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Tiberius Brastaviceanu

Business models for Open Hardware - 1 views

www.openp2pdesign.org/...iness-models-for-open-hardware

openp2pdesign business org open hardware models license IoPA

shared by Tiberius Brastaviceanu on 04 Jun 11 - No Cached
  • guidelines for the development and evaluation of licenses for Open Source Hardware
  • Open Hardware is “a term for tangible artifacts — machines, devices, or other physical things — whose design has been released to the public in such a way that anyone can make, modify, distribute, and use those things“.
  • Open Hardware is derivative: here a fork is the rule, not the exception.
  • ...35 more annotations...
  • hardware hacking community
  • overviews of Open Hardware can be found on Make Magazine’s Blog, MIT Technology Review, Computerworld, O’Reilly Radar.
  • Lists of existing Open Hardware projects can be found on the GOpen Hardware 2009 website, on the P2P Foundation website (here and here), on Make Magazine’s Blog, Open Innovation Projects and Open Knowledge Foundation.
  • 4 possible levels of Openness in Open Hardware projects,
  • by SparkFun Electronics (USA)
  • Open Interface
  • Open Design
  • Open Implementation
  • Arduino
  • most popular Open Hardware project
  • open-source electronics prototyping platform based on flexible, easy-to-use hardware and software
  • ommercially produced
  • Most of Arduino official boards are manufactured by SmartProjects in Italy.
  • Arduino brand name
  • Gravitech (USA).
  • starting point
  • Closed
  • ecosystem
  • community
  • mature and simple
  • Creative Commons license
  • produce
  • redesign
  • sell boards
  • you just have to credit the original Arduino group and use the same CC license
  • without paying a license fee or even ask permission
  • the name Arduino
  • is trademarked
  • cheap and durable enough
  • two different business model
  • sharing open hardware to sell expertise, knowledge and custom services and projects around it;
  • hardware is becoming a commodity
  • selling the hardware but trying to keep ahead of competition with better products
  • companies that are selling open source hardware
  • the open source hardware community to reach $ 1 billion by 2015
Tiberius Brastaviceanu

Citclops project overview - Citclops - 0 views

www.citclops.eu/...overview

GoodLabs_mapping

shared by Tiberius Brastaviceanu on 30 Oct 20 - No Cached
  • Tiberius Brastaviceanu on 30 Oct 20
     
    "The Citclops project aims to develop systems to retrieve and use data on seawater colour, transparency and fluorescence, using low-cost sensors combined with people acting as data carriers, contextual information (e.g. georeferencing) and a community-based Internet platform, taking into account existing experiences (e.g. Secchi Dip-In, Coastwatch Europe and Oil Reporter)."
Tiberius Brastaviceanu

peer into the future - Insect wing flap sensor - 0 views

sites.google.com/...insect-wing-flap-sensor

projects

shared by Tiberius Brastaviceanu on 28 May 24 - No Cached
  • You might want to add some background, define the vision, mission, main objectives, strategy, priorities (you need to update), ...
  • This device can then be used
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 28 May 24
       
      This is really interesting ...
  • buzzing sounds of larger insects, but not of very small insects, since the variation in air pressure that their wings create falls below the sensitivity threshold of these types of sensors. One option for tiny insects, such as Drosophila, is to use an optical tachometer, which uses light to detect the flapping of wings.
  • ...1 more annotation...
  • hen insects fly around they buzz. One can use a convention
Philip Solars

Go Solar Today! - 1 views

started by Philip Solars on 29 Nov 12 no follow-up yet
Kurt Laitner

Guidelines on Measuring Subjective Well-being.pdf - 0 views

www.oecd.org/...%20Subjective%20Well-being.pdf

OECD well being subjective measures

shared by Kurt Laitner on 21 Mar 13 - No Cached
  • such as interest,engagement and meaning,
  • subjective well-being is taken to be:2Good mental states, including all of the various evaluations, positive and negative, that peoplemake of their lives, and the affective reactions of people to their experiences
  • “subjective well-being is an umbrella term for the different valuationspeople make regarding their lives, the events happening to them, their bodies and minds,and the circumstances in which they live”.
  • ...16 more annotations...
  • In measuring overall human well-being then, subjective well-being should be placedalongside measures of non-subjective outcomes, such as income, health, knowledge andskills, safety, environmental quality and social connections
  • Inparticular, a distinction is commonly made between life evaluations, which involve acognitive evaluation of the respondent’s life as a whole (or aspects of it), and measures ofaffect, which capture the feelings experienced by the respondent at a particular point in time(Diener, 1984; Kahneman et al., 1999
  • eudaimonic aspect ofsubjective well-being, reflecting people’s sense of purpose and engagement
  • The framework used here covers all three concepts of well-being:●Life evaluation.●Affect.●Eudaimonia (psychological “flourishing”)
  • the result of a judgement by the individual rather than thedescription of an emotional state.
  • Elements of subjective well-beingLife evaluation
  • making an evaluation of this sort as involving the individual constructing a “standard” thatthey perceive as appropriate for themselves, and then comparing the circumstances oftheir life to that standard
  • Life evaluations are based on how people remember their experiences (Kahneman et al.,1999) and can differ significantly from how they actually experienced things at the time
  • It is for this reason that life evaluations are sometimes characterised as measures of“decision utility” in contrast to “experienced utility”
  • One of the mostwell documented measures of life evaluation – thePersonal Wellbeing Index– consists of eightquestions, covering satisfactions with eight different aspects of life, which are summedusing equal weights to calculate an overall index (International Wellbeing Group, 2006)
  • (job satisfaction, financial satisfaction, house satisfaction, healthsatisfaction, leisure satisfaction and environmental satisfaction),
  • AffectAffect is the term psychologists use to describe a person’s feelings. Measures of affectcan be thought of as measures of particular feelings or emotional states, and they aretypically measured with reference to a particular point in time.
  • Such measures capturehow people experience life rather than how they remember it (Kahneman and Krueger,2006
  • While an overall evaluation of life can be captured in a single measure, affect has atleast two distinct hedonic dimensions: positive affect and negative affect (Kahneman et al.,1999; Diener et al., 1999
  • positive affect is thought to be largely uni-dimensional
  • negative affect may be more multi-dimensional.
Tiberius Brastaviceanu

