"Peters contends that companies are less trusting of employees
because employees are more likely to be motivated by the desire for
monetary compensation rather than personal commitment to the
company's projects. This creates a less team-oriented atmosphere.
She says that companies are also hesitant to adopt
meritocracy--which is one of the core values of community-driven
development--because they are afraid of the changes that it will
bring to management structure. This could potentially be mitigated,
she suggests, by peer-based systems in which groups organically
choose their own leaders.
"Transparency is also difficult in a corporate environment,
Peters says, partly because so many companies are afraid that
transparency heightens the risk of disclosing trade secrets. She
believes that these fears are largely unwarranted and that trade
secrets, as a result of the fast pace at which industry evolves,
don't provide as compelling an advantage as they once did."