DAOrayaki |Opolis——就业合作社

DAOrayaki |Opolis——就业合作社

DAOrayaki DAO研究奖金池:

DAOrayaki DAO Research Grant:

Fund Address: DAOrayaki.eth

Voting Result:DAO Committee Yes

Grant Amount:220USDC

Category: Opolis, Trustee, Payroll Mining, Recipient

Contributor:julie@Daorayaki

DAOrayaki 是一个去中心化的研究者组织和去中心化媒体,通过 DAO的形式去中心化地资助世界各地的研究者进行研究、翻译、分析等工作。DAOrayaki 由早期的 DAO 组织 DAOONE 核心成员发起,得到了Dora Factory基础设施的支持。欢迎通过文末方式提交DAO的研究,瓜分10000USDC赏金池!了解去中心化自治组织(DAO),探讨最新治理话题,关注DAO的发展趋势,欢迎加入DAOrayaki社区!

Project Overview项目概况

项目名称: Opolis

Logo:

代币概况

代币名称:$WORK

最大供应量:$WORK 的总量没有上限。

合约地址:

·Polygon: 0x6002410dDA2Fb88b4D0dc3c1D562F7761191eA80

·Ethereum Mainnet: 0x1482295Df16e7761d128B9823B61785D43CA038B

·SuperWork (Polygon): 0x61a7b6f0a7737d9bd38fdeaf1d4160e16bf23043

代币类型:ERC20

代币使用概况:

$WORK 的治理和经济权利仅适用于持有者,前提是他们也是公会的成员。 换句话说,$WORK 的所有权利和财产都是基于公会成员解锁的,而不仅仅是 $WORK 代币的所有权。

会员将因某些赞助活动(消费、推荐、工作挖矿)获得 $WORK 奖励,这些活动被视为会对公会产生价值。

$WORK 不会出售给公众或投资者。因此,公会不会确定代币的隐含价值。 代币将仅作为对公会会员赞助的奖励进行分发。

代币用途:

所有会员都可以:

·通过公会的就业、薪资和共享服务的消费赚取 $WORK

·对赌$WORK 以获得对赌奖励(以更多 $WORK 的形式)

·通过将员工成员推荐给公会赚取 $WORK

此外,员工会员可以:

·通过质押 $WORK 获得增强的治理权

供应和共识概述

初始供应:

在发布时,公会将铸造并向 公会利益相关者分发 315,000,000 美元的 $WORK。

初始分配的 20% 将立即归属,但追溯和联盟奖励除外,它们是 100% 归属的。 剩余的将在 4 年内归属。 归属 $WORK 将通过 SuperFluid 实时流式传输给利益相关者。归属时间表如下所示:

初始分配之后的既得流通供应量为 27.08 MM $WORK,即 8.6%。 在公会或受托人中持有的既得 $WORK 不包括在既得流通供应中。

最大供应量:

可以铸造和分发的$WORK总量没有上限。然而,随着公会成员的增长,新的 $WORK的分配将减少,这是基于达到越来越大的基于百分比的增长里程碑而定。 $WORK 仅在达到增长里程碑时才会铸造和分发。

任何会员的赞助总金额没有上限。

分发类型:

社区:

初始分配的 52.38%,即 165,000,000 美元,分配给社区。分解如下:

·公共财政:143,300,000 美元。 (20% 归属)$WORK 保存在 Commons 社区金库中,社区金库持有的所有 $WORK 都保存在由管理员控制的多重签名 Gnosis 保险箱中。

·管理员和主要贡献者:6,700,000 美元工作。(20% 归属)管理员和主要贡献者将获得 4.46% 的 初始公会分配。

·追溯和联盟奖励:15,000,000 $WORK。 (100% 归属)初始公会利益相关者将收到在初始分配之前的消费和推荐的追溯薪资采矿奖励。

受托人:

初始分配的 47.6% 或 150,000,000 美元工作分配给受托人。 预计细分如下:

·45,903,000 美元工作给受托人财政部(20% 归属)

·54,618,227 美元工作给创始人和团队(20% 归属)

·2,697,000 美元给贡献者的工作回报(20% 归属)

·46,781,773 美元给投资者的工作回报(20% 归属)

薪资挖矿:

