Facebook Gen. vs Fortune 500 article

In The Facebook Generation vs. the Fortune 500, Gary Hamel lays out a list of 12 characteristics of the online life of the “Facebook generation” that have relevance for what they are likely to look for in a work organization:

  1. All ideas compete on an equal footing.
  2. Contribution counts for more than credentials.
  3. Hierarchies are natural, not prescribed.
  4. Leaders serve rather than preside.
  5. Tasks are chosen, not assigned.
  6. Groups are self-defining and -organizing.
  7. Resources get attracted, not allocated.
  8. Power comes from sharing information, not hoarding it.
  9. Opinions compound and decisions are peer-reviewed.
  10. Users can veto most policy decisions.
  11. Intrinsic rewards matter most.
  12. Hackers are heroes.

My first 2 reactions to the list are 1) These sentiments are not that new — they sound similar to advice about building strong organizational cultures that has been around for a long time; and 2) I want to work for a company that embodies those characteristics!

I also initially thought the “Us vs. Them” framework was an overstatement designed to create controversy and inter-generational antagonism where there was none … then I read the comments.

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