Voluntary Task Claiming System for Mass Labour Delegation

This system will allow people to pull tasks from any one of the connected businesses. Work on your own schedule and earn more when you produce more

The system allows employees and contractors to choose their qualifications and tasks according to their own interests. On a systemic level, it allows operators to delegate tasks across a range of repeated tasks, translating their skills into system wide capability.

No More Asking for Raises or Begging for Time Off

If you want time off, just don't claim any tasks. The system needs to be able to heal from that in order to enable total flexibility. It may not be as consistent as conventional employment because the best tasks will have many people wanting to claim them. Those who demonstrate competency through internal, self-lead qualifications will have the ability to claim those tasks. Actions like showing up for every shift that you claim, positive relationships with other staff, and proven trust will result in increased priority for task access. If it was purely based on productivity then it could become a very harsh environment.

I imagine many employers working hard to keep people interested in tasks and increasing rewards by increasing actual measurable productivity through more efficient labour systems. In common everyday tasks it will result in a "race to the bottom" problem, driving wages and service costs down at the same time. Merit becomes immediately measurable according to the success factors of the business, and is less dependant on personal relationships. Hiring can be done en masse using digital tools and testing tasks.

Plans for a "vibe matching" system to keep employees around people that they enjoy working with and avoid interpersonal suffering. Its about zero sacrifice to the ideals of the system. Systems that support populations need to accuratly merit based in order for them to achieve a population-scale benefit. This doesn't mean that you need to be all around perfect, because it is only measuring your ability on a task-by-task basis. You may happen to be the most incredible person at doing that particular task, and if you are, I want everyone else to make way for you.

All people should be able to try the work and see if it fits them before they commit to the lifestyle

Instead of betting your house that everything is going to work out, let's be sane here and put our toes in the water. I want your extra evenings and weekends, 3 hours at a time and no more than that. Light committments keep it fun, especially when you're doing mundane tasks. I won't lie to you, I'm going to have a lot of tasks in here that are just cheaper to use humans for. Many of them will be repetitive physical labour, but I plan to integrate the entire operational model into the task system.

That includes

• Marketing

• Construction

• Operating Equipment

• Software

• Support

• Retail

• Assembling grow beds using string and sticks

• Mowing lawns

• Installing items like barricades, hand wash stations, tables, etc. at Ontario fairs and festivals

• Security

• Greenhouse Work

• Bakery Work

• Insect Production Tasks

• Delivery

• And anything else the business can break into clear tasks

Resolving Bottlenecks in Modern Labour Delegation with Micro-Learning

In conventional systems, the qualifications are based on outside educational programs or trained directly by management. In the case of outside education it requires a decades-long process of developing programs, creating interest in those programs, and maintaining opportunities after they graduate. When you have to train the staff directly it means that your ability to transfer skills is limited by the capacity of the people in that training role.

The system that I'm developing uses micro-learning for all tasks, at your own pace, and according to your own interests. Instead of directly training the staff, they go through a voluntary process of qualification for each task. You don't need to be a master carpenter to assemble a greenhouse, but it might help. Either way, you'll need the internal qualification to pull tasks of that type.

Let Our Positive Traits Lead & Protect Ourselves Against Malevolence

Allowing people to choose their tasks, their schedule, and what they want to learn will enable the system to benefit from their best qualities while leaving their worst at the door. Nobody has to work with you just because you're productive, they can choose alternatives, and the benefits of team work result in direct financial gains as well as task priority benefits. Those who, as an overall result of their participation, improve the success metrics valued by the hiring organization will progress faster. Those who abuse people and lack responsibility will be encouraged to develop their sense of contribution and find a better way to live on their own accord. The need for direct delegation in this system is nearly eliminated, meaning that it doesn't have to correct behaviour. It adapts to find the most positive contributors, promoting them to be even more productive with advanced access.

A Feedback System That Talks to the Workforce & Aggregates Concerns

This system is incredibly feedback oriented, with more available workforce data than any other method of delegation:

• Task Popularity Metrics

• Task Education Feedback - Digital Survey & Completion Metrics

• Conversational AI Assistant with Company Context - Private or Open - Aggregate Feedback

• Customer Experience Feedback

• Open Development & Social Media Integration for External Criticism

• Layered Audits and Task Verification - Individual Quality & Performance Data

Scientifically Proven to be More Productive

I haven't created this in its entirety yet, only defined, designed, and prototyped the functional elements including intake assessments, task automation, and user interfaces.

