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SustainableManagement.nb
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SustainableManagement.nb
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(* Content-type: application/vnd.wolfram.mathematica *)
(*** Wolfram Notebook File ***)
(* http://www.wolfram.com/nb *)
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Cell["\<\
Fair Markets
Stability and sustainability of a group
Unification of Economics and Business Management
Psychological modelling
\tStress
\tHappiness
\tEtc
\tWhat are the factors of happiness? What are the factors of happiness in the \
workplace?
\t\tOverworking
\t\tInjustice
\t\tWork environment
\t\tExcessively demanding targets (in terms of timeframes)
Things to implement:
\tCompany Generation (with full structure, roles, relationships, etc)
\tRelationships and their effect/consequences
\tFull range of indicators for each individual
\tCredit assignment dependencies between individuals and groups
\tGeneral stats and interactive simulation
\tPersonal stats and interactive simulation
\tRedistribution of credit (graphically)
\tSupply chain and market analysis
\tDecision-making in groups
\tExplainability&Interactive simulation
\tPhased modelling (meta principles, hyperparameters)
\tSurvey -> Interactive Report -> Find model -> Group comparison
\t
\t
\t
\t
Presentation
\tValue of Combining: 'Mathematical skills + Mathematica + Problem space \
reduction'
\tDomain knowledge is still relevant in management positions, so it should go \
into the models
\tGradual implementation might mean we implement features that are to become \
obsolete
\t
Features to add (identify separable modules: models, consensus, forms, etc)
\tGraph
\t\tZoom&Pan
\t\tadd/delete node, edge
\t\treconnect edge
\t\thighlight node, edge
\t\tgroup selection (control, square)
\t\twindow with list of agents and their indicators
\tForms
\t\tUnfolding
\t\tSliders
\tSurveys
\tInteractive Reports
\tFairpay according to city and expected savings
\tStudy how the system behaves when we change configurations and parameters
\t
\t
\
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Cell["\<\
1. Define increasingly complex and general models of groups of people, their \
relationships and dynamics
\t1.1 KPIs
\t1.2 Personal history
\t1.3 Roles and relationships
\t1.4 Dynamic structure (adding and removing people, changing roles, adding \
and removing roles)
\t
2. Define models that determine how credit should be assigned based on \
personal and group data. Always explain the \trationale for the concepts \
introduced
\t2.1 Initial expected value
\t2.2 Salary-Dividend tradeoff
\t2.3 Time delays, predictor-corrector, reversibility
\t2.4 Choice of model and hyperparameter tuning
\t2.5 Define a standard model (categories of contribution, fixed function \
classes, fixed hyperparameters, \t\tetc)
\t2.6 Time-varying inputs (cashflow, evaluations, group structure)
\t
3. High level analysis with data visualization and interactive simulations \
(sliders, checkboxes, input)
\t
4. Proofs of properties
\
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Cell["\<\
Triggers
\tProductivity growth/Median Income Stagnation Paradox
\tWhy aren\[CloseCurlyQuote]t employees also shareholders of the companies?
\tProblems with the conventional shareholder principles - Higher salaries \
allow purchase of more shares
\tHow to reward initiative? Including founders/CEOs
\tHow to quantify value brought by each individual?
\tHow can we create a credit assignment system that is sustainable? Equate \
fairness with sustainability?
\tShould we replace sustainability with some measure of Stability? Happiness \
might correlate better with Stability and with perpetual sustainability ?
\tCould a properly measured shareholder approach solve the issue of perpetual \
competition, by giving people a better chance of leaving the competitive game \
when \t\tthey feel like it?
\t
\t
\t
\
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Cell["\<\
Challenges
\tCan we replace pure free market notions with different ones, that are still \
sustainable, but avoid
\tHelp with information
\tHow to separate work from ownership? Value coming from rent-seeking behaviour
\tHow to tame value that comes from supplying to a huge market?
\tIf someone generated huge value, how could assess whether it was due to \
luck, being the first arriver, or hard to replicate value?
\tHow to adjust, incentivize others to also create value, in case it can be \
replicated? how to avoid attempts to copy and replace? how to merge and solve \
conflicting \t\twork?
\tHow to try mitigate information asymmetry?
\tCharacterize unfairness, unfair scenarios
\
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Cell["\<\
Hypotheses
\tSustainability depends on people
\t\tHow do they keep learning and solve issues?
\t\t
\tCovering Costs and Savings
\tSense of injustice
\
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Cell["\<\
Describe many scenarios to consider/correct (structure this description)
Categories of contribution
\tIdeas
\tWork
\t\tSkilled
\t\tNon-skilled
\t\t
Vanishing value, Flattening
Detailing the effects of activities
\tenablers
\tfacilitators
Market considerations
\tThinking deeply about Value and Price
\t\tValue relative to objective
\t\tValue relative to outcome
\t\tPredicted/Projected value vs converted value
\t\tValue now vs value later (short-term vs long-term)
\tPrice according to
\t\tInput vs Output
\t\tRarity (market perspective)
\tInput perspective (Cost)
\t\tDifficulty and time needed to learn
\t\tTime needed to make it work
Uncertainty and probability
\tWhat is the value
What happens when we have to deal with a player that doesn\[CloseCurlyQuote]t \
play according to the same rules? (e.g. China)
\
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", r-type), where r-type \[Element] ",
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Contribution towards a project, in its simplest form, amounts to a certain \
amount of time allocated by an individual (or group of individuals) in order \
to do the work necessary for the completion of a given task. Assuming the \
value of the work is the same for all collaborators, the answer to the \
problem of credit assignment becomes trivial - it will be nothing but \
dividing the cashflow equally among the collaborators.
Further development of this idea can include valuing \
people\[CloseCurlyQuote]s time differently, depending on a number of factors. \
The toughest challenges are the following:
i) How to value each individual\[CloseCurlyQuote]s time and contribution in a \
context of complex interactions and dependencies? How do the interactions \
increase value?
\t- Increasingly realistic valuation functions, that capture the value \
resulting from interactions and their effects.
\t
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sustainability of projects? How to define and update the system of rewards \
and incentives?
\t- Basic support (cost of the individual) + value component
\t- Deal with situations of unexpected value/contribution
\t- Deal with situations of uncertainty (uncertainty regarding the causes of \
value)
\t
\t
iii) How to develop increasingly robust and well-structured theories that \
explain the subjective notion of value?
\t- General theory of how the sustained creation of value can be achieved. It \
has to include not only the best ways to generate value in the short term and \
long-term, \tbut also the very long-term effects the incentives and rewards \
have on the individuals. Incorrect incentives and rewards can lead to a \
break-down of the system.
\
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- Same start and end dates
- Independent work
- Same valuation of work
- Pay is calculated solely on a time basis\
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- Several working periods per collaborator (one working period is defined by \
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- Each collaborator is given their own valuation for the total duration of \
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Let us consider the case where one person (collaborator Green) joins a group \
at a certain moment in time. Everyone else (blue), has been working there \
since the beginning. Again, Green will only get paid when there is a revenue, \
just like everyone else.
\
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As discussed before, assuming all work is valued equally, Green should see \
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where
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