourself.

Speaker 3 (01:25:20):
Do you let Colin sleep on the bed n couch.

Speaker 2 (01:25:25):
I don't let Colin sleep on the bed. I do
let them on the couch. I don't let them sleep
on the bed, but I will wake up and find
him on the bed.

Speaker 4 (01:25:31):
Yeah.

Speaker 3 (01:25:31):
Yeah, And you wouldn't do anything about it when you
see Colin on the beard, you wouldn't kick them off.

Speaker 4 (01:25:36):
No.

Speaker 2 (01:25:37):
Oh, that's a tough one. It depends, depends if he's
gone for the vertical or horizontal sleep.

Speaker 3 (01:25:45):
The sticks are here. Getay, guys, I love my cats
more than anyone, including my husband and every one of
my family members. It is unhealthy. And before you say
cats aren't the same, my cats are runs and meals
the minute I drive in from work.

Speaker 2 (01:25:58):
I find it interesting. And I've seen this before, and
someone might say this is wrong, and I'd love to
hear from you in eight hundred and eighty ten eighty.
But I've seen people that before they have kids, they
love their cats a lot. They love their cats a lot,
and then they have the kid and then the cat
goes way down the list. But people that have dogs
when they have kids, the dog stays up, stays right
up there in the importance rankings. Yeah, I mean that

(01:26:19):
definitely happens with fish. Someone has fish in a tank.
Once they have kids, the fish is no longer of
any interest.

Speaker 3 (01:26:28):
Way down the pecking order. But what is it for dogs?
Because they match the kid's energy and they're almost like
a nanny. They just go outside, you run around, be crazy.
You don't have to worry about them for a we will.

Speaker 2 (01:26:37):
Yeah, I mean when you lose the dog, it leaves
a massive hole because they are there are a lot
of admin, and they are in your face and they
are looking at you lovingly. But you know, sometimes I think,
you know, if an alien came down and looked at
my life, would they think that who was ruling the house?
It might be my dog Colin because he just walks around.

(01:26:58):
He gets feared. He doesn't have to provide anything. He
gets padded and scratched and looked after. And then we
take him for a walk and we follow him around
with little bag and we pick up his leavings and bags.
I mean, if you were looking down that as an
alien from above, you go, who is in charge here?
Who is who is the master species?

Speaker 21 (01:27:19):
There?

Speaker 2 (01:27:20):
Is that the guy that's walking around just defecating everywhere
and having his leavings picked up or is it the
guy that's carrying his leavings behind. There's a great bit
by a comedian called Dimitry Martin and he talks about
a dog just looking back going, you know, he's done
his bit on a boom, and then he looks back
and his master's picking it up in a bed, goes.

Speaker 21 (01:27:38):
What are you doing?

Speaker 2 (01:27:39):
Don't do that. I just got rid of that. Leave
it alone? What are you doing putting it in a bag?
So good, Neil, how are you.

Speaker 13 (01:27:48):
Good?

Speaker 23 (01:27:48):
Good?

Speaker 30 (01:27:48):
Thanks?

Speaker 24 (01:27:48):
Guys.

Speaker 30 (01:27:50):
We've always had dogs for years and years, in indoor
and outdoor dogs. The two current ones we've got off
fluffy white ones sleep on the best, but they bark,
you know, they look after the neighbor. They look after
the neighborhood. So anyone who's around that shouldn't be around
the dogs are hearing them and they're out, you know yet.

(01:28:10):
So yeah, we we love them to bits, but in
the end they're still just animals. They're off humans. So
with our ones, if we've got to spend heaps too
much money on them, it's okay, give them the injection.

Speaker 2 (01:28:22):
You know, you had a good life, so you said,
so you say, uh, Neil that your dogs are kind
of they're kind of doing some work because they're operating
as security alarms for you. So they're earning their keep.

Speaker 30 (01:28:36):
Yeah, pretty much.

Speaker 2 (01:28:37):
Yeah, I mean that's a big it's a bit of
a stretch to say they're working dogs doing that, but
that they are at least giving something back to the family.

Speaker 18 (01:28:45):
Well, there is a terran.

Speaker 30 (01:28:46):
You know, if there's a bigger around, they're going to
go and think twice about coming and you know, breaking
into our place.