Private 'Distributed Ledgers' Miss the Point of a Blockchain | Bank Think - 0 views

www.americanbanker.com/...of-a-blockchain-1077435-1.html

paper blockchainaccess_project

shared by Tiberius Brastaviceanu on 27 May 16 - No Cached
  • a new buzzword making waves throughout the financial industry: “distributed ledger.”
  • Some say it's a tool to enable transparency by ensuring that all members of a group receive cryptographically secured messages about participants’ activities
  • Some are even bold enough to predict that distributed ledgers will end the madness of managing multiple database and reconciliation structures.
  • ...13 more annotations...
  • Distributed ledgers have primarily claimed to supplant the need for Bitcoin's mining process by introducing trust requirements among participants. These ledgers also promise users the immutability of Bitcoin without the need for expensive mining operations.
  • the technology powering distributed ledgers predates blockchains by well over 20 years.
  • Proponents of distributed ledgers argue that they can displace centralized providers such as SWIFT,
  • by moving money faster
  • There’s no doubt that blockchain technology will facilitate disruptive innovations in finance
  • But a world of private ledgers sounds eerily similar to a range of “private Internets.”
  • Blockchain technology is useful not because it offers efficiency in a world of message-passing but because it uses a complex process to settle value between untrusted parties.
  • But distributed ledgers do not offer users the ability to easily convert their tokens and messages into fungible units of value. Nor do distributed ledgers escrow value between parties that don't trust each other.
  • If a ledger is not a public resource, it will have the pressures incumbent to existing settlement systems plus the overhead of maintaining a shared database among competitors. What efficiency will remain thereafter remains dubious.
  • Permissioned Blockchains
  • their institutional users will probably find it expedient to hash their private-chain transactions and use those hashes to create bitcoin addresses and then send tiny fractions of a bitcoin to them to register their data at a location that cannot be hacked or changed.
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 27 May 16
       
      This is also a problem with access, if an access event needs to be recorded in a way that cannot be altered, in a data location that cannot be altered, it will need to be stored on a block chain. 
  • In other words, all private ledger/blockchains will lead to Bitcoin's Rome, driven there by its low cost and high public accountability.
  • Tiberius Brastaviceanu on 27 May 16
     
    the case against private chains.
Tiberius Brastaviceanu

Key management - Wikipedia, the free encyclopedia - 1 views

en.wikipedia.org/...Key_management

blockchainaccess_project wikipedia

shared by Tiberius Brastaviceanu on 09 Jun 16 - No Cached
  • Key management
  • his includes dealing with the generation, exchange, storage, use, and replacement of keys.
  • Key management concerns keys at the user level, either between users or systems.
  • ...4 more annotations...
  • This is in contrast to key scheduling; key scheduling typically refers to the internal handling of key material within the operation of a cipher.
  • it involves system policy, user training, organizational and departmental interactions, and coordination between all of these elements.
  • Public Key Infrastructure (PKI)
  • A public key infrastructure is a type of key management system that uses hierarchical digital certificates to provide authentication, and public keys to provide encryption. PKIs are used in World Wide Web traffic, commonly in the form of SSL and TLS.
Steve Bosserman

Scientist beams up a real Star Trek tricorder | Reuters - 1 views

www.reuters.com/...ricorder-idUSBRE83C1FK20120413

sensor_technology open_source medical_applications

shared by Steve Bosserman on 13 Apr 12 - No Cached
  • Steve Bosserman on 13 Apr 12
     
    While it may sound like the stuff of science fiction, Jansen isn't the only one to take notice of just how useful a real functioning tricorder would be - especially as a medical tool. Telecommunications giant Qualcomm Inc this year launched the "Tricorder X-Prize Contest" with the slogan "Healthcare in the palm of your hand." Qualcomm hopes to motivate developers with a $10 million prize to make medical tricorders a reality. Wanda Moebus of the Advanced Medical Technology Association, who is not affiliated with Jansen or Qualcomm, told Reuters the X-Prize "is really cool," but cautioned that making a real medical tricorder device "would have to be measured on its safety and effect, like all other medical technologies." Jansen said he has been approached by "a couple of teams" about the X Prize, but added that his prototypes are more for science research than medical tools. Besides, he said he already is on to his next frontier, making a sort of "replicator," another "Star Trek" device that will create 3D objects and foods that are dimensional copies of real items. Jansen's "replicator" is a 3D printer, which in itself is not really new, but the scientist thinks about it in terms reminiscent of "Star Trek's" famous prologue. It's "like nothing we've ever seen before," Jansen said.
Francois Bergeron