薪资挖矿是铸造 $WORK 并将其分发给公会成员的过程。 作为一个基于利益相关者框架,为扩展价值以及支持成员满意度的结构性提供了新的可能性,从而实现了公会的长期价值。

$WORK 是根据公会管理员制定的 Periodic Commons Payroll Volume (PCPV) 增长里程碑铸造的。 增长里程碑设定为 5 万美元或 PCPV 增长 5%,以较大者为准。

假设启动前 PCPV 达到 150,000 美元,初始里程碑设定为 200,000 美元 PCPV。在 初始分配之后,每个薪资挖矿里程碑铸造和分配 5,000,000 美元的固定金额。 薪资挖矿里程碑的利益相关者分布细分为:

·30% (1,500,000) 薪资挖矿 $WORK 分配给员工会员用于消费

·30% (1,500,000) 薪资挖矿 $WORK 分配给会员用于员工会员推荐消费

·20% (1,000,000) 薪资挖矿 $WORK 分配给会员用于在里程碑之间抵押 $WORK

·10% (500,000) 薪资挖矿 $WORK 分配给公会财政部

·10% (500,000) 薪资挖矿 $WORK 分配给受托人

以下是 ACPV 中发布 $1B 的 $WORK 分布(约 21,407 名员工成员),不包括初始分布:

总 $WORK 分配,包括 2000 万美元的 ACPV 初始分配。 $WORK 的社区分配增长到 58.9%。

这是 $WORK 分配总额,包括 2 亿美元的 ACPV 初始分配。 $WORK 的社区分配增长到 70.5%。

这是 $WORK 分配总额,包括 ACPV 中 $1B 的 初始分配。 $WORK 的社区分配增加到 74.7%。

在 ACPV 中约 $8.3B,将总共分配 10 亿美元的工作。 根据模型估计,这占大约 170,000 名员工成员。

成员类别:

·员工会员:员工会员是独立工作者,通过生态系统开展积极合作

·联盟成员:联盟成员向公会提供新成员推荐、技术和/或服务。联盟成员每年必须至少推荐一名员工成员才能保持活跃

简介:

Opolis 是下一代就业合作社,为独立承包商、自由职业者、数字程序员、个体创业者和个体经营者提供高质量、负担得起的就业福利和共享服务。

背景:

公会最好被描述为数字就业合作社 (DEC) 或去中心化就业组织 (DEO)。 公会为其员工成员提供有益的技术支持的管理共享服务(又名“后台服务”)。

这些服务目前包括:

·薪资单处理

·合规性

·代扣代缴税款,

·报告、会计、福利提供

·行政、集体采购等。

作为员工成员加入公会的核心价值是独立工作者(个体经营者、零工、承包商等)有机会获得低成本/高质量的团队健康保险、更便宜和更强大的行政服务,并成为网络人。

团队与成员

成员

l John Paller—— 创始人

John 是 Opolis 的创始人,Opolis 是就业和人才获取行业的领导者和企业家。 他是一名技术企业家,在人才招聘、人力资源和就业领域拥有近 20 年的经验。

Twitter:https://twitter.com/pallerjohn

l Eddie Pastore——产品策略师

他在快速增长、风险投资支持的公司和成熟的战略财务和运营启动方面拥有丰富的经验。

Linkedin:https://www.linkedin.com/in/eddie-pastore-b330262/

董事会成员

l Jonathan Kestenbaum——执行董事、联合创始人兼总经理

Jonathan Kestenbaum 目前有 4 个职位,包括纽约大学专业研究学院的兼职教授 - 创业、Talent Tech Labs 的执行董事、联合创始人兼医学博士,以及 Series Seed 的投资者。 此外,乔纳森·凯斯滕鲍姆 (Jonathan Kestenbaum) 曾担任过 2 份工作,包括 Right Fit Reading 的创始人/总裁。

Linkedin:https://www.linkedin.com/in/jonathankestenbaum/

联盟社区

治理机制

治理与投票

作为基准,公会遵循员工成员投票的模型。员工会员可以通过抵押 $WORK 来获得更高的投票权特权。联盟成员没有治理权,也没有能力获得治理权。这是有意将投票与员工成员的最大利益和不断增长的 ACPV 明确一致,同时保持较低的服务成本。