Speaker 18 (01:28:52):
Even though they are.

Speaker 30 (01:28:52):
Small dogs, they you know, the bark is the thing
that puts people off.

Speaker 2 (01:28:56):
Now, So if you with your dogs, if you did
decide that they were too expensive, you went to the
veta and that the price was too much to fix
one of them, and you decided to go to the injection,
would that be your decision or is there other people
involved in that decision?

Speaker 30 (01:29:12):
So there's there so one other person and she'd be
quite happy to to say, yep, no, fine, the cost
doesn't too much, you know, and of course you know
the dog, you know, the dog has a long life
gette where you know you're having to spend more money. Well, hey,
you know it's like okay, cool.

Speaker 2 (01:29:32):
Have you have you ever thought have you ever thought
exactly what that monetary figure would be.

Speaker 30 (01:29:38):
Oh, look and a one off cost maybe two grand
anything over that, Okay, not.

Speaker 3 (01:29:47):
Much, let's go far.

Speaker 2 (01:29:49):
That's quite low.

Speaker 30 (01:29:51):
Yeah, but you know, having a daughter overseas, if she
if we need to fly her back from England, it's
the cost is unlimited. You know, I don't care get
her back.

Speaker 18 (01:30:00):
That's the difference.

Speaker 2 (01:30:01):
Yeah, yeah, that is that is a really good way
to put it. Yeah. So if you if your daughter
was stuck overseas and we're talking about a terrible situation
you put in here. But if you, oh no, if
your daughter was stuck overseas and some kind of let's
just make up a horrible situation, it was a war
zone and she didn't have the money to get out,

(01:30:22):
and at the very same time, your dog got a
vet bull, then yeah, I mean, and I think that
really actually calls into question what this animal psychologists are saying,
because I think there's very few people in that situation
if they only had a sad amount of money and
one was getting their daughter out of a war zone
and home and one and the other one was paying
the vet bull for the for the for the dog,

(01:30:43):
I don't think you would think that the person that
didn't fly their daughter home was a good person. And
I don't think there'll be too many people that would
do do that. So that kind of calls us into question,
doesn't it.

Speaker 30 (01:30:52):
Yeah, that's a no brainer situation. You know, preach loses
the time.

Speaker 3 (01:30:58):
Yeah, good call. Now when you put it that way,
if they were in a war zone, yeah, yeah, Sorry.

Speaker 2 (01:31:03):
I want to get hold of this animal psychologist and
Mark Vetti and put this to them quick text.

Speaker 3 (01:31:09):
Then we'll get back to some more of your phone calls.
I love my dogs to an insane level. Sometimes I
lie in bed at night and give them cuddles and
freak out about how I'm going to survive losing them.
Lost our last dog at seventeen years old, absolutely destroyed me.
They bring so much unconditional love and enjoyment to our lives.
I honestly believe I love them on the same level

(01:31:31):
as my children.

Speaker 2 (01:31:33):
Yeah, I mean I do that as well. I think
about Colin and I don't even like to take them
to the vet and say what age is and find
out that he's ten, because then I start going how
much long is he going to be around for? And
even when I'm walking off and think, boy, this guy
is going to leave a huge hole and out there.
And you know, big dogs, Some big dogs are called
heartbreakers because they live such a short amount of time.
I mean, at least the little dogs you can get

(01:31:53):
quite a few years out of them. But someone might
be abut to help me on nine two nine two.
There's a particular breed of dog that they call the
heartbreaker because it doesn't it doesn't live very long at all.

Speaker 3 (01:32:02):
Yeah, I've got a question for you going to the breakyep.
How much do you think we spend on our pets
in New zeal Ones per title, per year?

Speaker 2 (01:32:11):
Yeah, boy, I bet it's more than I imagine. I'm
going to say ninety million.

Speaker 3 (01:32:16):
Ninety million. I'll tell you what it's doubled in the
past ten years. I'll give you that figure if you
think you know nine two ninety two. It is twenty
three past three.

Speaker 2 (01:32:24):
Oh eight hundred eighteen eighty. Do you love your dog
as much as your children would love to hear from you?

Speaker 1 (01:32:34):
Matt Heath and Tyler Adams afternoons call oh eight hundred
eighty ten eighty on News talk zby.