External research that study the effects of voluntary vs. imposed tasks have shown an increase in cognitive function and improved task acceptance when people can choose their work and their schedule. The general finding is that people may have more joy completing tasks that they choose for themselves, higher productivity, and are more interested in work. Task switching is a common inefficiency addressed in the studies, which this system seeks to avoid as well.

I reccommend reading research by NIH, as well as other sources, indluding:

https://pmc.ncbi.nlm.nih.gov/articles/PMC12141384/

We are constantly surrounded with multiple sources of information associated with different task goals. One major goal in cognitive psychology is to unveil the underlying mental mechanisms that enable one to process information in an adaptive, goal-directed manner. Given that individuals often freely decide which information to attend to and which tasks to select, it is crucial to address the question of how personal control over tasks choices influences our behavior (e.g., Deci et al., 2008; Leotti et al., 2010; Chambon et al., 2020; Mittelstädt et al., 2024). Specifically, this raises the question of whether information is processed in a similar manner or, at least partially, in a distinct manner according to self-determined (free-choice) and imposed (forced-choice) task goals. The present study aims to address this question by investigating how the difficulty of processing task-specific information influences task processing in an environment where free-choice and forced-choice tasks are intermixed.

Free task choice behavior can be studied through various paradigms (e.g., Mittelstädt et al., 2019; Arrington and Logan, 2005; Braem, 2017; Lien and Ruthruff, 2008; Brosowsky and Egner, 2021; Vandierendonck et al., 2012; Dreisbach and Jurczyk, 2022; Brüning et al., 2021; Imburgio and Orr, 2021; Fintor et al., 2020). In the present study, we employ the hybrid free-forced paradigm, wherein participants encounter two stimuli (e.g., a letter and a colored square) associated with two independent task sets in free-choice trials, but only one task stimulus (e.g., only a letter) in forced-choice trials (e.g., Mendl and Dreisbach, 2022; Jurczyk et al. , Qiao et al., 2023; Mittelstädt et al., 2023; Mittelstädt et al., 2022). Within this paradigm (as well as others), researchers primarily focus on the outcomes of experimental manipulations on task choice in free-choice trials, with a general agreement that both cognitive and environmental factors can influence task choices (e.g., Arrington, 2008; Mittelstädt et al., 2019; Dreisbach and Fröber, 2019; Mittelstädt et al., 2024). For example, participants tend to favor repeating the previously performed task when given a choice, suggesting that their choices are sensitive to the cognitive limitations encountered during task-switching (e.g., switch-related reconfiguratory processes, cf. Rogers and Monsell, 1995; Kiesel et al., 2010; Koch et al., 2018; Meiran, 2008; Jersild, 1927; Vandierendonck et al., 2010; Kang and Chiu , Kang and Chiu ) Furthermore, participants tend to choose the task associated with the first of two sequentially presented stimuli, suggesting that their choices are sensitive to environmental changes (e.g., Arrington, 2008; Mittelstädt et al., 2024). Together, these findings are thought to reflect adaptive behavior, where cognitive and environmental constraints jointly guide task choice to improve performance in free-choice trials (e.g., Mittelstädt et al., 2018; Mittelstädt et al., 2024; Mittelstädt et al., 2024). However, it remains unclear whether and how task processing in a free-choice mode differs from that in a forced-choice mode, as researchers typically do not directly compare task performance between these two modes.

Gamification of Labour

This voluntary task claiming system, as created by Fletcher Hillier, is intended to create a more fun work experience with clear metrics for success.

The experience of working should be more enjoyable, it represents most of our lives. Work can be fun if we essentially turn it into a kind of game where members get to decide specifically what they will be doing rather than accepting a range of variable tasks with unpredictable caviats. We often play simulators to get a controllable experience without the downsides, and I believe that all tasks can be broken down that way.

Division of Labour to the Maximum Possible Extent

Every task, role, and responsibility of the system is represented within the voluntary framework. Each person can be individually trained through a digital process and p