The purpose of the model is to study the dynamical relationship between individual needs and group performance when focusing on self-organizing task allocation. For this, we develop a model that formalizes Deci & Ryan’s self-determination theory (SDT) theory into an ABM creating a framework to study the social dynamics that pertain to the mutual relations between the individual and group level of team performance. Specifically, it aims to answer how the three individual motivations of autonomy, competence, and belonging affect team performance.

CINCH1 (Covid-19 INfection Control in Hospitals), is a prototype model of physical distancing for infection control among staff in University College London Hospital during the Covid-19 pandemic, developed at the University of Leeds, School of Geography. It models the movement of collections of agents in simple spaces under conflicting motivations of reaching their destination, maintaining physical distance from each other, and walking together with a companion. The model incorporates aspects of the Capability, Opportunity and Motivation of Behaviour (COM-B) Behaviour Change Framework developed at University College London Centre for Behaviour Change, and is aimed at informing decisions about behavioural interventions in hospital and other workplace settings during this and possible future outbreaks of highly contagious diseases. CINCH1 was developed as part of the SAFER (SARS-CoV-2 Acquisition in Frontline Health Care Workers – Evaluation to Inform Response) project
(https://www.ucl.ac.uk/behaviour-change/research/safer-sars-cov-2-acquisition-frontline-health-care-workers-evaluation-inform-response), funded by the UK Medical Research Council. It is written in Python 3.8, and built upon Mesa version 0.8.7 (copyright 2020 Project Mesa Team).

The teamCognition model investigates team decision processes by using an agent-based model to conceptualize team decisions as an emergent property. It uses a mixed-method research design with a laboratory experiment providing qualitative and quantitative input for the model’s construction, as well as data for an output validation of the model. The agent-based model is used as a computational testbed to contrast several processes of team decision making, representing potential, simplified mechanisms of how a team decision emerges. The increasing overall fit of the simulation and empirical results indicates that the modeled decision processes can at least partly explain the observed team decisions.

Knowledge Based Economy (KBE) is an artificial economy where firms placed in geographical space develop original knowledge, imitate one another and eventually recombine pieces of knowledge. In KBE, consumer value arises from the capability of certain pieces of knowledge to bridge between existing items (e.g., Steve Jobs illustrated the first smartphone explaining that you could make a call with it, but also listen to music and navigate the Internet). Since KBE includes a mechanism for the generation of value, it works without utility functions and does not need to model market exchanges.

This code is for an agent-based model of collective problem solving in which agents with different behavior strategies, explore the NK landscape while they communicate with their peers agents. This model is based on the famous work of Lazer, D., & Friedman, A. (2007), The network structure of exploration and exploitation.

The agent-based simulation is set to work on information that is either (a) functional, (b) pseudo-functional, (c) dysfunctional, or (d) irrelevant. The idea is that a judgment on whether information falls into one of the four categories is based on the agent and its network. In other words, it is the agents who interprets a particular information as being (a), (b), (c), or (d). It is a decision based on an exchange with co-workers. This makes the judgment a socially-grounded cognitive exercise. The uFUNK 1.0.2 Model is set on an organization where agent-employee work on agent-tasks.

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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The purpose of this model is to explore the effects of different power structures on a cross-functional team’s prosocial decision making. Are certain power distributions more conducive to the team making prosocial decisions?

The model combines the two elements of disorganization and motivation to explore their impact on teams. Effects of disorganization on team task performance (problem solving)

This model simulates networking mechanisms of an empirical social network. It correlates event determinants with place-based geography and social capital production.