Speaker 3 (01:32:39):
Good Afternoon, twenty six past three so I asked before
how much we spend on our pets per year in
New Zealand? What was your guests?

Speaker 2 (01:32:47):
Ninety million as a total country?

Speaker 3 (01:32:49):
Nine zero Yeah, way off, So tell you and I've
said before it's doubled in the last ten years. So
in twenty fourteen we spent eight hundred million dollars. This
year or last year actually we spent one point six billion.

Speaker 2 (01:33:02):
Wow. So that's on everything, food, vet bills, toys, little
ducks that squeak, everything.

Speaker 3 (01:33:08):
Calling matts. Yeah, crazy money though, isn't it. Why are
we spending so much from our pets?

Speaker 2 (01:33:13):
Is that because, as this animal psychologist said, that the
oxy to the oxy tone and the love hormon fires
up in the same way for our dogs as it
does for our kids. I was saying before, they're asking
what was the dog that was called the heartbreaker? Because
it lives such a short life, it's the great day
in six to eight years? Is that the what you
can expect from a great day? And that's heartbreaking.

Speaker 3 (01:33:32):
I couldn't do that, no, Chris. How much you spend
on your pets.

Speaker 9 (01:33:38):
Not a huge amount actually, just food.

Speaker 31 (01:33:42):
It's only been to the bet twice and it's.

Speaker 9 (01:33:46):
Sixteen, seventeen years old.

Speaker 2 (01:33:49):
Well, what kind of dog is that, Chris?

Speaker 31 (01:33:51):
It's a little mini fox terrier.

Speaker 2 (01:33:53):
Oh yeah, yeah, that that'll have a good long life.
And Chris, do do you do? What do you think
about this person that says we love our dogs as
much as our children.

Speaker 9 (01:34:02):
Oh the odd one for me because we can't have pits.
But I remember when I the reason we got it
was we were talking about and maybe getting a dog,
and I used to There's a pitch shop attached to

(01:34:22):
a warehouse in Horror.

Speaker 31 (01:34:26):
And I used to walk in and just see what
was in it.

Speaker 9 (01:34:30):
And there was this little tiny puppy steering at me
the whole time, and there was heaps.

Speaker 31 (01:34:36):
Of people in there, but it was just staring at.

Speaker 9 (01:34:38):
Me, and I could hold up my palm.

Speaker 21 (01:34:41):
It was only like.

Speaker 9 (01:34:44):
The one or two weeks old and I was standing
down a ring my wife and said, we've got a dog.

Speaker 3 (01:34:53):
What did she say?

Speaker 21 (01:34:55):
She was heavy?

Speaker 31 (01:34:57):
It's feisty though.

Speaker 2 (01:34:59):
What what what's the dog's name? It answers to three, okay, right.

Speaker 31 (01:35:10):
Basically what happened was.

Speaker 9 (01:35:14):
It's a female.

Speaker 31 (01:35:16):
But I always wanted a dog named Dave. And I
think I'm going to call it Dave in my wife,
we're not calling it Dave, and so we could call
it Dave. It doesn't much female. So she decided it

(01:35:37):
was going to be called Poppet.

Speaker 3 (01:35:40):
Poppet, Yeah, you have no idea.

Speaker 9 (01:35:44):
How embarrassing it is a walk apart with a bloke
yelling at.

Speaker 2 (01:35:52):
Yeah, that's right. But I totally get what you want
to call you your dog, Dave, because my dog's called
Colin and someone has asked me what breed Colin has
come through? It's he's a many Schnauls and a Jack
Russell cross, which is also known as a schnack. This
is a text here. Dogs are truly man's best friend.
Case in point, arrive home allowed an hour late to

(01:36:16):
pick up your partner and our arrive in our home
late to pick up your dog, and see who's happiest
to see you, and it's always going to be the dog.

Speaker 3 (01:36:23):
Yeah, just so, Colin, why did you pick the name
of Colin?

Speaker 2 (01:36:27):
Well, my kids picked the name Colin. It was from
an episode of Blackadder where it was an episode on
this episode about an election and there was there was
only there was a rotten borough, and there was only
one inhabitant and one of them was a dash called Colin,
so we wanted to call the dog Colin. And now
there's lots of dogs called Colin. Dame Lisa Carrington her
dog's called Colin. Yeah, and there's also that Australian TV

(01:36:48):
show Colin from Accounts. So when we called our dog Colin,
it was just about blackout of it. Now Colin's a
very popularad for dogs.

