nelsonic
commented
9 years ago 
Hi @nofootnotes, good question!
How this works? See: https://developer.mozilla.org/en-US/docs/Web/JavaScript/Reference/Operators/_this_
Peer Based Evaluation
Peer-led review is a _great_ way of ensuring that your personal progress is not dictated by the whims of a "manager" who may not fully understand/appreciate the value of your input in a project, especially if that manager is non-technical and you are writing code ... If you get a chance to work for a "traditional" "big company" you will soon discover that "career progression" a Popularity Contest not a meritocracy ...
When your team-mates (and clients) evaluate your performance on a project you are far more likely to:
- a) be a better team player
- b) "wow" the customer/client
Examples
The best examples are contained in these books:
- _The Future of Management_: http://www.amazon.com/The-Future-Management-Gary-Hamel/dp/1422102505
- _What Matters Now_: http://www.amazon.com/What-Matters-Now-Competition-Unstoppable/dp/1118120825
I _highly recommend_ reading _both_ especially considering you probably have not studied management given your choice of (way more interesting) degree subject, let me know if you want to borrow a (paper) copy.
But, if you don't have time to read these, here's a good summary: https://hbr.org/2008/10/its-time-to-invert-the-managem/ and/or watch: https://www.youtube.com/watch?v=aodjgkv65MM
My personal favourite example is Gore & Associates makers of _Gore-Tex_ voted the "_most innovative company_" many times follows this model. Gore has 10,197 people industry-leading work satisfaction.
- Read: http://www.managementexchange.com/story/innovation-democracy-wl-gores-original-management-model + http://www.gore.com/en_xx/aboutus/culture/
- Watch https://www.youtube.com/watch?v=47yk2upT7tM
A close second is [_Zappos_]() which is consistently gets voted one of the "_funnest_" places to work. see: http://www.zapposinsights.com/about/holacracy
There's also SAS a successful _software company_ which implements this. see: https://en.wikipedia.org/wiki/SAS_Institute#Structure_and_culture
tl;dr
As you can tell, this is a topic I'm personally _passionate_ about. I studied "management" at university because I wanted to understand how companies succeed. Since graduating I've been on a _mission_ to discover the ideal organisational culture to foster creativity/happiness/achievement - reading every book I can on the subject - and deliberately working in as many companies/organisations as I could - from 2 to 200k people - to study them from the inside...
This is a topic for a "_Literature Review_" for a PhD Thesis ... _dwyl_ will be a _case study_ for innovative working culture. And peer-based-learning (and review) is an integral part.
I don't want to bore you, or anyone else reading this so I'll leave it to _Steve_ to summarise:
The only way to do _great work_ is to _love what you do_. If you _haven't found it yet, keep looking_. and _don't settle_ As with all matters of the heart, _you'll know when you find it_. https://youtu.be/UF8uR6Z6KLc?t=8m21s
Further (Recommended) Reading
- http://www.tibbr.com/blog/topics/enterprise-social-network-topics/why-are-leading-organizations-turning-to-a-flatter-organizational-hierarchy/
- http://www.forbes.com/sites/sungardas/2014/01/07/is-flat-better-zappos-ditches-hierarchy-to-improve-company-performance/
- http://www.fastcompany.com/3004953/how-sas-became-worlds-best-place-work
Could you provide more information on how this works, perhaps some examples of how it is being used successfully in other companies? Could this affect the atmosphere at FAC if people feel they are being judged by their friends?