The Capitalistic Coder – How to solve the crisis of productivity in the software development industry

After writing four books that were published as interconnected web pages, I finally have a topic I want to explore that requires the structure of a traditional book. I don’t know when I will get around to finishing it, but the following is my current draft outline.

Introduction

Part 1: The Problem

We chronically deliver incomplete low-quality work slowly

  • Missed deadlines are assumed
  • Unfinished work is celebrated
  • Low Quality accepted as normal

We keep using techniques that continue to fail

  • Adding More People
  • Chasing “The Right People”
  • Core Work Hours
  • Physical Workspaces
  • Micromanagement
  • Casual Environments
  • Flat Org Structures
  • Stock Options
  • Open Office Layouts
  • Electronic Monitoring
  • Productivity Metrics

We use dishonest motivational strategies

  • Promises of Mutual Loyalty
  • Career Advancement
  • Profit Trickle-Down

Part 2: The Solution

We must adapt to the Next-Gen Worker

  • They have all the leverage
  • They must volunteer to be productive
  • They want to share in company profits
  • The need to be specialized
  • They need to work in teams
  • They need to be treated fairly
  • They must be given flexibility
  • They must feel fulfilled to stay with one company

We must embrace the Age of Cognitive Productivity

  • Cognitive Productivity is the only productivity that matters
  • Cognitive Productivity cannot be directly observed
  • Cognitive Productivity cannot be measured
  • Cognitive Productivity Requires Competence & Worth Ethic

We must maximize Cognitive Productivity

  • Mandating High-Quality Sleep
  • Facilitating Emotional Calmness
  • Fostering Internal Motivation
  • Emphasizing Professional Experience
  • Teaching Previsualization
  • Supporting the Flow State

We must motivate Cognitive Productivity

  • Money as a Motivator
  • Time-off as a Motivator
  • Flexibility as a Motivator
  • Deadlines as a Motivator
  • Competition as a Motivator
  • Peer-Competency as a Motivator

Part 3: The Methodology

Core Principles of Reward Motivated Teams

  1. Evaluations
  2. Missions
  3. Rewards
  4. Strategizing
  5. Competition

Requirements for a Reward Motivated Team Member

  • Capitalistic
  • Competitive
  • Creative
  • Competent
  • Disciplined

Requirements for a Reward Motivated Team Leader

  • Mission Driven
  • Success Seeking
  • Failure Avoiding
  • Excellent Communication
  • Shrewd Negotiator
  • Expert Facilitator
  • Highly Adaptable
  • Ruthlessly Decisive

The Mission Lifecycle

  1. Evaluate
  2. Separate
  3. Establish
  4. Define
  5. Organize
  6. Propose
  7. Review
  8. Approve
  9. Decide
  10. Finish

Troubleshooting Guide

  • Institutionalization
  • Tenured Entitlements
  • Systematic Laziness
  • Sandbagging
  • Process Zealots
  • Resignations
  • Deadwood
  • Recruiting
  • Cliques
  • Change Resistance

Conclusion

If you’d like me to write this book, leave a comment. Otherwise I may still write it, but maybe not as quickly.

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