Very intriguing but just like most other articles on alternative management structures, this leaves out all the critical information and focuses on praising system without actually understanding it. While I understand that at CERN most people are working for pure passion at modest salaries while being very highly qualified as opposed to someone in 20s with goal to cash out stock options and retire ASAP, I think it's important to figure out if this is the driving reason behind success of loose management structure with no chain of command.

Any alternative management system proposal needs to answer questions like,

1. How people gets hired? Who creates job posting, how interviews are conducted, who does negotiations, approvals and how talent gets attracted and retained?

2. Is there differentiated performance reviews? If so who exactly conducts, signs off these? Is there curve? Is there expected distribution? Who approves promotions/pay raises? Who sets up these rules?

3. If there minimum expectations for performance? Who determines firing and how?

4. If there is no real manager and everything gets decided by commeeties, who sets up these commeeties? How work assignment is done? Who is accountable for tracking progress, success or failure? Who has final say in ties when conflicts occur?

5. What options employees have when they want change? How transfer happen? Who approves these and what are the official rules?