Wekosystem is a wiki ecosystem as an alternative social unit which is inspired by the transparency and sharing by granting freedom to individuals. At this site we will document the economic, financial, cultural and management issues of the system. Though this model is designed for any social institution, we think it works better for NGOs, Research Organizations, Schools, Colleges, Universities, Hospitals, Government Organizations etc., where public accountability is more or less mandatory in any democratic society.
It describes a peer to peer (p2p) model and its implementation.
The peers within the system agree to be transparent, agree to grant the freedom to participate, and share revenue of the system based on
participation.
Wekosystem promotes a p2p economy built on a transparent foundation.
The management of a wekosystem happens without a traditioinal centralized structure. It consists of two levels of management, macro and micro levels, and these levels are not hierarchical.
Macro Management
Macro management is driven by wekos. A right decision increases the peer’s wekos while a wrong decision will deplete.
Weko is not an alternate currency. Though it may have some features of it. It is a measure of your relative power of decision-making in the system. For e.g. there are thousand wekos floating around the system and if you have hundred wekos your possible control at that point in time would be say about 10%.
When a decision needs to be taken it is not the cost of the decision but the highest weko bid that decides what decision will be taken and in a competition to enforce a particular choice on the system you may end up spending more wekos in the bidding process. So this directly gets in the experience factor of that person.
Micro Management
Micro management is driven by reppos. Repos are earned by the peers based on the quantity and quality of their inputs to the system as adjudged by the other peers of the system. This forms the reputation measurement of the peers.
These points denote relative performance of a peer as compared to other peers in the system. These points are taken into account while calculating the peers share of surplus. These are valid for certain multiples of time periods (e.g. 12 months) for which they are calculated (e.g., 1 month). This enables senior peers in the system to get higher share of surplus. Since surplus at any given time period is a result of past efforts taken by peers, share in future surplus ensures that peers
- consciously consider all options for the growth of the group. E.g., allocating time and other resources for new developments,
- try to make it more efficient, and
- are encouraged to share knowledge, expand their team, and reduce the possibility of creating proprietary subsystems.
The reppos enable p2p evaluation of each individual and the groups. They help in micro management coordination and synchronization of inter related activities within the groups of peers.
Method of performance appraisal
Peers form smaller groups of about say five. Each member submits her deliverables and expectations for next time period to the other members of the group. They compile this to create groups, deliverables and expectations from the super group. All members negotiate on revenue sharing based on their internal policies. A representative from each group participates in the super group. This process repeats till the final group is reached. The top group finally decides how many repos are to be given to each of the member groups based on the three points:
- resource requirements
- output committment and returns over multiple periods
- man month equivalent of work committed
Each group is free to decide the method of internal work evaluation, and positive and negative points on performance. Only condition is that this entire process should be documented and published with roles and responsibilites clearly defined within the group. This is to satisfy the tranparency condition.
