I like Habitica.
I don't know enough about your situation to say anything productive. I know that the PhD journey can be confusing and stressful. I hope you are able to have constructive conversations with the profs at your PhD program.
I wonder if it in fact provides useful orientation?
It seems to me that the SCL framework is unnecessarily cynical and negative. When I look out at my company and others, the model seems neither accurate nor useful.
You likely work in a well above average functioning company. The appeal of the framework is that it helps orient people who are totally bewildered by the sclerotic company culture they find themselves in by explaining key things like why the middle managers seem....well, clueless and the way diffusion of responsibility works.
Thanks--could you elaborate on what was fixed? I am a newbie here. Was it something I could have seen from the preview page? If so, I will be more careful to avoid creating unnecessary work for mods.
Scott Alexander's "Meditations on Moloch" presents several examples of PD-type scenarios in which honor/conscience-style mechanisms fail. Generally, honor and conscience simply provide additive terms to the entry of the payoff matrix. These mechanisms can shift the N.E. to a different location, but don't guarantee that the resulting N.E. will not produce negative effects of other types. This post was mainly meant to provide a (hopefully) intuitive explanation of N.E.