add decision-making section

diff --git a/charter.mdwn b/charter.mdwn
index a4504c83d68860b44ec80154b24aeadd64706e10..ca1fa01fdf78095c5072967d69371b1fc85619df 100644 (file)
--- 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 33624b0b7c09dfeccab84f647fb76245ec3ea52c..5737147ba8ae6c3841b8d65f6a8f0ca481f33190 100644 (file)
--- 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.
+