联合起来,公会的初始治理由一个7人的董事会(“Stewards”)监督。在短期内,Stewards 将扩大到 9 名员工成员。除了作为员工成员的强制性要求外,管理员的任命还基于专业知识和价值观的一致性。最初的 7 人董事会由 John Paller (Opolis)、Yev Muchnik (Launch Legal)、Bill Warren (Pool-Party)、Auryn MacMillan (Gnosis)、Barry Goers (Merkle Mountain)、Eric Arsenault (DAOstack) 和 Spencer Graham (Raid Guild)组成。一旦公会达到 1,000 名员工成员,治理将开始转移到员工成员身上,管理员保留有限的权力。从 初始分配后的 2021 年第二季度末开始,快照将用于表明员工成员对治理提案的偏好。一旦实施,二次投票将用于员工成员投票,以确保没有统一的经济要求控制社区。

可由成员投票表决的提案示例如下:

·社区费用的修改

·ACPV配送时间表

·薪资挖矿奖励,受托人选举

·福利选择、功能要求

·董事会选举等

链下治理

去中心化就业组织 (DEO)

Opolis 率先提出了去中心化就业组织 (DEO) 的概念,该概念结合了既定的法律和技术框架。经过验证的成员将可以自由参与 DAO,而只需成为一个 DEO 的一部分。 成员通过就业验证要求进行审查,并将能够在整个工作周期内以匿名方式运作,遵守 KYC 和 AML。

质押和会员资格

每个 DEO 都将具有配置功能,DEO 创始人可以借此配置会员规则(抵押、规则、投票等)。 可以校准对赌以吸引某些类型的成员并创造排他性或开放性。 质押将以稳定的面额(即 DAI、USDC)进行,以在未知的质押时间表下维持成员资金的稳定性。 根据创始人如何配置组织,对赌也可能会从 DEO 获得奖励。

链上治理

投票与治理

DEO 内的投票将以一名成员一票的形式存在。 DEO 将要求成员通过作为预测的 Opolis 受托人进行就业验证。 这将排除匿名网络中常见的 Sybil 攻击。 Opolis 还将向 DEO 提供与现有 Web3 治理协议(如 Colony、Aragon 和 DAOStack)的集成,以实现此实现。 与在治理结构中规定性相反,Opolis 将允许大规模投票参与和治理的多种变形。

为了让成员更轻松地做出决策并避免选民的不参与,Opolis 最初将仅配置投票包含以下建议:

1) 会员 DEO 的好处和特点

2) 法律变化

3) DEO<>受托人关系的变化

Opolis 受托人最初将结合使用 Web2 和 Web3 技术作为其原生技术。 随着时间的推移,Opolis 将尽可能多地用 Web3 解决方案替代 Web2 技术。

作为原生技术栈的一部分,关键功能是:

·公用事业机会市场

·数据存储和预言机

·薪资汇款

·法律服务

·共享服务

·结构科技

·货币化与可持续性

媒体链接

- Official website:https://opolis.co/

- discord: https://discord.gg/p9FQHYhxcM

- Linkedin: https://www.linkedin.com/company/opolis/

- medium:https://opolis.medium.com/

- Facebook:https://www.facebook.com/opolisproject

- GitHub:https://github.com/opolis/


Opolis—— The Employment Commons

DAOrayaki DAO Research Grant:

Fund Address: DAOrayaki.eth

Voting Result:DAO Committee Yes

Grant Amount:220USDC

Category: Opolis, Trustee, Payroll Mining, Recipient

Contributor:julie@Daorayaki

Project Overview

Project Name: Opolis

Project Logo:

Token Details

Token Name:$WORK

Token Symbol:$WORK

Max Total Supply:There is no cap on the total amount of $WORK。

Token Contract Address:

·Polygon: 0x6002410dDA2Fb88b4D0dc3c1D562F7761191eA80

·Ethereum Mainnet: 0x1482295Df16e7761d128B9823B61785D43CA038B

·SuperWork (Polygon): 0x61a7b6f0a7737d9bd38fdeaf1d4160e16bf23043

Token Type:ERC20

Token Usage Description:

Governance and economic rights of $WORK are only available to the holder if they are also a Member of the Commons. In other words, all rights and properties of $WORK are unlocked based on Commons Membership, not the ownership of the $WORK token alone.