Speaker 3 (01:36:55):
Strong name. Oh one hundred and eighty eighty is the
number to call. We'll pick this back up after the
headlines is bang on three point thirty.

Speaker 15 (01:37:03):
Jews Talk said the headlines with blue bubble taxis it's
no trouble with a blue bubble. The Prime Minister is
promising a new redress system to compensate for abuse and
care will be operational next year and is putting up
thirty two million dollars to bolster current efforts. Chris Lucksen
offered survivors a national apology in Parliament today for the

(01:37:25):
historic violence and neglect in state and faith based care institutions.
Statsane Z says electronic card transactions increase slightly from September
to October, but year on year spendings fall in one
point one percent. In September, the annual vicre fell five
point six percent. A family from Auckland's north Shore have

(01:37:47):
won this year's second largest lotto prize thirty point two
million dollars. The ticket bought in Albany, Auckland Zoo's last elephant, Burma,
is heading to Adelaide to join a multi animal herd
at Australia's Manato Safari Park. Burhmer's lived in Auckland for
thirty four years after arriving from Me and Mark at

(01:38:07):
the age of eight. Disillusionment is real, so could Donald
Trump happen in New Zealand too? You can read Simon
Wilson's full column at and said Harold Premium, I'm back
to Matt Eathan Tyler Adams.

Speaker 3 (01:38:20):
Thanks very much, Rayleen. It's twenty six to four and
we've asked the question do we love our pets too much?
On the back of Mark Vetts, who's a very well
known animal psychologist. He says the hormonal bond created between
humans and their dogs in this instance is about the
same level as towards our children and family.

Speaker 2 (01:38:37):
Great name for a animal psychologist, Mark Vett, isn't it is?

Speaker 3 (01:38:41):
Yeah? Love this text? Hey boys, my dog comes first.
My dog sits in the front seat while my son
sits in the back seat. Every time, I have to
lay on the floor for twenty minutes every night when
I get home as a dog is just so excited
to see me.

Speaker 2 (01:38:54):
From Craig, Yeah, yeah, I mean, that's a lot of
love for animals out there. And also I like to
hear on it a wea e te hundred and eighty
ten eighty the outsized amounts of money you've spent on
on dogs at the vet as well. But it's got
a grig. This got to Thomas Thomas, good afternoon, Thanks
for calling your thoughts on dog love.

Speaker 18 (01:39:17):
Well, I have a story about dog love. This time
last year, I was in Christiach Hospital with ball cancer
and I had some complications. I was in the hospital
for over two weeks. My miniature Schnauzer stood at the
window of my house for two weeks looking for me. Wow,

(01:39:40):
would not move. My wife had to force it, well,
not forced it for but had to bring him his food,
bring him his water, carry him outside to go to
the toilet. He would not move for two weeks.

Speaker 2 (01:39:55):
Wow.

Speaker 18 (01:39:55):
And when I came home, that dog went crazy.

Speaker 2 (01:40:01):
Man. That is beautiful and what it was. What's the
dog's name?

Speaker 17 (01:40:08):
Oh?

Speaker 18 (01:40:09):
That was Oscar. Now Oscar Stanley has.

Speaker 12 (01:40:12):
Passed on, which makes the story even more bittersweet. But
he passed on earlier this year, and we have adopted
a lovely spigure Staniel to take his place.

Speaker 3 (01:40:23):
I'm sorry, say, I mean, you've said it, old, Thomas.
That's you know, they get wrought into your hunt genuinely,
dogs pets, and I feel the same, honestly. It is
so I can understand this research. They they are part
of the.

Speaker 18 (01:40:37):
Family, absolutely so I have from my own personal experience.

Speaker 12 (01:40:44):
I just think dogs are part of the family. They're
not human, but I think for many of us, they're
just as important in our lives as our human fail.

Speaker 2 (01:40:55):
And I'm Thomas, if you don't mind me asking, how's
your health now?

Speaker 18 (01:41:01):
All I'm still on the side of the grass.