Robot's Gentle Touch Aids Delicate Cancer Surgery - 0 views

www.sciencedaily.com/...090821135017.htm

robot touch aids cancer surgery

shared by Francois Bergeron on 25 Apr 12 - No Cached
  • Surgeons have developed new minimally invasive surgery (MIS) techniques and instruments so that procedures that would previously have required a large incision can now be performed through a tiny 10mm cut.
  • University of Western Ontario and Canadian Surgical Technologies and Advanced Robotics (CSTAR) in London, Ontario
  • The researchers used a torque sensor to measure the force of the palpations.
  • ...2 more annotations...
  • Using tactile MIS sensing instruments under robotic control reduces the maximum force applied to the tissue by over 35% compared to a human controlling the same instrument. Accuracy in detecting the tumours was also far greater with the robot - between 59 and 90% depending on the robot control method used for palpation.
  • If developed further, the authors suggest that this type of instrument would particularly benefit surgeons performing lung tumour resection, where tissue often shifts significantly.
Tiberius Brastaviceanu

AN OPTICAL FIBRE SENSOR FOR USE IN A TISSUE CUTTING TOOL - 1 views

docs.google.com/viewer

fiber sensor paper

shared by Tiberius Brastaviceanu on 13 Dec 11 - No Cached
  • Tiberius Brastaviceanu on 13 Dec 11
     
    AN OPTICAL FIBRE SENSOR FOR USE IN A TISSUE CUTTING TOOL
Francois Bergeron

Displacement | Microstrain - 0 views

www.microstrain.com/displacement

supplier sensors strain displacement company material

shared by Francois Bergeron on 06 Jun 12 - No Cached
  • MicroStrain offers a range of miniature displacement sensors.  These include contact sensors, non-contact sensors, and signal conditioners. Within our contact sensors, we offer gauging, non-gauging, sub-miniature (very small) and micro-miniature (smallest available on the market) displacement sensor designs.  MicroStrain displacement/position sensors are known as DVRTs (Differential Variable Reluctance Transducers) which are half-bridge LVDTs (Linear Variable Differential Transformers).  Our DVRTs deliver a very high linear stroke range to body length ratio, and can be used in environments where traditional LVDTs are too large.  MicroStrain’s miniature displacement transducers are extremely robust, capable of operating at temperatures up to 175°C in corrosive media such as saline, oil, and brake fluid.  The near frictionless design enables sensors to operate over millions of cycles without wear or degradation in signal quality.
  • croStrain offers a range of miniature displacement sensors.  These include contact sensors, non-contact sensors, and signal conditioners. Within our contact sensors, we offer gauging, non-gauging, sub-miniature (very small) and micro-miniature (smallest available on the market) displacement sensor designs.  MicroStrain displacement/position sensors are known as DVRTs (Differential Variable Reluctance Transducers) which are half-bridge LVDTs (Linear Variable Differential Transformers).  Our DVRTs deliver a very high linear stroke range to body length ratio, and can be used in environments where traditional LVDTs are too large.  MicroStrain’s miniature displacement transducers are extremely robust, capable of operating at temperatures up to 175°C in corrosive media such as saline, oil, and brake fluid.  The near frictionless design enables sensors to operate over millions of cycles without wear or degradation in signal quality. MicroStrain’s displacement sensing products including transducers, signal conditioners, and motherboards. These systems provide highly precise measurement solutions. MicroStrain’s contact displacement transducers deliver highly precise linear measurements with an extremely small, miniature design.  Both gauging and non-gauging displacement transducers are available. Our non-contact displacement transducers are designed to measure the displacement and proximity of a metal target without physical contact. MicroStrain offers wireless, analog, and digital output DVRT signal conditioners. Signal conditioners are required for use with MicroStrain DVRT displacement sensors.   .familyNav1, .familyNav2, .familyNav3, .familyNav4 { background: none repeat scroll 0 0 #CCCCCC; color: #FFFFFF; display: block; font-size: 14px; margin: 1px 0; padding: 6px 0 3px 6px; text-decoration: none; } .familyNav1:hover, .familyNav2:hover, .familyNav3:hover, .familyNav4:hover { opacity:1.0; filter:alpha(opacity=100); } .familyNav1:hover, .familyNav1.live { background:#0468AD; } .familyNav2:hover, .familyNav2.live{ background:#32641E; } .familyNav3:hover, .familyNav3.live{ background:#B55A11; } .familyNav4:hover, .familyNav4.live{ background:#76285D; } .familySub { margin: -1px 0 0; opacity:0.7; filter:alpha(opacity=80); font-size:12px; } .familySub img { width: 22px; } WIRELESS SENSOR NETWORKS
Kurt Laitner

A tool to define the governance rules of your (open source) projects | Modeling Languages - 0 views

modeling-languages.com/-define-governance-oss-project

governance rule generator OSS FOSS

shared by Kurt Laitner on 26 Jan 14 - No Cached
  • We recenly asked you to explain us why you did not contribute (more) to open source projects
  • one of the reasons which hamper contributions is the lack of clear undesrtanding on how the project is governed, that is, who can contribute, how contributions are evaluated, who decides when they are integrated in the official release,…
  • Kurt Laitner on 26 Jan 14
     
    While I don't expect it to be this simple, this is something we need to sit down and do - my apologies as the governance discussion is in one of the 400 tabs I have open right now, I'll try to get at it this week. Note that the visual model is quite good. Something like this would be very useful. If we get too many decision types (the blue boxes) we might wish to use super-types for the visual model and layer it all the way down. The governance equation would tie into the 'participants' section. A very good jumping off point - of course the questionnaire doesn't really apply to OSH, nor do the decision types.
Yasir Siddiqui

Klick's Intranet System - Genome - Wins SuperNova Award | Klick Health - 1 views

klick.com/...13637

infrastucture science genome social technology

shared by Yasir Siddiqui on 27 Jan 14 - No Cached
  • Genome harnesses the data-driven and social technology used in online experiences like Facebook, Twitter, Amazon, eBay and Match.com and applies them to how you work
    • Yasir Siddiqui
      Yasir Siddiqui on 27 Jan 14
       