Members will be rewarded with $WORK for certain patronage activities (consumption, referrals, staking as part of a process called Payroll Mining) which are viewed to accrue value to the Commons.

No $WORK will be sold to the public or investors. Therefore there will be no implied price or value of a token determined by the Commons. Tokens will only be distributed as a reward for Member patronage of the Commons.

Token Usage:

All Members can:

·Earn $WORK for consumption of employment, payroll, and shared services from the Commons

·Stake $WORK to earn staking rewards (in the form of more $WORK)

·Earn $WORK by referring Employee Members to the Commons

In addition, Employee Members can:

·Earn enhanced governance rights by staking $WORK

Supply & Consensus Overview

Initial Supply :

At launch, the Commons will mint and distribute 315,000,000 $WORK to Commons Stakeholders.

20% of the Genesis Allocation will be vested immediately except for Retroactive & Coalition Rewards which are 100% vested. The remaining will vest over a 4 year period. Vesting $WORK will be streamed to stakeholders via SuperFluid in real time. The vesting schedule is shown here:

The vested circulating supply directly following the Genesis Distribution is 27.08MM $WORK, or 8.6%. Vested $WORK held in Treasuries of the Commons or Trustee are not included in vested circulating supply.

Maximum Supply:

There is no cap on the total amount of $WORK which can be minted & distributed. However, as the Commons grows, distribution of new $WORK will diminish, based on the difficulty of reaching larger and larger % based growth milestones. $WORK is only minted and distributed when growth milestones are met.

There is no maximum amount that can be rewarded in total to any single Member for patronage.

Emission Type (General):

Community:

52.38%, or 165,000,000 $WORK,of the Genesis Allocation is distributed to the Community. Breakdown is as follows:

·Commons Treasury: 143,300,000 $WORK. (20% Vested) $WORK held in the Commons Community Treasury All $WORK held by the Community Treasury are held in a multi-sig Gnosis Safe controlled by the Stewards.

·Stewards and Key Contributors: 6,700,000 $WORK. (20% Vested) Stewards and Key Contributors will be allocated 4.46% of the Commons Genesis Allocation.

·Retroactive & Coalition Rewards: 15,000,000 $WORK. (100% Vested) Genesis Commons Stakeholders will receive Retroactive Payroll Mining Rewards for Consumption and Referrals which occurred prior to the Genesis Distribution.

Trustee:

47.6% or 150,000,000 $WORK of the Genesis Allocation is distributed to the Trustee. The expected breakdown is as follows:

·45,903,000 $WORK to the Trustee Treasury (20% Vested)

·54,618,227 $WORK to the Founders & Team (20% Vested)

·2,697,000 $WORK to Contributors (20% Vested)

·46,781,773 $WORK to Investors (20% Vested)

Payroll Mining:

Payroll Mining is the process by which $WORK are minted and distributed to the Commons Members. As a Stakeholder Capitalism based framework, this allows for new possibilities in scaling value, as well as structural benevolence to support Member satisfaction, resulting in the long-term value of the Commons.

$WORK is minted based on the Periodic Commons Payroll Volume (PCPV) growth milestones set forth by the Commons Stewards. Growth milestones are set at $50k or 5% growth in PCPV, whichever is greater.

The initial epoch milestone is set at $200,000 PCPV, assuming $150,000 in PCPV is reached before launch.Following the Genesis Distribution, a fixed amount of 5,000,000 $WORK is minted and distributed per Payroll Mining milestone. The breakdown of stakeholder distributions for Payroll Mining milestones is:

·30% (1,500,000) Payroll Mining $WORK allocated to Employee Members for consumption

·30% (1,500,000) Payroll Mining $WORK  allocated to Members for Employee Member referral consumption

·20% (1,000,000) Payroll Mining $WORK allocated to Members for staking $WORK between milestones

·10% (500,000) Payroll Mining $WORK allocated to the Commons Treasury

·10% (500,000) Payroll Mining $WORK allocated to the Trustee

Below is the $WORK distribution from launch to $1B in ACPV (~21,407 Employee Members) excluding the Genesis Distribution:


The Total $WORK Distribution, including Genesis Allocation at $20M in ACPV. Community allocation of $WORK grows to 58.9%.

