Computational Model Library

The Informational Dynamics of Regime Change

Dominik Klein Johannes Marx | Published Sat Oct 7 20:03:20 2017 | Last modified Tue Jan 14 10:39:18 2020

We model the epistemic dynamics preceding political uprising. Before deciding whether to start protests, agents need to estimate the amount of discontent with the regime. This model simulates the dynamics of group knowledge about general discontent.

This simulation is of the 2003 Station Nightclub Fire and is part of the Interdependencies in Community Resilience (ICoR) project ( The git contains the simulation as well as csvs of data about the fire, smoke, building, and people involved.

This NetLogo model illustrates the cultural evolution of pro-environmental behaviour patterns. It illustrates how collective behaviour patterns evolve from interactions between agents and agents (in a social network) as well as agents and the affordances (action opportunities provided by the environment) within a niche. More specifically, the cultural evolution of behaviour patterns is understood in this model as a product of:

  1. The landscape of affordances provided by the material environment,
  2. Individual learning and habituation,
  3. Social learning and network structure,
  4. Personal states (such as habits and attitudes), and

00b SimEvo_V5.08 NetLogo

Garvin Boyle | Published Sat Oct 5 08:29:38 2019

In 1985 Dr Michael Palmiter, a high school teacher, first built a very innovative agent-based model called “Simulated Evolution” which he used for teaching the dynamics of evolution. In his model, students can see the visual effects of evolution as it proceeds right in front of their eyes. Using his schema, small linear changes in the agent’s genotype have an exponential effect on the agent’s phenotype. Natural selection therefore happens quickly and effectively. I have used his approach to managing the evolution of competing agents in a variety of models that I have used to study the fundamental dynamics of sustainable economic systems. For example, here is a brief list of some of my models that use “Palmiter Genes”:
- ModEco - Palmiter genes are used to encode negotiation strategies for setting prices;
- PSoup - Palmiter genes are used to control both motion and metabolic evolution;
- TpLab - Palmiter genes are used to study the evolution of belief systems;
- EffLab - Palmiter genes are used to study Jevon’s Paradox, EROI and other things.

Peer reviewed Organizational behavior in the hierarchy model

Smarzhevskiy Ivan | Published Tue Jun 18 10:33:33 2019 | Last modified Wed Jul 31 09:27:47 2019

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).

How to Manage Individual Forgetting

wiseyanjie | Published Wed Jul 17 03:58:36 2019

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.

Kiss Nightclub simulation

Mathieu Bourgais | Published Fri Apr 27 14:34:57 2018 | Last modified Fri Apr 5 13:06:18 2019

Model for the simulation of the Kiss Nightclub fevacuations with agents featring cognition, emotions, emotonal contagion, personality, social relations and norms.


Pieter Van Oel | Published Mon Apr 13 12:23:50 2015

The CONSERVAT model evaluates the effect of social influence among farmers in the Lake Naivasha basin (Kenya) on the spatiotemporal diffusion pattern of soil conservation effort levels and the resulting reduction in lake sedimentation.

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.

The largely dominant meritocratic paradigm of highly competitive Western cultures is rooted on the belief that success is due mainly, if not exclusively, to personal qualities such as talent, intelligence, skills, smartness, efforts, willfulness, hard work or risk taking. Sometimes, we are willing to admit that a certain degree of luck could also play a role in achieving significant material success. But, as a matter of fact, it is rather common to underestimate the importance of external forces in individual successful stories. It is very well known that intelligence (or, more in general, talent and personal qualities) exhibits a Gaussian distribution among the population, whereas the distribution of wealth - often considered a proxy of success - follows typically a power law (Pareto law), with a large majority of poor people and a very small number of billionaires. Such a discrepancy between a Normal distribution of inputs, with a typical scale (the average talent or intelligence), and the scale invariant distribution of outputs, suggests that some hidden ingredient is at work behind the scenes. In a recent paper, with the help of this very simple agent-based model realized with NetLogo, we suggest that such an ingredient is just randomness. In particular, we show that, if it is true that some degree of talent is necessary to be successful in life, almost never the most talented people reach the highest peaks of success, being overtaken by mediocre but sensibly luckier individuals. As to our knowledge, this counterintuitive result - although implicitly suggested between the lines in a vast literature - is quantified here for the first time. It sheds new light on the effectiveness of assessing merit on the basis of the reached level of success and underlines the risks of distributing excessive honors or resources to people who, at the end of the day, could have been simply luckier than others. With the help of this model, several policy hypotheses are also addressed and compared to show the most efficient strategies for public funding of research in order to improve meritocracy, diversity and innovation.

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