teresting. Hamel, talks about how life for the Facebook generation is opt-in and it is the same way they will anticipate their life at work to be like. Just as in life employees want to enjoy their tasks. The article goes on to state that Groups are self-defining and -organizing. On the Web, people will work with those that they are willing to associate with. They will choose those who inspire them in a way, those who are simply interesting to work with in life. A lot more can be attained by letting this network to develop by its own, with a solid vision to lead them (Hamel, 2016). The 7th reality states that Resources get attracted, not allocated. The story of a team that is self-defining is that participation in it has to be opt-in and not one should be forced at all; this gets the teams tougher and the selected leaders of the teams more accomplished.

The article also adds several realities; Power comes from sharing information, not hoarding it. This is vital at all business levels. The company has to conduct an open books rule on finances, tactic, as well as organization. Hamel, has the idea that Generation Facebook are used to sharing all about their lives with every Web person and it is not something which stops at work(2016). As a way of making better decisions, the Facebook generation makes use of their networks and comprehensive networks. The companies which are smart to see this will couple up this power on the inside and witness a real performance change. (Hamel, 2016).

Users can veto most policy decisions. A part of Servant Leadership ethos is making sure that the workers have all they require to work well enough. The overall idea of all this is making sure that they have the permission to suggest the direction they are willing to head to. Intrinsic rewards matter most. Individuals want to do a good job and get a recognition for it. Generation Facebook not only want to be good, but also be included in something bigger. It’s more significant to create as well as com