Here is the total $WORK Distribution, including Genesis Allocation at $200M in ACPV. Community allocation of $WORK grows to 70.5%.

Here is the total $WORK Distribution, including Genesis Allocation at $1B in ACPV. Community allocation of $WORK increases to 74.7%.

For fun, at ~$8.3B in ACPV, 1 Billion $WORK will have been distributed in aggregate. Based on model estimates, this accounts for  ~170,000 Employee Members.

Recipient Category:

·Employee Members:Employee Members are independent workers actively co-employed through the ecosystem

·Coalition Members:Coalition Members provide new Member referrals, technology and/or services to the Commons.Coalition Members must refer at least one Employee Member per year to remain active

Short description:

Opolis is a next-generation Employment Cooperative offering high-quality, affordable employment benefits and shared services to independent contractors, freelancers, digital nomads, solopreneurs and sole-practitioners.

Background:

The Commons is best described as a Digital Employment Cooperative (DEC) or Decentralized Employment Organization (DEO). The Commons provides benevolent technology-enabled administrative shared services (a.k.a. “back office services”) to its Employee Members.

These services currently include:

·payroll processing

·compliance

·tax withholding/remittance

·reporting, accounting,benefits provisioning

·administration, collective procurement, etc.

The core value proposition for joining the Commons as an Employee Member is that independent workers (solopreneurs, gig workers, contractors, etc.) have the opportunity to access low cost/high quality group health insurance, cheaper and more robust administrative services, and become an owner of the network.

Organizations and Team Member

Team Nember

l John Paller—— Founder

John is the founder of Opolis, an employment & talent acquisition industry leader & entrepreneur. He is a technology entrepreneur with almost 20 years in the talent acquisition, HR and employment space.

Twitter:https://twitter.com/pallerjohn

l Eddie Pastore——Product Strategist

He has Extensive experience with rapid growth, VC backed company and Proven Strategic Finance & Operational Start-up experience.

Linkedin:https://www.linkedin.com/in/eddie-pastore-b330262/

Board Member

l Jonathan Kestenbaum——Executive Director, Co-Founder & MD

Jonathan Kestenbaum has 4 current jobs including Adjunct Professor - Entrepreneurship at New York University School of Professional Studies, Executive Director, Co-Founder & MD at Talent Tech Labs, and Investor at Series Seed. Additionally, Jonathan Kestenbaum has had 2 past jobs including Founder/President at Right Fit Reading.

Linkedin:https://www.linkedin.com/in/jonathankestenbaum/

surrounding community

Governance Mechanism

Governance & Voting

As a baseline, the Commons follows a model of one Employee Member, one Employee Member vote. Employee Members can earn enhanced voting power privileges by staking $WORK. Coalition Members do not have governance rights, nor the ability to earn them. This is intentional to clearly align voting with the best interests of Employee Members and growing ACPV, while keeping the cost of services low.

In conjunction, initial governance of the Commons is overseen by a 7 person Board of Stewards (“Stewards”). In the near term, the Stewards will expand to 9 Employee Members. Stewards are appointed based on expertise and values alignment, in addition to the mandatory requirement of being an Employee Member. The initial 7 person Board of Stewards consists of John Paller (Opolis), Yev Muchnik (Launch Legal), Bill Warren (Pool-Party), Auryn MacMillan (Gnosis), Barry Goers (Merkle Mountain), Eric Arsenault (DAOstack) and Spencer Graham (Raid Guild).

Once the Commons reaches membership of 1,000 Employee Members, governance will begin to shift to the Employee Members, with limited powers remaining with the Stewards. Snapshot will be used to signal Employee Member preferences on governance proposals starting in late 2Q2021 post Genesis Distribution. Once implemented, quadratic voting will be used for Employee Member voting to ensure no sole economic voice controls the community.

Examples of proposals that may be voted on by the Members are:

·modifications to the Community Fees

·ACPV distribution schedule

·Payroll Mining Rewards, Trustee election

·Benefits selection, Feature requests

·Board of Stewards elections, etc.

