Are the self-organizing startups, dynamically changing equity among founders and employees later?

I recently read a book called "Slicing Pie" that dealt with this very subject. Your end of year meeting is part of it, but also there needs to be a concrete way to value actual work. Unfortunately, that means time sheets for people putting in sweat equity.  There needs to be a collection jar for the sweat.

How much equity should a founder keep?

There is only one right answer to this question: a founder should only keep what she deserves to keep--no more and no less. If she has more than she deserves the other participants will be demotivated. If she has less than they deserve she will be demotivated.Contrary to conventional