      Relevant to Tactus
  • Yasir Siddiqui on 27 Jan 14
     
    Genome harnesses the data-driven and social technology used in online experiences like Facebook, Twitter, Amazon, eBay and Match.com and applies them to how you work
Kurt Laitner

Did the Other Shoe Just Drop? Big Banks Hit with Monster $250 Billion Lawsuit in Housin... - 0 views

www.resilience.org/...lion-lawsuit-in-housing-crisis

credit collapse alternative economic system

shared by Kurt Laitner on 22 Jul 14 - No Cached
  • The reason for this is that credit is merely one way by which a society manages the distribution of goods and services. . . . A credit collapse . . . doesn’t make the energy, raw materials, and labor vanish into some fiscal equivalent of a black hole; they’re all still there, in whatever quantities they were before the credit collapse, and all that’s needed is some new way to allocate them to the production of goods and services.
  • Better would be to have an alternative system in place and ready to implement before the boom drops.
  • On a national level, when the Wall Street credit system fails, the government can turn to the innovative model devised by our colonial forebears and start issuing its own currency and credit—a power now usurped by private banks but written into the US Constitution as belonging to Congress
  • ...5 more annotations...
  • The chief problem with the paper scrip of the colonial governments was the tendency to print and spend too much.
  • he Pennsylvania colonists corrected that systemic flaw by establishing a publicly-owned bank, which lent money to farmers and tradespeople at interest
  • To get the funds into circulation to cover the interest, some extra scrip was printed and spent on government services.
  • The interest returned to public coffers, to be spent on the common weal.
  • The result was a system of money and credit that was sustainable without taxes, price inflation or government debt
  • Kurt Laitner on 22 Jul 14
     
    "The reason for this is that credit is merely one way by which a society manages the distribution of goods and services. . . . A credit collapse . . . doesn't make the energy, raw materials, and labor vanish into some fiscal equivalent of a black hole; they're all still there, in whatever quantities they were before the credit collapse, and all that's needed is some new way to allocate them to the production of goods and services." and  "Better would be to have an alternative system in place and ready to implement before the boom drops." taken together may imply something other than the article's proposed solution of  "On a national level, when the Wall Street credit system fails, the government can turn to the innovative model devised by our colonial forebears and start issuing its own currency and credit-a power now usurped by private banks but written into the US Constitution as belonging to Congress"
Kurt Laitner

On the Phenomenon of Bullshit Jobs - STRIKE! - 1 views

strikemag.org/bullshit-jobs

*davidgraeber bullshit jobs

shared by Kurt Laitner on 22 Jun 15 - No Cached
  • financial services or telemarketing, or the unprecedented expansion of sectors like corporate law, academic and health administration, human resources, and public relations
  • provide administrative, technical, or security support for these industries, or for that matter the whole host of ancillary industries (dog-washers, all-night pizza deliverymen) that only exist because everyone else is spending so much of their time working in all the other ones
  • It’s as if someone were out there making up pointless jobs just for the sake of keeping us all working. And here, precisely, lies the mystery. In capitalism, this is exactly what is not supposed to happen
  • ...23 more annotations...
  • Sure, in the old inefficient socialist states like the Soviet Union, where employment was considered both a right and a sacred duty, the system made up as many jobs as they had to (this is why in Soviet department stores it took three clerks to sell a piece of meat)
  • working 40 or even 50 hour weeks on paper, but effectively working 15 hours just as Keynes predicted, since the rest of their time is spent organising or attending motivational seminars
  • The ruling class has figured out that a happy and productive population with free time on their hands is a mortal danger
  • The answer clearly isn’t economic: it’s moral and political
  • And, on the other hand, the feeling that work is a moral value in itself, and that anyone not willing to submit themselves to some kind of intense work discipline for most of their waking hours deserves nothing, is extraordinarily convenient for them
  • Hell is a collection of individuals who are spending the bulk of their time working on a task they don’t like and are not especially good at
  • they all become so obsessed with resentment at the thought that some of their co-workers might be spending more time making cabinets
  • It’s not entirely clear how humanity would suffer were all private equity CEOs, lobbyists, PR researchers, actuaries, telemarketers, bailiffs or legal consultants to similarly vanish. (Many suspect it might markedly improve.)
  • plagued with debts and a newborn daughter, ended up, as he put it, “taking the default choice of so many directionless folk: law school
  • Now he’s a corporate lawyer working in a prominent New York firm. He was the first to admit that his job was utterly meaningless, contributed nothing to the world, and, in his own estimation, should not really exist
  • I would not presume to tell someone who is convinced they are making a meaningful contribution to the world that, really, they are not. But what about those people who are themselves convinced their jobs are meaningless?
  • (Answer: if 1% of the population controls most of the disposable wealth, what we call “the market” reflects what they think is useful or important, not anybody else.)
  • should you meet them at parties and admit that you do something that might be considered interesting (an anthropologist, for example), will want to avoid even discussing their line of work entirely
  • This is a profound psychological violence here. How can one even begin to speak of dignity in labour when one secretly feels one’s job should not exist?
  • Yet it is the peculiar genius of our society that its rulers have figured out a way, as in the case of the fish-fryers, to ensure that rage is directed precisely against those who actually do get to do meaningful work
  • in our society, there seems a general rule that, the more obviously one’s work benefits other people, the less one is likely to be paid for it
  • There’s a lot of questions one could ask here, starting with, what does it say about our society that it seems to generate an extremely limited demand for talented poet-musicians, but an apparently infinite demand for specialists in corporate law?
  • Even more perverse, there seems to be a broad sense that this is the way things should b
  • You can see it when tabloids whip up resentment against tube workers for paralysing London during contract disputes: the very fact that tube workers can paralyse London shows that their work is actually necessary, but this seems to be precisely what annoys people
  • It’s even clearer in the US, where Republicans have had remarkable success mobilizing resentment against school teachers, or auto workers (and not, significantly, against the school administrators or auto industry managers who actually cause the problems)
  • It’s as if they are being told “but you get to teach children! Or make cars! You get to have real jobs! And on top of that you have the nerve to also expect middle-class pensions and health care?”
  • If someone had designed a work regime perfectly suited to maintaining the power of finance capital, it’s hard to see how they could have done a better job
  • The remainder are divided between a terrorised stratum of the – universally reviled – unemployed and a larger stratum who are basically paid to do nothing, in positions designed to make them identify with the perspectives and sensibilities of the ruling class (managers, administrators, etc) – and particularly its financial avatars – but, at the same time, foster a simmering resentment against anyone whose work has clear and undeniable social value
Kurt Laitner