OFF-chain Governance

Decentralized Employment Organizations (DEOs)

Opolis has pioneered the concept of Decentralized Employment Organizations (DEO), which combine established legal and technological frameworks. Verified members will have the freedom to participate in an infinite number of DAOs while only having to be part of one DEO. Members are vetted through employment verification requirements and will be able to operate, with KYC and AML compliance, pseudonymously throughout their entire work cycle.

Staking & Membership

Each DEO will have configuration capabilities whereby DEO founders can configure membership rules (staking, rules, voting, etc.). Staking can be calibrated to attract certain types of members and create exclusivity or openness. Staking will be done in denominations that are stable (i.e. DAI, USDC) to maintain stability of funds for members given the unknown timeline of staking. Staking may also come with rewards from the DEO depending on how the founders have configured the organization.

On-chain Governance

Voting & Governance

Voting within a DEO will exist as one member, one vote. DEOs will require that members are verified for employment via the Opolis Trustee acting as an oracle. This will rule out Sybil attacks common in anonymous networks. Opolis will also offer to DEOs integrations with existing Web3 governance protocols like Colony, Aragon and DAOStack for this implementation. As opposed to being prescriptive in governance structure, Opolis will allow for multiple variants for voting participation & governance at scale.

To ease members into decision making and to avoid voter apathy, Opolis will initially only configure voting to include proposals about:

1) benefits and features of a member’s DEO

2) constitutional changes

3) changes to the DEO<>Trustee relationship

The Opolis Trustee will initially utilize a combination of Web2 and Web3 technologies for its native technology. Over time Opolis will replace as much Web2 technology as possible with Web3 solutions.

As part of the native technology stack, key functions are:

·The Public Utility Opportunities Market

·Data Storage & Oracles

·Payroll Remittance

·Legal Services

·Shared Services

·Structural & Technological Benevolence

·Monetization & Sustainability

- Official website:https://opolis.co/

- discord: https://discord.gg/p9FQHYhxcM

- Linkedin: https://www.linkedin.com/company/opolis/

- medium:https://opolis.medium.com/

- Facebook:https://www.facebook.com/opolisproject

- GitHub:https://github.com/opolis/


通过 DAO,研究组织和媒体可以打破地域的限制,以社区的方式资助和生产内容。DAOrayaki将会通过DAO的形式,构建一个满足人们需求,一个民主治理和所有人都可以利用的公共媒体系统,从而实现真正意义上的去中心化。欢迎通过以下方式提交DAO的研究,瓜分10000USDC赏金池!了解去中心化自治组织(DAO),探讨最新治理话题,关注DAO的发展趋势,欢迎加入DAOrayaki社区!

欢迎加入DAOrayaki社区!

官方网站:daorayaki.org

Discord server: https://discord.gg/2UjpmPH9

Medium: https://medium.com/@daorayaki

Email: daorayaki@dorafactory.org

微信助手:DAOrayaki-Media

详情请参考:

Dora Factory支持去中心化DAO研究组织DAOrayaki

历史文章:

DAO的构建与设计

DAO治理中的同构性

什么是社区贡献机会(CCO)?

DAOrayaki解读|8步实现去中心化

DAOrayaki|GitcoinDAO 群体思维正在崛起

DAOs的设计再思考:信任与决策权、风险、剩余索取权的分配

如何DAO化|基于社区贡献机会(CCO)机制的去中心化治理

通证工程共享(Token Engineering Commons):分析权益持有者、通证和治理过程

DAO 治理策略

DAOrayaki | Gas成本和选民参与

DAOrayaki|PoolHAUS与去中心化流动性供应

API3 DAO | DAO和质押的意义

Part 1D2D:面向去中心化的谈判协议

联合曲线设计脑洞大全及参数大典

Synthetix:去中心化治理结构

DAO 联盟|Open DeFi DAO 治理结构

DAO 投票治理

DAOrayaki|Vitalik Buterin:超越代币投票的治理

可选用的DAOs投票机制汇总

DAOrayaki解读|价格敞口和投票权

DAOrayaki | 去中心化仲裁:Kleros、Aragon、Jur

DAO代币治理

DAOrayaki|如何利用社交代币实现长期增长

DAOrayaki |代币经济学导论

Farming机制是否代表着代币分配的进步?

