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 communicate a strong purpose and the reason why you exist as a company.

The author’s view is that Generation Facebook will imagine and expect a working environment which is typical to their online one. That will include easy access to material, networking ease and lack of a hierarchy at all. Hamel concludes by saying that, in order to attract young and good workers, companies need to reinvent their practices in management in order to align with the expectations of Generation Facebook. A lot has been written about this generation and their approaches to work, but the influence that the Web has had on them is a huge game-changer.