bug 1244: add linked list ddffirst image

[libreriscv.git] / charter / discussion.mdwn

diff --git a/charter/discussion.mdwn b/charter/discussion.mdwn
index 3246ef5a64dde7780eea0a5e88d33fc0f0542507..75d74b35d79f1bb0d5d8350545ca4ace67e2e09e 100644 (file)
--- a/charter/discussion.mdwn
+++ b/charter/discussion.mdwn
@@ -1,4 +1,7 @@
-# Discussion and commentary on Libre-RISCV Member Agreement
+# Discussion and commentary on Libre-SOC Member Agreement
+
+The Charter is explained further here: please feel free to edit
+and add comments at the end sections
 
 # The Code of Honour
 
@@ -24,6 +27,11 @@ trust you, empower you, and require you, to act responsibly",
 for the benefit of all, including yourself, as part of this
 Organisation.
 
+Here we illustrate with the obligatory Dilbert cartoons the
+polar opposite of a reasonable Code.
+
+<img src="https://assets.amuniversal.com/7378df606cc701301d50001dd8b71c47" width="400" />
+
 # The Systemic Laws of Organisations.
 
 The Systemic Laws are explained below.
@@ -34,6 +42,8 @@ Every contributor and their contributions and achievements are recognised.
 This further encourages people to contribute; they feel welcome, and their
 efforts valued.
 
+<img src="https://assets.amuniversal.com/4fb42f906d5101301d7a001dd8b71c47" width="400" />
+
 ## Reality is acknowledged and accepted
 
 Denial of reality is the quickest way to kill the effectiveness of an
@@ -52,20 +62,30 @@ reality, particularly if other Systemic Laws are being violated as well.
 
 ## Everyone is respected and honoured, past and present
 
-When someone leaves a project, particularly under less than ideal circumstances,
+When someone leaves a project, even under less than ideal circumstances,
 it is still vitally important to value and respect both them *and* their
 contributions.
+Even when things are difficult, a person can teach you valuable lessons,
+by example of how you *don't* want things to continue in the future.
+
+<img src="https://assets.amuniversal.com/0548b7909ee3012f2fe600163e41dd5b" width="400" />
 
 ## Role, Seniority and Expertise are all respected.
 
 This can be very challenging, particularly when someone with more expertise
 meets someone whose length of service is greater.
 
+<img src="https://assets.amuniversal.com/d06a1270a06a012f2fe600163e41dd5b" width="400" />
+
 ## We accept the responsibility of our position
 
 If we choose a position of responsibility, we must actually acknowledge and
 accept the responsibility of that role!  People will be relying on us.
 
+<img src="https://assets.amuniversal.com/9d7569a09f8f012f2fe600163e41dd5b" width="400" />
+
+<!-- img src="https://assets.amuniversal.com/de754040f11401382b97005056a9545d" width="400"  -->
+
 ## Everyone is rewarded equitably for their contributions
 
 In a "Libre" context this is often extremely hard to do, as the normal
@@ -76,7 +96,9 @@ to us to ensure that part of our time is spent making sure that everyone
 *is* actually rewarded, whether through contracts, sponsorship, donations,
 crowd-funding and profit-sharing in the same, and so on.
 
-## Everyone is responsible and accountable (for the "good" *and* the "bad")
+<img src="https://assets.amuniversal.com/e1ee2ec09e16012f2fe500163e41dd5b" width="400" />
+
+## Everyone is responsible, credited, and accountable (for the "good" *and* the "bad")
 
 When we do something well, it is vital that we (alone) own and hold the
 credit for that achievement (nobody else takes the credit; we *accept*
@@ -91,6 +113,8 @@ opportunity to grow and learn, we know and trust that nobody will take
 that away from us, and, further, that our achievements and the credit
 will be ours.
 
+<img src="https://assets.amuniversal.com/a19b8990f08a01382b5a005056a9545d" width="400" />
+
 # Decision-making and new contributors
 
 This section has two aspects.  The first is that everything but unanimous
@@ -103,6 +127,8 @@ that the issue be discussed until it is fully understood by *all* members
 (or members recognise that they do not or cannot understand the issue,
 and abstain).
 
+<img src="https://assets.amuniversal.com/b3e4ff709dfc012f2fe500163e41dd5b" width="400" />
+
 The introduction of new contributors really requires specially spelling
 out.  The last thing that is needed is for a new contributor to introduce
 changes that drain the time and resources of prior contributors to the
@@ -117,3 +143,7 @@ It is also worthwhile noting on the subject of unanimous decision-making:
 its effectiveness decreases as the number of contributors goes significantly
 above around eight.  If that occurs, delegate!  Form sub-projects, agree
 roles and responsibilities, and go for it.  Divide and conquer.
+
+# Questions / Comments
+
+Add here.