I think this is a fashion started at the beginning of the new century, probably for a rapprochement to the U.S. where the management of youth and intermedio much higher in Europe, you can easily find jobs in first-line managers who just come to 40.
In Europe access to the first level of management had always been a factor in achieving step by step and the pyramidal structure of the organization could correspond to the pyramidal structure of age. Hardly the first 45 or 50 years were not of top-level managers, not to be those of companies say family-controlled, as well as cases were counted.
But since the beginning of 2000, the age of management and began to decline and was within 45 to 50, now we have to find the exaggeration of top-level managers before 40! That experience may have? 15-year career, all at most, not for having accumulated knowledge, methods, capabilities to be at the front of the first level of responsibility.
The answer, not the correct answer, may be the import of Top Managers anglossassona of precedence, especially American, and the increase in American affiliations in Europe, and the boom of new American economy, where we find them Managers say the short age . But I say that is not correct because the American system of universities is that the company is completely different than Europe.
If one is based in competition, let's say, asylum, that is low in European mediocrity. From a small in the U.S. is entering a competitive battle in what is school, either sport, is entering into "cheer leaders", both in theater school, the magazine ... In Europe there is this spirit that they a battle, an orderly study, is a sport or two because you must develop, if occasionally writes also of interest, but the reality and that a study per se, not against the other best positioned to exit. And a study at all if, to appear later in a labor market that will protect you.
That and the other big difference, in front of a labor market that is based in the results, the constant turnover of position or work in mobility, in search of new opportunities is forced to poor results or to find better opportunities, the European ti The contract provides for life. Yes, you need to compete for a job and you have to have studied something, maybe it will take two or three different jobs until you find the right one, but after six left for a job for life made from small steps in the protection of a great mother, and that the Continental European market. A system that does not favor mobility, which is not conducive to the work objectives, that does not help in some way the insecurity that makes you grow, and prefers the Protection of all of the growth generated by greater motivation and push caused because everyone is looking growth opportunities.
It is clear that a manager from a U.S. system or a continental European can not give the same results even if it has the same age or years of experience. The European manager to 40 years is not so consolidated as it may be an American. I believe this conclusion irrefutable.
Not surprisingly, the U.S. and the only company in the world that by its constitution and permanently at war with anyone. There is no country in the world that is constantly at war with any country, both under UN mandate, the coalition or alone. This means that the spirit of survival and that the fight, both in that form part of the DNA of American citizens. If the flooding in more in a battle as is the market, logic tells us that by their very young can give more. THE European society and conformant too, too social, too protectionist, more anxious to avoid anything that the risk for having more.
I am not making an apology for the war, I'm only meaning of the facts. I'm also indicates that not only serves to get a copy, if you do not analyze the reason for those results.
So now we find ourselves with the ascension of European managers in the early stages with age "young" facilitated for a lower cost of labor between them and those placed in older people. Yes, with the need to adjust costs and management began after 2001, that trend imported from the U.S., Europe and accelerated the need to reduce costs by sacrificing the experience, for a badly misunderstood "want to go," the young Europeans do not come out rampanti virtuous circle of the USA. Thinking that only wants a company can go forward. So the managers of 50-55 were seen quickly replaced for those 45 and the first to reach aberration of below 40!
See that there are more references month after month, to see that when one questions on an issue, closed his eyes and wondered who can consult and mind were in two or three names that only a preferred use them to be sure of what was to ask for fear of not being seen as an ignorant, and now do the same to close your eyes and say, bah! Better decide that myself because if I have to ask them that the only risk losing time or who tow me what I would do so not because they are wrong. The problem remains and you the frustration of no longer belong to a team, you want arranger for yourself. That's true motivation within a system, because the company and a system. But demotivating and when you can not grow with the rest. Doing so because the risk of mistakes increases, control decreases, and the possibility of failure increases.
And as always the fault can not be themselves if they have not happened, how and who so impossible, because the authorities failed by Top Management and important but not sufficient unless combined with the daughter of knowledge, experience Of knowing how to manage resources, "leadership"! The fault can not be that the lack of control by the shareholder on the Top Management.
Why the destruction of value not only from error that it had assigned the responsibility to managers so young, but if the consequences resulting therefrom motivation of the rest of management, normally there will be more experienced managers above his age not below, corporate paralysis if it comes, the necessary reorganization resulting in non-operating and non-success, dual motivation of its managers in this situation because after the euphoria should be reduced and replaced find other positions, ultimately a nonsense after another .
This call the syndrome of orange belt. In judo you progress in the belts that go gaining as much experience you have: white, yellow, orange, green, blue, brown, black and after several "dan". Or at least was when I started so young, more than thirty years ago. There were two schools of thought at that: schools in several different governing the passage of a belt to age, and those who freely left the kids progress. My school was the first, and remember that frustante was not able to go to that orange dream, it maintained a yellow with a black tirete different form of "dan". Frustante was going to tournaments and see that other kids the same age that had already orange. This frustration came to less, because to be the fight for chili and not for belts, this frustration disappeared and the outcome depended upon one and not the color of the belt, was sometimes an advantage, because the opponent is believed strongest. To say that the formation and accumulation of experience are the two important pillars of a Top Manager and that these may not be mature in age couples.
I want to emphasize that I speak of organizational changes at all levels, including those in small sections, because they work the same mechanisms of motivation. Clearly if a company is acting on changes to the Top, translated them down, has earned the Grand Prix to become a non-managed, inefficient and not substantiated. Inefficiency that will result in the results.
