(NOTE: This post was re-blogged as shared reading. Embedded links don’t work. Please, follow the reference link at the end to original. – Jos Schuurmans; http://GoogleReaderShared.josschuurmans.com)
Gary Hamel sums up a 12 point list of characteristics of the ethos of web culture, basically stating management better wise up.
Gary Hamel on Managing Generation Y – the Facebook Generation – Gary Hamel’s Management 2.0 – WSJ
With that in mind, I compiled a list of 12 work-relevant characteristics of online life. These are the post-bureaucratic realities that tomorrow’s employees will use as yardsticks in determining whether your company is “with it” or “past it.” In assembling this short list, I haven’t tried to catalog every salient feature of the Web’s social milieu, only those that are most at odds with the legacy practices found in large companies.
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.
These features of Web-based life are written into the social DNA of Generation F—and mostly missing from the managerial DNA of the average Fortune 500 company. Yeah, there are a lot of kids looking for jobs right now, but few of them will ever feel at home in cubicleland.
A tremendously insightful post, and constrasts dramatically with other management gurus, like Thomas Davenport and Matthew Fraser.