From f120c67be93455457afbb17a0e37a394ad849a53 Mon Sep 17 00:00:00 2001 From: Luke Kenneth Casson Leighton Date: Sat, 22 Sep 2018 17:46:18 +0100 Subject: [PATCH] add decision-making section --- charter.mdwn | 15 ++++++++++++++- charter/discussion.mdwn | 24 ++++++++++++++++++++++-- 2 files changed, 36 insertions(+), 3 deletions(-) diff --git a/charter.mdwn b/charter.mdwn index a4504c83d..ca1fa01fd 100644 --- a/charter.mdwn +++ b/charter.mdwn @@ -5,7 +5,7 @@ This document is based on the Titanian's "Code of Honour" and on the Systemic Laws of Organisations, listed in "Invisible Dynamics". -Comments and [[discussion]]. +Comments and [[discussion]] elaborates. # The Code of Honour @@ -44,3 +44,16 @@ to grow and be part of the group. * Everyone is rewarded equitably for their contributions. * Everyone is responsible - and accountable - for their actions; good and bad, "Guilt" and "Merit" belong with whoever earned them. + +Further explanation can be found in [[discussion]]. + +# Decision-making and new contributors + +* All decision-making shall be unanimous, including changes to the goal +* Abstention is permitted. +* New contributors must agree to abide by this Charter prior to being + involved in decisions +* Only after agreement may new contributors propose changes (which will require + unanimous agreement to implement) + +Further explanation can be found in [[discussion]]. diff --git a/charter/discussion.mdwn b/charter/discussion.mdwn index 33624b0b7..5737147ba 100644 --- a/charter/discussion.mdwn +++ b/charter/discussion.mdwn @@ -38,12 +38,12 @@ reality, particularly if other Systemic Laws are being violated as well. When someone leaves a project, particularly under less than ideal circumstances, it is still vitally important to value and respect both them *and* their -contributions. +contributions. ## 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. +meets someone whose length of service is greater. ## We accept the responsibility of our position @@ -75,3 +75,23 @@ 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. +# Decision-making and new contributors + +This section has two aspects. The first is that everything but unanimous +decision-making is disempowering and de-motivating (harmful). Majority rule +(mob rule) is easily demonstrated to be so: anyone *not* in the majority +quickly gives up in resignation, even if their contribution is critically +important. Unanimous decision-making requires 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). + +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 +point where the project fails. Unanimous decision-making ensures that +all members (who inherently have a longer term of service to the project +than any new member) have the right to veto proposals that disrupt the +project. In a "mob rule" scenario, there is the potential for enough +new members to join simultaneously that they could easily completely +take over the project. Unanimous decision making prevents this scenario. + -- 2.30.2