Speaker 2 (01:41:03):
Yep.

Speaker 18 (01:41:04):
Well yeah, so okay, pretty good, pretty good?

Speaker 2 (01:41:06):
Okay. Well that's that's that's great to hit Thomas, And
what a fantastic story. That actually makes me quite emotional.

Speaker 3 (01:41:12):
Y a little bit here and there, because if I.

Speaker 2 (01:41:14):
Hear when I'm picking up the dog and from from
the you know, because we share a dog. Me and
my my ex partner. We share the dog. We share
the dog and the kids, and the dog always comes
with the kids, so they always travel together. So it's
the first thing you know that the kids are coming
over for my week with them is that Colin comes
to the house first, and he's up the stairs much quicker.
But then I hear that he was he knows the

(01:41:36):
day that he's going to my house and he will
wait all day so expectation like by the drive waiting
to go to come and see me. That makes me
feel good.

Speaker 3 (01:41:44):
That's good.

Speaker 2 (01:41:45):
And then when his mum's picking him up, he gets
he can hear the calf so far down the street
before she arrives, and gets so incredibly excited about her arriving.
And you know, knowing that makes you feel, It makes
you feel, no matter what's going on in the world,
that someone loves you.

Speaker 3 (01:42:00):
Yep, get a bleir Gooday, guys.

Speaker 21 (01:42:05):
So the story I'm going to share is going to
chance sound a bit weird to a lot of people.
But I'm in the unfortunate position of having lost both
a dog and a child, and there the love you
have for your child is equal to the love you

(01:42:27):
have for your dog and vice versa. The difference, it's
going to sound weird, and you know, so I hope
people don't hate on me. But when we lost our
daughter first, and that was sudden, unexpected, no cause has

(01:42:47):
been found, she just didn't wake up on a Sunday morning.
And you're kind of too busy to cry, if you
know what I mean. Yeah, because you just you just
like totally in shock and you're in limbo for months
on end. But when we had to make the decision

(01:43:08):
to put the pup down, she wasn't a pup, she
was eleven, but we called our dogs pup. She had
the pancreatic cancer. So we made the decision to put
her out of her misery. And that was extremely upsetting.
And I did cry. Because I didn't cry immediately for

(01:43:30):
my daughter doesn't mean I didn't love her any less, Yeah,
you know what I mean. And so it was the
fact that we with the daughter, it happened so fast,
I didn't really have an opportunity to process it immediately.
But you know, at that feeling that that lost and

(01:43:52):
everything lingered for a lot longer than it did with
the dog.

Speaker 2 (01:43:58):
Yeah, I mean, you know what I'm trying to say, yeah,
and the way grief manifests is not always the same.
Because someone doesn't cry, that has no bearing on how
much it's ripping someone's soul to pieces at all.

Speaker 21 (01:44:15):
Don't get me wrong. I cried, but it was probably
a couple of weeks later. Once, yeah, once all the
funeral preparations have been arranged and people have been in
and you know, offered their condolences and their sympathies, and
you have everyone coming around, it's when they all bugger
off again and they're left to your own thoughts. That's
when things catch up with you. But yeah, I was
just I was just coming at it from a different perspective.

(01:44:38):
And we've got another dog now, and no doubt, if
we have to go down the same path with him,
I will feel exactly the same.

Speaker 2 (01:44:46):
And Blair having that dog, you know, when you're going
through a grieving situation, and even though obviously it's very
hard to deal with it and any kind of consolation
is hard to come by, but having a dog and
the love of a dog in a situation like that
is important, isn't it.

Speaker 21 (01:45:09):
I think the difference is that you can get another dog, yeah,
but you can't get another daughter. Yeah, yeah, yeah, so
you can get another dog and you can start unconditionally
loving that, Yes, and it kind of feels a void
that the other dog left behind, but you obviously can't
do that.

Speaker 4 (01:45:25):
With a daughter.

Speaker 2 (01:45:26):
Yeah, one hundred cent, And thank you so much for
sharing your story with a left that's heartbreaking. And I
guess you would go back to this animal psychologist, Mark
Vetti with a story like that, and it kind of
makes it ridiculous what he's saying. Yeah, because you can
really really love your dog, but when you put it
like that one on one, it's it is a totally

(01:45:49):
different thing here.

