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Introduction​

β€œWhen you see that in order to produce, you need to obtain permission from men who produce nothing - When you see that money is flowing to those who deal, not in goods, but in favors - When you see that men get richer by graft and by pull than by work, and your laws do not protect you against them, but protect them against you - When you see corruption being rewarded and honesty becoming a self-sacrifice - You may know that your society >is doomed.”

-Ayn Rand, Atlas Shrugged, 1957

Problem​

As the size and complexity of modern working organizations grow, those individuals who make decisions may drift continuously further from the realities of their employees and customers. Validation processes which may be done far more efficiently and fairly through automation are instead performed by a growing managerial class of middle-men, often rife with nepotism and corruption, the seemingly sole purpose of whom is to aggregate information and enforce archaic bureaucracy.

As an organizational tool, bureaucracy is a justified utility. Just as any tool can be misused or over-used, the layered hierarchy model which dominates the modern global workforce may be over-applied and, in the worst cases, be so incompatible with an organization's objectives that bureaucracy itself becomes the organization's largest barrier to success. Flat and flatter hierarchies have developed within some modern organizations [Ghiselli, Edwin E.; Siegel, Jacob P. (December 1, 1972). "Leadership and Managerial Success in Tall and Flat Organization Structures". Personnel Psychology. 25 (4): 618] and provide examples of how governance may be made more fair and efficient through decentralization and a deconstruction of the traditional business structure where laborers may not feel they or their bests interests are represented.

The traditional business structure, a relic of a morally dubious past, is indistinguishable from a modern panopticon, embodying the idea that the few may utilize a restriction of information (deception) to induce a feeling of being observed (fear) in a large labor force, in an effort to encourage higher productivity [plenty of literature can be found on this comparison, such as: Grieves, Jim (2003). Strategic Human Resource Development. (SAGE. p. 18. ISBN 9781412932288)]. While perhaps still applicable to β€œunskilled” labor management in large-scale, low-margin activities such as production, physical oversight of laborers in computer-dominated roles may serve only to increase stress and discomfort while presenting a passive, yet overt manipulation of habeas corpus.

It has become clear, evidenced in the Covid Pandemic, that the productivity of white-collar labor does not suffer from a fully remote environment (Barrero et al, 2021). In some cases, even positive effects have been reported. Though the majority of industry must maintain a physical presence at a workstation in a centralized location, many organizational, financial, and programming activities can be performed in a home-office setting, using a reliable and feature-rich I.T. infrastructure. Unfortunately, many modern organizations are not prepared to adapt to a decentralized framework and instead cling to the old-fashion belief that effort is well measured by the hours spent in a central location supporting a top-down hierarchy.

Using the realizations about the benefits of remote work as a genesis, it may be logical to apply decentralization principles to the century-old governance structures which continue to coordinate the modern workforce, in an effort to seize unrealized efficiencies of operation.

Solution​

With the goal of a new balance between the old world and future, a group of Web3 professionals have developed a complex yet fundamentally basic combination of elements from traditional business structures and decentralized autonomous organization principles. The resulting blockchain-platform-based entity acts as a container for Web3/Work4 implementation into the offline/Web2 environment. This entity is called Pecunia.Finance DAO.

The Pecunia.Finance DAO is fully decentralized and remote organization, aiming to become fully autonomous by end of 2023. Members are signified as either a Contributor or Core Contributor, with participation in governance and sacrifice of anonymity being characteristics of the latter.

Contributors are embodied by individuals who seek a fully flexible Work 4.0 environment, developing in Web3 and more. They may be fully anonymous and are identified only through their wallet address. The wallet in which members access the Pecunia.Finance Platform is the key registered in Bounties and the address to which compensation is delivered. The address provides a history of labor and is not fungible.

Core Contributors accept additional responsibilities in sacrifice for their increased power, which include time and effort unrewarded. Those who wish to take a leadership role may do so by meeting the requirements for Core Contributor status, which include among other things a minimum collection of XP (Experience Points) which can be gathered by completing Bounties as a Contributor - these Bounties are tasks of the organization which require time and effort to achieve a measurable return.

All Bounties belong to a Project, which are collections of Bounties with a common purpose, and are validated by a Project Lead. Those who complete a bounty may also receive a reward (financial) which is delegated from the related Project Budget, or funded directly from the DAO Treasury under certain circumstances. Each Project falls under a category of skill-based groups, called Councils.

The Councils do not exercise direct powers. Instead, the members posses weighted voting power in votes of the same type, allowing those with specialized skill and knowledge to be represented proportionally to their expertise. All Councils represent a specific field of labor, such as Finance or Technology, save one called the Auxillium, which exists for the purpose of providing the other Councils with administrative and organizational support.

The Auxillium activities are funded by the DAO treasury, which is in turn filled by the revenue produced by the Projects of the various Councils. The approval of Project Proposals, which include Project Lead, Roadmap, and Budget allocated from the DAO Treasury, is achieved through a Core Contributor Vote - one of four types of votes which are the core of the governance structure.

Governance is shared by Core Contributors equally in a flat hierarchy, called a Core Contributor Vote, used for operational and strategic decision-making. When topics fall under a specific skill area covered by a Council, then a Council Vote may occur, which weighs the votes of each participant in relation to the amount of XP they have accumulated of the same type. A DAO vote and Union vote may occur conditionally and reflect an organization-wide and Contributor-restricted vote, respectively.

Members of any level may bring forth a Project or Bounty Proposal. Each such Proposal must first be reviewed to meet requirements by a Core Contributor, then be presented to the members for open discussion. Only thereafter may the Proposal come to vote and, if passed, become actionable and funded. Proposals which fail to pass are returned with feedback, so that two more attempts for approval may be made, though with the additional requirement of displaying the lesson learned from feedback.

The details of governance are outlined in the Pecunia.Finance Constitution and will be reflected in the automation. The organization also releases a new White Paper each year, which outlines in a granular way how the current leadership intends to uphold the Constitution for the coming year.