论文标题
骑士和金星：Innersource激励的故事
Knights and Gold Stars: A Tale of InnerSource Incentivization
论文作者
论文摘要
鉴于开源现象的成功，许多组织正在寻求通过内部采用所谓的Innersource的开源实践来模仿这一成功也就不足为奇了。但是，尽管开源开发和Innersource在某些方面是相似的，但它们在其他方面有很大差异，因此需要以不同的方式实施和管理。据我们所知，没有关于成功的Innersource激励计划的重大描述。在这里，我们描述了华为在华为实施的一项全面的Innersource激励计划。该计划基于内在和外在的动机理论，还包括个人，项目和部门层面的激励措施，这有助于克服实施InnerSource时出现的障碍。该计划的早期结果非常令人印象深刻，导致Innersource项目，贡献者，部门和代码行为的贡献大大增加。
Given the success of the open source phenomenon, it is not surprising that many organizations are seeking to emulate this success by adopting open source practices internally in what is termed InnerSource. However, while open source development and InnerSource are similar in some aspects, they differ significantly on others, and thus need to be implemented and managed differently. To the best of our knowledge, there is no significant account of a successful InnerSource incentivization program. Here we describe a comprehensive InnerSource incentivization program that was implemented at Huawei. The program is based on theories of motivation, both intrinsic and extrinsic, and also includes incentives at the individual, project, and divisional level, which helps to overcome the barriers that arise when implementing InnerSource. The program has had very impressive early results, leading to significant increases in the number of InnerSource projects, contributors, departments, and lines of code contributed.