Speaker 3 (01:45:50):
And you know Blair was in that awful but unique
situation and I can't comprehend that. Yeah, really, it really
puts it into perspective, that's for sure. Oh eight one
hundred and eighty ten eighty is the number to call
back with more of your phone calls. Shortly have a.

Speaker 1 (01:46:07):
Chat with the boys on It and Taylor Adams afternoons
you for twenty twenty four News Talk said, be it's
a quarter to four.

Speaker 2 (01:46:16):
We've been talking about animal psychologist Mark Vetty, who has
claimed that the oxytoast and the love hormone is about
the same level as we feel towards children and our
family members, and the dogs have the same level of
oxytosin back the love between dogs and humans. I think
we've probably, especially with Blair's call, you definitely call into
question the idea that we can. I mean when it

(01:46:38):
comes down to the pure raw and what an amazing
call that was from Blair, But the raw difference between
the loss of a child and the loss of a dog,
when you're not like comparable. When you put it like that,
then it does. It does definitely make your question what
he's saying there. But there's no doubt that we love
our dogs.

Speaker 3 (01:46:58):
Yeah, absolutely, Hey you agree, Hey.

Speaker 20 (01:47:01):
Guys, And they are two pretty tough calls to follow
up with Tom and Blair, will it. But it really
comes down like I remember an age old question if
you had two kids and you were floating down the
river and you could only rescue one kid, which one which.

Speaker 27 (01:47:23):
Go and.

Speaker 20 (01:47:27):
A similar to it, I have a child and a
dog in the river, which one would to go for?
And so I think the answer is that, yeah, you
savior child infantly, and we're out hesitation.

Speaker 2 (01:47:42):
No, you would, you absolutely would, And that just cuts
through this study.

Speaker 3 (01:47:48):
You wouldn't even think about it.

Speaker 2 (01:47:49):
And I hope someone has said this to that guy,
because he's written this thing, and I'm sure he wasn't
looking at it. In terms of the actual beer logic
of the situation, it does call to mind, Greg, there
was a situation that's a horrible, horrible situation happened. I
might remember it from a few years ago when a
message that a nuclear attack on Hawaii was sent off accidentally.

(01:48:11):
There was a warning to Hawaii around the time that
North Korea was rattling their sabers a lot, and it
went out to all Hawaiians that a nuclear attack was imminent.
And this came across and this I saw an interview
with a dad and he was pretty much equally distant
between his two kids at different schools, and he was

(01:48:34):
standing there, going which kid do I drive to? Man, Now.

Speaker 3 (01:48:41):
That's a choice.

Speaker 2 (01:48:43):
Can you imagine being in that situation? Unanswerable? Absolutely unanswerable.
But yeah, you know, as much as I love Colin,
there is absolutely no doubt that if there was a
situation where saving either of my kids or saving my
dog that I mean, as much as I love Colin,

(01:49:03):
it would not even be as you say it would
not even be a second's decision.

Speaker 3 (01:49:08):
Yeah, sorry, Cale, You're a good boy, you peck.

Speaker 2 (01:49:12):
You're a good boy. You're a good boy. But yeah,
you know you're not one of my kids.

Speaker 3 (01:49:15):
Greg, Thank you very much. Dan, how do you feel
about this?

Speaker 23 (01:49:19):
Not too bad? Not too bad? He a happy story here.
I was a businessman for a while and my sister
brought me a little dog because she felt that I
had everything and bosically he was crossed between the foxy
and a two hour Not sure how it happened, but
it did, and she called yuppie. Well, he became my

(01:49:40):
constant mate, and he always used to walk or run
a couple of meters in front of me, so I
could never sneak up on anybody because don't see the
dog put and I'd say, there comes this tent. However,
I had cause to spend quite a bit of time
going into our local bank, and I would go in

(01:50:02):
with the dogs, and the bank recexist when we had
them in those days, would have a couple of little
those pet chocolate on the buttons, which he went straight
to and had a feet of And there was a
set of stairs that went straight up to the bank
manager's office. Now if I had an appointment. There were

(01:50:25):
times when I'd still be busy at the teller and
Yuppy would wait at the bottom of the stairs, and
the bank manager would say, come on up, Yuppy talking
to the dog, and the dog would go up the
stairs and wait up in the boardroom until I got
up there. He was everybody that they loved them. Now,

(01:50:46):
just to finish the story of unfortunately the marriage didn't
work out that well, and we managed to sort out
all our business affairs, our boy, our cars, et cetera,
the whole lot. The only thing that we couldn't settle
on was custody of the dog, of which in the

(01:51:07):
end we were to a family court, which was a
bit of a joke at first, and we've got awarded
fifty percent the dog. I could do not.

