In many organizations, management hierarchy mainly consists of elite who have committed their entire life to the development of their organizations. However, the society has changed so dramatically that sometimes these elderly leaders or directors find it difficult to make decisions about the future of their business. Thus, I believe it is time to provide opportunities for younger generations to take charge.  

Today’s young people normally have better educational backgrounds than the old leaders do. In contemporary society, education is more accessible and systematic than it used to be, so young people who do not want to compromise the quality of their life would probably engage in more academic pursuits to prepare for career progress. Having acquired advanced knowledge and kills, young leaders are more likely to confront the challenges ahead than the elderly counterparts who have virtually stopped the acquisition of their knowledge and skills. For example, today a young leader with high levels of Internet literacy would make the best of the web to operate business, which to some extent boosts sales as well as the profile of the organization in this Internet era.

Young leaders’ charm also plays a key role in managing their organizations. It is generally perceived that young managers display optimistic attitudes and welcome new ideas. Due to these features, young employers would have a positive influence on their employees. For example, young leaders’ optimism for a temporary stagnant economy would bolster their employees’ morale, and young directors’ permission for teleworking could win the trust of those workers who have to commute a long way to workplace every day. These practices would increase employees’ wellbeing and help boost the productivity.

Although it is the case that young people have more edges over the elderly executives in this day and age, it should not be ignored that those elderly executives have plenty of work experience that young people can rival with. With valuable experience and knowledge tested by years, the elderly leaders or directors would address the problems effectively and quickly. However, in this ever-changing society , these experienced leaders who attach status quo fail to respond to these changes as young people do.

In conclusion, old leaders have their position in managing their organizations; however, young people who show great talents in management should also given arenas to perform the ability to their best.