appointments from any superior persons. Hamel (2016) says that it is instead their influence which is comes out freely from the approval they get from their peers. Authority on the Web never trickles downward, but upwards. The author says that Leaders serve rather than preside. A commanding style as well as controlling people online will not work at all. This Generation is wired to be imaginative, to function as groups, and they are set up in a way to repel authoritative control. Servant leadership; one makes sure that the individuals involved have everything needed so as to do their work. This is a usually superior form in most cases. Commanding and sanctioning people to do things in an unfriendly manner will only make someone lose their followers.

Hamel states that, tasks are chosen, not assigned. This is one of the greatest frustrations that managers encounter. Boredom and complacency will start to take over if one finds the task assigned to be uninteresting. 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, a