Speaker 17 (01:51:21):
He was a great dog.

Speaker 23 (01:51:22):
He lived w he was about eighteen, and yeah, he
certainly wasn't great companion. I've had dogs since done nothing
like them.

Speaker 2 (01:51:32):
Well, blessed Yuppie. What great what a great story. Yeah,
when the situation we've got a fifty percent custody of
the of the dog. As I say, before the dog
goes with the kids, the dog is always, And that
was an interesting thing that I was talking to my
kids the other day and they were they're always with
the dog, so they're never not with the dog.

Speaker 3 (01:51:49):
So they are effectively like siblings and the regard up.
They always go to get they're always with Colin here. Yeah,
I imagine that's pretty common though these days. If there
is a breakup or a separation and there's a pet,
a dog involved that you both you know raised that
the dog becomes fifty to fifty. It is like you
go to each parents house a couple of weeks at
a time, quick text to the break Geday, guys, I'm

(01:52:12):
a farmer. Have trained fifty dogs and loved everyone apart
from a couple of bared eggs. Of those, fifty three
have retired into our family home and have become inside pets.
Have made over one hundred thousand k over the years
selling trained dogs. They are my life. I've spent more
on vet bills than on doctors visits for my kids.

Speaker 2 (01:52:31):
Yeah. So fifty dogs and loved every one of them,
well except for one. What the bad eggs were like?

Speaker 3 (01:52:37):
Yeah, I eight one hundred and eighty ten eighty is
the number to cool nine two nine two is the
text number. It is ninety four.

Speaker 1 (01:52:45):
The big stories, the big issues, the big trends and
everything in between. That heat and Tyler Adams Afternoons. You
for twenty twenty four used dogs Dead B dead B.

Speaker 3 (01:52:56):
Get a tom So sorry we've only got about ninety
seconds your love of dogs.

Speaker 14 (01:53:02):
Oh yeah, I had a good story. I was visiting
in business in christ He's actually got a cromation business.
It's pretty much any think the business does do, and
he's got I went in there one day and I
walked out on to the street with the owner. The
dog followed, started to walk up the road and he
yelled at the dog to get back in the office.
The dog turned around. We'll start as strolling back tired

(01:53:25):
hold labrador snarled at him and walked into the office.
That was quite funny. But he told me an interesting story.
He said, whenever he's doing a cromation, the dog refuses
to go in the building. Yeah, apparently he'll just sit
outside until it's all done and then he'll go back inside.

Speaker 2 (01:53:43):
Well he knows something. Yeah, thank you for so much. Now,
what an hour of dog chat it's been.

Speaker 3 (01:53:49):
That's that was roller coaster. I've certainly changed my view
on how I feel about Pepper. I still love it
to death, but you know, hopefully when we have children
in this in this life that they certainly she goes
down the pecking order.

Speaker 2 (01:54:01):
Well it's so great, you know, I'm just new to
talk back. But that was a very emotional now, especially
the stories from Blair and Thomas. They were they were
fantastic stories and it was very awesome to have them
shared with us and heartbreaking stuff. But yeah, I love
my dog Colin, but this has been put into stark
realization that it became between them and my kids, between

(01:54:24):
Colin and my kids. Goodbye Colin, you.

Speaker 3 (01:54:26):
Good bye Colin. We need to have a chat to
their Vitty the Animal Psychologist. I love your work, Mark,
but I think the callers have spoken on this one.

Speaker 2 (01:54:36):
Anyway. Thank you so much for for your course today.
We've been a great hour of radio the Dogs and
we'll see you tomorrow for more of it and give
them a taste of key with

Speaker 1 (01:55:53):
For more from News Talks at b Listen live on
air or online, and keep our shows with you wherever
you go with our podcasts on iHeartRadio

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