What do we need corporations for and how does Valve's management structure fit into tod... - 0 views

blogs.valvesoftware.com/...it-into-todays-corporate-world

valve management structure company paper

shared by Kurt Laitner on 07 Aug 12 - No Cached
  • Valve’s management model; one in which there are no bosses, no delegation, no commands, no attempt by anyone to tell someone what to do
  • Every social order, including that of ants and bees, must allocate its scarce resources between different productive activities and processes, as well as establish patterns of distribution among individuals and groups of output collectively produced.
  • the allocation of resources, as well as the distribution of the produce, is based on a decentralised mechanism functioning by means of price signals:
  • ...18 more annotations...
  • Interestingly, however, there is one last bastion of economic activity that proved remarkably resistant to the triumph of the market: firms, companies and, later, corporations. Think about it: market-societies, or capitalism, are synonymous with firms, companies, corporations. And yet, quite paradoxically, firms can be thought of as market-free zones. Within their realm, firms (like societies) allocate scarce resources (between different productive activities and processes). Nevertheless they do so by means of some non-price, more often than not hierarchical, mechanism!
  • they are the last remaining vestiges of pre-capitalist organisation within… capitalism
  • Hayek’s argument was predicated upon the premise that knowledge is always ‘local’ and all attempts to aggregate it are bound to fail. The world, in his eyes, is too complex for its essence to be distilled in some central node; e.g. the state.
  • The idea of spontaneous order comes from the Scottish Enlightenment, and in particular David Hume who, famously, argued against Thomas Hobbes’ assumption that, without some Leviathan ruling over us (keeping us “all in awe”), we would end up in a hideous State of Nature in which life would be “nasty, brutish and short”
  • Hume’s counter-argument was that, in the absence of a system of centralised command, conventions emerge that minimise conflict and organise social activities (including production) in a manner that is most conducive to the Good Life
  • The miracle of the market, according to Hayek, was that it managed to signal to each what activity is best for herself and for society as a whole without first aggregating all the disparate and local pieces of knowledge that lived in the minds and subconscious of each consumer, each designer, each producer. How does this signalling happen? Hayek’s answer (borrowed from Smith) was devastatingly simple: through the movement of prices
  • The idea here is that, through this ever-evolving process, people’s capacities, talents and ideas are given the best chance possible to develop and produce synergies that promote the Common Good. It is as if an invisible hand guides Valve’s individual members to decisions that both unleash each person’s potential and serve the company’s collective interest (which does not necessarily coincide with profit maximisation).
  • Hume thought that humans are prone to all sorts of incommensurable passions (e.g. the passion for a video game, the passion for chocolate, the passion for social justice) the pursuit of which leads to many different types of conventions that, eventually, make up our jointly produced spontaneous order
  • In contrast, Smith and Hayek concentrate their analysis on a single passion: the passion for profit-making
  • Hume also believed in a variety of signals, as opposed to Hayek’s exclusive reliance on price signalling
  • One which, instead of price signals, is based on the signals Valve employees emit to one another by selecting how to allocate their labour time, a decision that is bound up with where to wheel their tables to (i.e. whom to work with and on what)
  • He pointed out simply and convincingly that the cost of subcontracting a good or service, through some market, may be much larger than the cost of producing that good or service internally. He attributed this difference to transactions costs and explained that they were due to the costs of bargaining (with contractors), of enforcing incomplete contracts (whose incompleteness is due to the fact that some activities and qualities cannot be fully described in a written contract), of imperfect monitoring and asymmetrically distributed information, of keeping trade secrets… secret, etc. In short, contractual obligations can never be perfectly stipulated or enforced, especially when information is scarce and unequally distributed, and this gives rise to transaction costs which can become debilitating unless joint production takes place within the hierarchically structured firm. Optimal corporation size corresponds, in Coase’s scheme of things, to a ‘point’ where the net marginal cost of contracting out a service or good (including transaction costs) tends to zero 
  • As Coase et al explained in the previous section, the whole point about a corporation is that its internal organisation cannot turn on price signals (for if it could, it would not exist as a corporation but would, instead, contract out all the goods and services internally produced)
  • Each employee chooses (a) her partners (or team with which she wants to work) and (b) how much time she wants to devote to various competing projects. In making this decision, each Valve employee takes into account not only the attractiveness of projects and teams competing for their time but, also, the decisions of others.
  • Valve differs in that it insists that its employees allocate 100% of their time on projects of their choosing
  • Valve is, at least in one way, more radical than a traditional co-operative firm. Co-ops are companies whose ownership is shared equally among its members. Nonetheless, co-ops are usually hierarchical organisations. Democratic perhaps, but hierarchical nonetheless. Managers may be selected through some democratic or consultative process involving members but, once selected, they delegate and command their ‘underlings’ in a manner not at all dissimilar to a standard corporation. At Valve, by contrast, each person manages herself while teams operate on the basis of voluntarism, with collective activities regulated and coordinated spontaneously via the operations of the time allocation-based spontaneous order mechanism described above.
  • In contrast, co-ops and Valve feature peer-based systems for determining the distribution of a firm’s surplus among employees.
  • There is one important aspect of Valve that I did not focus on: the link between its horizontal management structure and its ‘vertical’ ownership structure. Valve is a private company owned mostly by few individuals. In that sense, it is an enlightened oligarchy: an oligarchy in that it is owned by a few and enlightened in that those few are not using their property rights to boss people around. The question arises: what happens to the alternative spontaneous order within Valve if some or all of the owners decide to sell up?
Tiberius Brastaviceanu

