Bug 1244: changes to images

[libreriscv.git] / charter / discussion.mdwn

diff --git a/charter/discussion.mdwn b/charter/discussion.mdwn
index f73e6c133e46ee543a86be41b201b4f783104a06..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
 
@@ -21,7 +24,13 @@ A Code of *Honour* inherently empowers participants with the
 responsibility to know (or learn) and act upon the difference
 between right and wrong, good and bad.  That alone says "we
 trust you, empower you, and require you, to act responsibly",
-for the benefit of all, including yourself.
+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.
 
@@ -33,6 +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
@@ -47,22 +58,34 @@ obvious and objective that nobody really thinks much about them, when
 things get hard it is often challenging for people to objectively face
 reality, particularly if other Systemic Laws are being violated as well.
 
+<img src="https://assets.amuniversal.com/6ab84f80e4d101382714005056a9545d" width="400" />
+
 ## 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
@@ -73,7 +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*
@@ -88,6 +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
@@ -100,6 +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
@@ -114,3 +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.