DAOrayaki|DAO 国库多元化的范围代币

DAOrayaki|DAO 通过财政多元化为下一个加密冬天做准备

DAOrayaki| DAO:扩展资本协调能力

Social token与DAO思潮下微观经济体的崛起

$WORK 奖励、利益相关者经济学和就业共享的代币化

海外最新研讨:数字货币与货币体系的未来

DAO治理攻击

DAOrayaki|DAO 的漏洞:自治的假想与治理弹性评估模型

DAOrayaki|公地弹性:去中心化技术社区治理中的“弹性”

DAOrayaki|算法治理实验:DAO治理动态、韧性及崩溃

DAOrayaki |加密市场操纵:威科夫方法及模式

DAOrayaki |加密货币里的吸血鬼攻击

DAOrayaki |依靠钱包追踪鲸鱼活动

DAOrayaki|全面综述:女巫攻击和防御方法

二次方融资(Quadratic Funding)的攻击与防守

一份前瞻性暂停使用The DAO的呼吁(2016.5.27)

二次方投票、融资资助

DAOrayaki|二次方投票与公共物品

DAOrayaki|二次方投票和区块链治理

DAOrayaki|关于改善配对协调补贴的一个方法探讨

DAOrayaki|二次方投票:机制设计如何使民主激进化

「激进市场」和二次方投票 | 用市场本身去监管市场

二次方资助V2协议: 抗女巫攻击、公平和规模化的链上二次方投票累进税系统提高二次方资助的公平性

二次方融资(Quadratic Funding)的攻击与防守

预测市场

预测市场的力量

万字解读| Upshot One 对等预测协议

买单投票:一种新型的混合代币投票/Futarchy

DAOrayaki|针对高度不可能事件押注的预测市场设计

Futarchy | 价值投票,对赌信仰,用钱说话,口说无凭

基于 Futarchy治理的案例:Amoveo、Tezos、Gnosis

罗宾·汉森经典论文(一)|Futarchy:我们应该价值投票、对赌信仰吗?

罗宾·汉森经典论文(二)|Futarchy:我们应该价值投票、对赌信仰吗?

罗宾·汉森经典论文(三)|Futarchy:工程设计25个问题

罗宾·汉森经典论文(四)|Futarchy:工程设计25个问题

公共物品、奥斯特罗姆

DAOrayaki|连续性公共物品资助

DAOrayaki|可追溯公共物品融资

DAOrayaki|二次方投票与公共物品

DAOrayaki|“可追溯公共物品融资”进展分析

DAOrayaki|公地弹性:去中心化技术社区治理中的“弹性”

自动化奥斯特罗姆(Ostrom)以实现有效的DAO管理

DAOrayaki 解读|奥斯特罗姆:公共事务的治理之道

NFT、NFT DAO

极客与画家 | 开源项目、NFT和简化的哈伯格税

DAOrayaki|全面概述NFT DAOs 的出现

价格发现的艺术,嵌套的策展市场,当联合曲线遇到NFT

策展市场|一种构建联合关注网络的机制

DAOrayaki|NFT 市场:去中心化的创造力还是 1990 年代的电子商务?

DAO 行业发展

加密技术的全面论述—开放金融系统

DAOrayaki解读|DAO与全球经济秩序-新自由主义的黄昏(一)

DAOrayaki首发| SEC.gov代币安全港提案2.0

DAOrayaki|DAO:可能的演变路径

DAOrayaki|去中心化自治组织(DAO)行业发展月报(2021.6)

DAOrayaki | DAO 行业9月上旬发展一览

DAO 媒体

DAOrayaki|Web3 中的声誉:乘风破浪

DAOrayaki|新媒体结构:所有权经济

DAOrayaki|文艺复兴时期的创造者和下一个媒体模式的崛起

DAOrayaki|去中心化媒体:web 3.0时代民主、隐私与价值共享的机遇

DAOrayaki|打破媒体第四面墙:观众和创作者的融合

DAOrayaki 生态合作

Muse Museum率先加入DAOrayaki Funders MolochDAO并开展联合研究

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DAOrayaki

DAOrayaki is a decentralized media and research organization that is autonomous by readers, researchers, and funders.