Designing the Void | Management Innovation eXchange - 0 views

www.managementexchange.com/...40941

OVNi infrastructure OVN contribution accounting

shared by Tiberius Brastaviceanu on 08 Jan 15 - No Cached
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      This is about self-organization, putting in place bounderies and internal mechanisms to make the the system self-organize into something desirable.  You can see this from a game theory perspective - how to set a game which will drive a specific human behavior. 
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      This is about self-organization, putting in place bounderies and internal mechanisms to make the the system self-organize into something desirable.  You can see this from a game theory perspective - how to set a game which will drive a specific human behavior. 
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      Very similar to SENSORICA, an environment of entrepreneurs. The argument against this is that not everyone is a risk taker or has initiative. The answer to it is that not every role in the organization requires that. 
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      Very similar to SENSORICA, an environment of entrepreneurs. The argument against this is that not everyone is a risk taker or has initiative. The answer to it is that not every role in the organization requires that. 
  • The system is not made up of artifacts but rather an elegantly designed void. He says “I prefer to use the analogy of rescuing an endangered species from extinction, rather than engaging in an invasive breeding program the focus should be on the habitat that supports the species. Careful crafting of the habitat by identifying the influential factors; removing those that are detrimental, together with reinforcing those that are encouraging, the species will naturally re-establish itself. Crafting the habitat is what I mean by designing the void.”
  • ...75 more annotations...
  • It is essential that autonomy is combined with responsibility.
  • staff typically manage the whole work process from making sales, manufacture, accounts, to dispatch
  • they are also responsible for managing their own capitalization; a form of virtual ownership develops. Everything they need for their work, from office furniture to high-end machinery will appear on their individual balance sheet; or it will need to be bought in from somewhere else in the company on a pay-as-you go or lease basis. All aspects of the capital deployed in their activities must be accounted for and are therefore treated with the respect one accords one’s own property.
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      So they have a value accounting system, like SENSORICA, where they log "uses" and "consumes". 
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      ...
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      So they have a value accounting system, like SENSORICA, where they log "uses" and "consumes".  
  • The result is not simply a disparate set of individuals doing their own thing under the same roof. Together they benefit from an economy of scale as well as their combined resources to tackle large projects; they are an interconnected whole. They have in common a brand, which they jointly represent, and also a business management system (the Say-Do-Prove system) - consisting not only of system-wide boundaries but also proprietary business management software which helps each take care of the back-end accounting and administrative processing. The effect is a balance between freedom and constraint, individualism and social process.
  • embodiment of meaning
  • But culture is a much more personal phenomenon
  • Culture is like climate- it does not exist in and of itself- it cannot exist in a vacuum, it must exist within a medium.
  • underlying culture
  • Incompatibility between the presenting culture and the underlying one provide a great source of tension
  • The truth of course is that when tension builds to a critical level it takes just a small perturbation to burst the bubble and the hidden culture reveals itself powered by the considerable pent-up energy.
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      SENSORICA had this problem of different cultures, and it caused the 2 crisis in 2014. 
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      SENSORICA had this problem of different cultures, and it caused the 2 crisis in 2014. 
  • Consider again the idea that for the health of an endangered species; the conditions in their habitat must be just right. In business, the work environment can be considered analogous to this idea of habitat.
  • A healthy environment is one that provides a blank canvas; it should be invisible in that it allows culture to be expressed without taint
  • The over-arching, high-level obligations are applied to the organization via contractual and legal terms.
  • But it is these obligations that the traditional corporate model separates out into functions and then parcels off to distinct groups. The effect is that a clear sight of these ‘higher’ obligations by the people at the front-end is obstructed. The overall sense of responsibility is not transmitted but gets lost in the distortions, discontinuities and contradictions inherent in the corporate systems of hierarchy and functionalization.
  • employees are individually rewarded for their contribution to each product. They are not “compensated” for the hours spent at work. If an employee wants to calculate their hourly rate, then they are free to do so however, they are only rewarded for the outcome not the duration of their endeavors.
  • Another simplification is the application of virtual accounts (Profit and Loss (P&L) account and Balance Sheet) on each person within the business.
  • The company systems simply provide a mechanism for cheaply measuring the success of each individual’s choices. For quality the measure is customer returns, for delivery it is an on-time-and-in-full metric and profit is expressed in terms of both pounds sterling and ROI (return on investment).
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      They have a value accounting system. 
    • Tiberius Brastaviceanu
      Tiberius Brastaviceanu on 08 Jan 15
       
