>the prescription Joreen gives at the end is still a very democratic system, much more democratic than the hierarchies that exist in corporate businesses.
yes, but these are measures designed to prevent an accumulation of power and information so that leaders remain interchangeable (like rotation); this does work against building individual competence. These are hard to maintain as a movement/organization gets bigger - for example the green party in Germany abandoned rotation and direct democracy at some stage.
I think that creating an organization that works well (any form of organization) is really a form of art - there seems to be some secret sauce not described in any books that makes it all tick. (for example even a dysfunctional system like this one somehow works for Valve, they seem to be doing fine from the business side of things)
Your observation about it being an at form reminds me of a thought I've had periodically. I wonder if or when a human organization system will eventually prescribe genetic testing and genetic engineering to participate in the group.
If we were to make distributed systems more like humans, every 1000 systems would have a greedy psychopath amongst them. Unlike a chaos monkey type system, such bad actors could reprogram and take over the whole system. The chaos monkey is useful in software because they're ultimately controlled and can be shut down. Greedy psychopaths in meat space can pursue high value relationships and weave narratives to shut down systemic protections (I.e. WMDs, too big to fail). Why not perform some group screening to filter out excess greed, assuming it's a trait visible at the genetic level?
Disclaimer: these are my wandering thoughts likely more appropriate for sci fi that any society in my lifetime.
i don't think you will have a purely 'objective' system while people are running the show; Now if we have robot managers then i don't see why they would need us too much (except for debugging them ;-)
yes, but these are measures designed to prevent an accumulation of power and information so that leaders remain interchangeable (like rotation); this does work against building individual competence. These are hard to maintain as a movement/organization gets bigger - for example the green party in Germany abandoned rotation and direct democracy at some stage.
I think that creating an organization that works well (any form of organization) is really a form of art - there seems to be some secret sauce not described in any books that makes it all tick. (for example even a dysfunctional system like this one somehow works for Valve, they seem to be doing fine from the business side of things)