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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).
Reconstruction of the original code M. Cohen, J. March, and J. Olsen garbage can model, realized by means of Microsoft Office Excel 2010
we extend the basic simulation model of March by incorporating forgetting and three knowledge management strategies—personalization, codification, and mixed—to explore the impacts of different knowledge management strategies and forgetting on organizational knowledge level.
This model introduces individual bias to the model of exploration and exploitation, simulates knowledge diffusion within organizations, aiming to investigate the effect of individual bias and other related factors on organizational objectivity.
Agents are linked in a social-network and make decisions on which of 2 types of behavior to adopt. We explore consequences of different information feedback and providing targeted feedback to individuals.
The model simulates seven agents engaging in collective action and inter-network social learning. The objective of the model is to demonstrate how mental models of agents can co-evolve through a complex relationship among factors influencing decision-making, such as access to knowledge and personal- and group-level constraints.
This is a NetLogo version of Buhl et al.’s (2005) model of self-organised digging activity in ant colonies. It was built for a master’s course on self-organisation and its intended use is still educational. The ants’ behavior can easily be changed by toggling switches on the interface, or, for more advanced students, there is R code included allowing the model to be run and analysed through RNetLogo.
This model has been created with and for the researcher-farmers of the Muonde Trust (http://www.muonde.org/), a registered Zimbabwean non-governmental organization dedicated to fostering indigenous innovation. Model behaviors and parameters (mashandiro nemisiyano nedzimwe model) derive from a combination of literature review and the collected datasets from Muonde’s long-term (over 30 years) community-based research. The goals of this model are three-fold (muzvikamu zvitatu):
A) To represent three components of a Zimbabwean agro-pastoral system (crops, woodland grazing area, and livestock) along with their key interactions and feedbacks and some of the human management decisions that may affect these components and their interactions.
B) To assess how climate variation (implemented in several different ways) and human management may affect the sustainability of the system as measured by the continued provisioning of crops, livestock, and woodland grazing area.
C) To provide a discussion tool for the community and local leaders to explore different management strategies for the agro-pastoral system (hwaro/nzira yekudyidzana kwavanhu, zvipfuo nezvirimwa), particularly in the face of climate change.