      They have a value accounting system. 
  • The innumerable direct links back to an external reality -like the fragile ties that bound giant Gulliver, seem much more effective at aligning the presenting culture and the underlying embodied culture, and in doing so work to remove the existing tension.
  • With a culture that responds directly to reality, the rules in the environment can be “bounding” rather than “binding”- limiting rather than instructive; this way individual behavior need not be directed at all. The goal is to free the individual to express himself fully through his work, bounded only by the limits of the law. With clever feedback (self-referencing feedback loops) integrated into the design, the individuals can themselves grow to collectively take charge of the system boundaries, culture and even the environment itself, always minded of the inherent risks they are balancing, leaving the law of the land as the sole artificial boundary.
  • the conventional company, which, instead of rewarding enterprise, trains compliance by suppressing individual initiative under layer upon layer of translation tools.
  • apply accountability to the individual not command-and-control.
  • without the divisive and overbearing management cabal the natural reaction of humans is to combine their efforts
  • a new member of staff at Matt Black Systems
  • recruited by another staff member (sponsor) and they will help you learn the basics of the business management system- they will help you get to know the ropes.
  • jobs are passed to new staff members, a royalty payment can be established on the work passed over.
  • Along with that job you will be given a cash float (risk capital), P&L Account, a Balance Sheet and computer software to help plan and record your activities. Your operation is monitored by your sponsor to see if you increase the margin or volume, and so establish a sustainable operation. Training and mentoring is provided to support the steep learning curve - but without removing the responsibility of producing a return on the sponsor’s risk capital.
  • You will, in the meantime be looking to establish some of your own work for which you will not have to pay a commission or royalty to your sponsor and this will provide you with more profitable operations such that eventually you might pass back to the sponsor the original operation, as it has become your lowest margin activity. It will then find its way to a new employee (along with the associated Balance Sheet risk capital) where the process is repeated by the sponsor.[4]
  • Remuneration for staff is calibrated in a way that reflects the balance of different forces around ‘pay’
  • there is an obligation upon the company to pay a minimum wage even if the profitability of the operation does not support this
  • there are therefore two aspects of the basic pay structure: one is “absolute” and reflects the entrepreneurial skill level of the employee according to a sophisticated grading scale
  • A further 20% of the original profit will be paid into his risk capital account, which will be his responsibility to deploy in any way he sees fit as part of his Balance Sheet. Of the three remaining 20% slices of the original profit, one is paid out as corporation tax, another as a dividend to the shareholders and the last retained as collective risk capital on the company’s balance sheet- a war chest so to speak.
  • Julian Wilson and Andrew Holm sell products / services to their staff (such as office space and software) they have an identical customer/supplier relationship with the other employees.
  • Naturally there are some people that can’t generate a profit. The sponsor’s risk capital will eventually be consumed through pay. After a process of rescue and recovery- where their shortcomings are identified and they are given the opportunity to put them right, they either improve or leave, albeit with a sizeable increase in their skills.
  • there is a gradual process of accustomisation; the void of the new employee is surrounded by others dealing with their particular activities, offering both role models and operations they may wish to relinquish. One step at a time the new employee acquires the skills to become completely self-managing, to increase their margins, to make investments, to find new business, to become a creator of their own success. Ultimately, they learn to be an entrepreneur.
  • responsible autonomy as an alternative vision to traditional hierarchy
  • Matt Black Systems it is not simply commitment that they targeted in their employees, rather they aim for the specific human qualities they sum up as magic- those of curiosity, imagination, creativity, cooperation, self-discipline and realization (bringing ideas to reality).
  • a new form of association of individuals working together under the umbrella of a company structure: a kind of collective autonomy
  • The business is called Matt Black Systems, based in Poole in dorset
  • Turning an organisation on its head- removing all management, establishing a P&L account and Balance Sheet on everyone in the organisation and having customers payment go first into the respective persons P&L account has revolutionised this company. 
  • This innovative company’s approach views business success as wholly reliant upon human agency, and its wellspring at the individual level.
  • problem (of unnecessarily high overheads placed on production) that arguably is behind the decline in western manufacturing
  • over-managed business
  • Autonomy Enables Productivity
  • organizational design brings to light the unconscious socio-philosophical paradigm of the society in which it exists, organizational development points to how change occurs.
  • a mechanistic approach to organization
  • scientific management employs rationalism and determinism in pursuit of efficiency, but leaves no place for self-determination for most people within the system.
  • Command and Control
  • today, a really “modern” view of an organization is more likely to be depicted in terms that are akin to an organism.
  • When it comes to getting work done, the simple question is: are people the problem or the solution?
  • the Taylorist approach may be more real in theory than in practice: its instrumentalist view of the workforce is cursed by unintended consequences. When workers have no space for their own creative expression, when they are treated like automata not unique individuals, when they become demotivated and surly, when they treat their work as a necessary evil; this is no recipe for a functional organization.
  • The natural, human reaction to this is unionization, defiance and even outright rebellion; to counter this, management grows larger and more rigid in pursuit of compliance, organizations become top heavy with staff who do not contribute directly to the process of value creation but wield power over those who do.
  • voluntary slavery of ‘wagery’
  • Even when disgruntled employees strike free and start their own businesses they seem unable to resist the hegemony of the conventional command-and-control approach
  • Making the transition involves adherence to a whole new sociology of work with all the challenging social and psychological implications that brings.
  • first principal that people in the business have the ability to provide the solution
  • In the “theory of constraints” the goal is to align front-line staff into a neat, compact line for maximum efficiency. Surely the most considered approach is to have front-line staff self-align in pursuit of their individual goals?
  • The removal of hierarchy and specialization is key to a massive improvement in both profitability and productivity. In summary: there are no managers in the company, or foremen, or sales staff, or finance departments; the company is not functionally compartmentalized and there is no hierarchy of command. In fact every member of staff operates as a virtual micro-business with their own Profit & Loss account and Balance Sheet, they manage their own work and see processes through from end to end
  • Formal interaction between colleagues takes place via “customer and supplier” relationships.
  • autonomy enables productivity
  • if one creates a space in which staff pursue their own goals and are not paid by the hour, they will focus on their activities not the clock; if they are not told what to do, they will need to develop their own initiative; if they are free to develop their own processes, they will discover through their own creative faculties how to work more productively- in pursuit of their goals
  • The human qualities which are of greatest potential value to the business are: curiosity, imagination, creativity, cooperation, self-discipline and realization (bringing ideas to reality)
  • These qualities are the very ones most likely to be withheld by an individual when the environment is ‘wrong’.
  • Any elements in the business environment that undermine the autonomy and purpose of the individual will see the above qualities withheld
  • High on the list of undermining elements come power-hierarchy and over-specialization
  • the responsibility of the individual is formalized, specified and restricted. An improved system is not one where responsibility is distributed perfectly but rather one where there is simply no opportunity for responsibility to be lost (via the divisions between the chunks). Systems must be reorganized so responsibility -the most essential of qualities -is protected and wholly preserved.
  • Matt Black Systems believe this can only be done by containing the whole responsibility within an individual, holding them both responsible and giving them ‘response-ability’
  • The experience of Matt Black Systems demonstrates that radical change is possible
  • productivity is up 300%, the profit margin is up 10%[3], customer perception has shifted from poor to outstanding, product returns are at less than 1%, “on time and in full” delivery is greater than 96%, pay has increased 100%.
  • staff develop broader and deeper skills and feel greater job security; they get direct feedback from their customers which all go to fuel self-confidence and self-esteem.
  • the staff manage themselves
  • “only variety can absorb variety”.
  • What is particular about their story is that behind it is a very consciously crafted design that surrounds the individualism of each person with hard boundaries of the customer, the law and the business. It is these boundaries rather than the instructive persona of ‘the boss’ that gives rise to the discipline in which individuals can develop. Autonomy is not the same as freedom, at least not in the loose sense of ‘do as you please’. An autonomous person is a person who has become self-governing, who has developed a capacity for self-regulation, quite a different notion from the absence of boundaries. Indeed, it is with establishing the right boundaries that the business philosophy is most concerned. The company provides the crucible in which the individual can develop self-expression but the container itself is bounded. Wilson calls this “designing the void”. This crucible is carefully constructed from an all-encompassing, interconnecting set of boundaries that provide an ultimate limit to behaviours (where they would fall foul of the law or take risks with catastrophic potential). It is an illusion to think, as a director of a company, that you are not engaged in a process of social conditioning; the basis of the culture is both your responsibility and the result of your influence. The trick is to know what needs to be defined and what needs to be left open. The traditional authoritarian, controlling characters that often dominate business are the antithesis of this in their drive to fill this void with process, persona and instruction. Alternatively, creating an environment that fosters enterprise, individuals discover how to be enterprising.
Tiberius Brastaviceanu

