This agent-based model simulates the lifecycle, movement, and satisfaction of teachers within an urban educational system composed of multiple universities and schools. Each teacher agent transitions through several possible roles: newcomer, university student, unemployed graduate, and employed teacher. Teachers’ pathways are shaped by spatial configuration, institutional capacities, individual characteristics, and dynamic interactions with schools and universities. Universities are assigned spatial locations with a controllable level of centralization and are characterized by academic ratings, capacity, and alumni records. Schools are distributed throughout the city, each with a limited number of vacancies, hiring requirements, and offered salaries. Teachers apply to universities based on the alignment of their personal academic profiles with institutional ratings, pursue studies, and upon graduation become candidates for employment at schools.
The employment process is driven by a decentralized matching of teacher expectations and school offers, taking into account factors such as salary, proximity, and peer similarity. Teachers’ satisfaction evolves over time, reflecting both institutional characteristics and the composition of their colleagues; low satisfaction may prompt teachers to transfer between schools within their mobility radius. Mortality and teacher attrition further shape workforce dynamics, leading to continuous recruitment of newcomers to maintain a stable population. The model tracks university reputation through the academic performance and number of alumni, and visualizes key metrics including teacher status distribution, school staffing, university alumni counts, and overall satisfaction. This structure enables the exploration of policy interventions, hiring and training strategies, and the impact of spatial and institutional design on the allocation, retention, and happiness of urban educational staff.

An ABM, derived from a case study and a series of surveys with greenhouse growers in the Westland, Netherlands. Experiments using this model showshow that the greenhouse horticulture industry displays diversity, adaptive complexity and an uneven distribution, which all suggest that the industry is an evolving system.

This is a relatively simple foraging-radius model, as described first by Robert Kelly, that allows one to quantify the effect of increased logistical mobility (as represented by increased effective foraging radius, r_e) on the likelihood that 2 randomly placed central place foragers will encounter one another within 5000 time steps.

How do households alter their spending patterns when they experience changes in income? This model answers this question using a random assignment scheme where spending patterns are copied from a household in the new income bracket.

This model visualizes gradient descent optimization - the fundamental algorithm used to train neural networks and other machine learning models. Agents represent different optimization algorithms searching for the minimum of a loss landscape (the “error surface” that ML models try to minimize during training).

The model demonstrates how different optimizer types (SGD, Momentum with different parameters) behave on various loss landscapes, from simple bowls to the notoriously difficult Rosenbrock “banana valley” function. This helps build intuition about why certain optimization algorithms work better than others for different problem geometries.

HOW IT WORKS

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PopComp by Andre Costopoulos 2020
[email protected]
Licence: DWYWWI (Do whatever you want with it)

I use Netlogo to build a simple environmental change and population expansion and diffusion model. Patches have a carrying capacity and can host two kinds of populations (APop and BPop). Each time step, the carrying capacity of each patch has a given probability of increasing or decreasing up to a maximum proportion.

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Perpetual Motion Machine - A simple economy that operates at both a biophysical and economic level, and is sustainable. The goal: to determine the necessary and sufficient conditions of sustainability, and the attendant necessary trade-offs.

IOP 2.1.2 is an agent-based simulation model designed to explore the relations between (1) employees, (2) tasks and (3) resources in an organizational setting. By comparing alternative cognitive strategies in the use of resources, employees face increasingly demanding waves of tasks that derive by challenges the organization face to adapt to a turbulent environment. The assumption tested by this model is that a successful organizational adaptation, called plastic, is necessarily tied to how employees handle pressure coming from existing and new tasks. By comparing alternative cognitive strategies, connected to ‘docility’ (Simon, 1993; Secchi, 2011) and ‘extended’ cognition (Clark, 2003, Secchi & Cowley, 2018), IOP 2.1.2 is an attempt to indicate which strategy is most suitable and under which scenario.

In a two-level hierarchical structure (consisting of the positions of managers and operators), persons holding these positions have a certain performance and the value of their own (personal perception in this, simplified, version of the model) perception of each other. The value of the perception of each other by agents is defined as a random variable that has a normal distribution (distribution parameters are set by the control elements of the interface).
In the world of the model, which is the space of perceptions, agents implement two strategies: rapprochement with agents that perceive positively and distance from agents that perceive negatively (both can be implemented, one of these strategies, or neither, the other strategy, which makes the agent stationary). Strategies are implemented in relation to those agents that are in the radius of perception (PerRadius).
The manager (Head) forms a team of agents. The performance of the group (the sum of the individual productivities of subordinates, weighted by the distance from the leader) varies depending on the position of the agents in space and the values of their individual productivities. Individual productivities, in the current version of the model, are set as a random variable distributed evenly on a numerical segment from 0 to 100. The manager forms the team 1) from agents that are in (organizational) radius (Op_Radius), 2) among agents that the manager perceives positively and / or negatively (both can be implemented, one of the specified rules, or neither, which means the refusal of the command formation).
Agents can (with a certain probability, given by the variable PrbltyOfDecisn%), in case of a negative perception of the manager, leave his group permanently.
It is possible in the model to change on the fly radii values, update the perception value across the entire population and the perception of an individual agent by its neighbors within the perception radius, and the probability values for a subordinate to make a decision about leaving the group.
You can also change the set of strategies for moving agents and strategies for recruiting a team manager. It is possible to add a randomness factor to the movement of agents (Stoch_Motion_Speed, the default is set to 0, that is, there are no random movements).
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Agent-Based-Modeling - space colonization
ask me for the .nlogo model
WHAT IS IT?
The goal of this project is to simulate with NetLogo (v6.2) a space colonization of humans, starting from Earth, into the Milky Way.

HOW IT WORKS
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