Key (lock) - Wikipedia, the free encyclopedia - 0 views

en.wikipedia.org/Key_(lock)

blockchainaccess_project paper access

shared by Tiberius Brastaviceanu on 09 Jun 16 - No Cached
  • Key systems
  • Individually keyed system (KD)[edit] With an individually keyed system, each cylinder can be opened by its unique key
  • Keyed alike (KA)[edit] This system allows for a number of cylinders to be operated by the same key. It is ideally suited to residential and commercial applications such as front and back doors.
  • ...10 more annotations...
  • Common entrance suite / Maison keying (CES)[edit] This system is widely used in apartments, office blocks and hotels. Each apartment (for example) has its own individual key which will not open the doors to any other apartments, but will open common entrance doors and communal service areas. It is often combined with a master-keyed system in which the key is kept by the landlord.
  • Master keyed (MK)
  • A master key operates a set of several locks. Usually, there is nothing special about the key itself, but rather the locks into which it will fit.
  • A practical attack exists to create a working master key for an entire system given only access to a single master-keyed lock, its associated change key, a supply of appropriate key blanks, and the ability to cut new keys. This is described in Cryptology and Physical Security: Rights Amplification in Master-Keyed Mechanical Locks.[36] However, for systems with many levels of master keys, it may be necessary to collect information from locks in different "subsystems" in order to deduce the master key. Locksmiths may also determine cuts for a replacement master key, when given several different key examples from a given system.
  • Control key
  • A control key is a special key used in removable core locking systems. The control key enables a user, who has very little skill, to remove from the core, with a specific combination, and replace it with a core that has a different combination.
  • Do not duplicate key
  • A "do not duplicate" key (or DND key, for short) is one that has been stamped "do not duplicate", "duplication prohibited
  • Restricted key
  • A restricted keyblank has a keyway for which a manufacturer has set up a restricted level of sales and distribution. Restricted keys are often protected by patent, which prohibits other manufacturers from making unauthorized productions of the key blank. In many cases, customers must provide proof of ID before a locksmith will cut additional keys using restricted blanks. Some companies, such as Medeco High Security Locks, have keyways that are restricted to having keys cut in the factory only. This is done to ensure the highest amount of security. These days, many restricted keys have special in-laid features, such as magnets, different types of metal, or even small computer chips to prevent duplication.
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