This model simulates different trade dynamics in shellmound (sambaqui) builder communities in coastal Southern Brazil. It features two simulation scenarios, one in which every site is the same and another one testing different rates of cooperation. The purpose of the model is to analyze the networks created by the trade dynamics and explore the different ways in which sambaqui communities were articulated in the past.

How it Works?
There are a few rules operating in this model. In either mode of simulation, each tick the agents will produce an amount of resources based on the suitability of the patches inside their occupation-radius, after that the procedures depend on the trade dynamic selected. For BRN? the agents will then repay their owed resources, update their reputation value and then trade again if they need to. For GRN? the agents will just trade with a connected agent if they need to. After that the agents will then consume a random amount of resources that they own and based on that they will grow (split) into a new site or be removed from the simulation. The simulation runs for 1000 ticks. Each patch correspond to a 300x300m square of land in the southern coast of Santa Catarina State in Brazil. Each agent represents a shellmound (sambaqui) builder community. The data for the world were made from a SRTM raster image (1 arc-second) in ArcMap. The sites can be exported into a shapefile (.shp) vector to display in ArcMap. It uses a UTM Sirgas 2000 22S projection system.

Several taxonomies for empirical validation have been published. Our model integrates different methods to calibrate an innovation diffusion model, ranging from simple randomized input validation to complex calibration with the use of microdata.

The simulation generates two kinds of agents, whose proposals are generated accordingly to their selfish or selfless behaviour. Then, agents compete in order to increase their portfolio playing the ultimatum game with a random-stranger matching.

This model allows for the investigation of the effect spatial clustering of raw material sources has on the outcome of the neutral model of stone raw material procurement by Brantingham (2003).

The Agent-Based Model for Multiple Team Membership (ABMMTM) simulates design teams searching for viable design solutions, for a large design project that requires multiple design teams that are working simultaneously, under different organizational structures; specifically, the impact of multiple team membership (MTM). The key mechanism under study is how individual agent-level decision-making impacts macro-level project performance, specifically, wage cost. Each agent follows a stochastic learning approach, akin to simulated annealing or reinforcement learning, where they iteratively explore potential design solutions. The agent evaluates new solutions based on a random-walk exploration, accepting improvements while rejecting inferior designs. This iterative process simulates real-world problem-solving dynamics where designers refine solutions based on feedback.

As a proof-of-concept demonstration of assessing the macro-level effects of MTM in organizational design, we developed this agent-based simulation model which was used in a simulation experiment. The scenario is a system design project involving multiple interdependent teams of engineering designers. In this scenario, the required system design is split into three separate but interdependent systems, e.g., the design of a satellite could (trivially) be split into three components: power source, control system, and communication systems; each of three design team is in charge of a design of one of these components. A design team is responsible for ensuring its proposed component’s design meets the design requirement; they are not responsible for the design requirements of the other components. If the design of a given component does not affect the design requirements of the other components, we call this the uncoupled scenario; otherwise, it is a coupled scenario.

This is a model of organizational behavior in the hierarchy in which personnel decisions are made.
The idea of the model is that the hierarchy, busy with operations, is described by such characteristics as structure (number and interrelation of positions) and material, filling these positions (persons with their individual performance). A particular hierarchy is under certain external pressure (performance level requirement) and is characterized by the internal state of the material (the distribution of the perceptions of others over the ensemble of persons).
The World of the model is a four-level hierarchical structure, consisting of shuff positions of the top manager (zero level of the hierarchy), first-level managers who are subordinate to the top manager, second-level managers (subordinate to the first-level managers) and positions of employees (the third level of the hierarchy). ) subordinated to the second-level managers. Such a hierarchy is a tree, i.e. each position, with the exception of the position of top manager, has a single boss.
Agents in the model are persons occupying the specified positions, the number of persons is set by the slider (HumansQty). Personas have some operational performance (harisma, an unfortunate attribute name left over from the first edition of the model)) and a sense of other personas’ own perceptions. Performance values are distributed over the ensemble of persons according to the normal law with some mean value and variance.
The value of perception by agents of each other is positive or negative (implemented in the model as numerical values equal to +1 and -1). The distribution of perceptions over an ensemble of persons is implemented as a random variable specified by the probability of negative perception, the value of which is set by the control elements of the model interface. The numerical value of the probability equal to 0 corresponds to the case in which all persons positively perceive each other (the numerical value of the random variable is equal to 1, which corresponds to the positive perception of the other person by the individual).
The hierarchy is occupied with operational activity, the degree of intensity of which is set by the external parameter Difficulty. The level of productivity of each manager OAIndex is equal to the level of productivity of the department he leads and is the ratio of the sum of productivity of employees subordinate to the head to the level of complexity of the work Difficulty. An increase in the numerical value of Difficulty leads to a decrease in the OAIndex for all subdivisions of the hierarchy. The managerial meaning of the OAIndex indicator is the percentage of completion of the load specified for the hierarchy as a whole, i.e. the ratio of the actual performance of the structural subdivisions of the hierarchy to the required performance, the level of which is specified by the value of the Difficulty parameter.
…

We expose RA agent-based model of the opinion and tolerance dynamics in artificial societies. The formal mathematical model is based on the ideas of Social Influence, Social Judgment, and Social Identity theories.

The model explores the impact of journal metrics (e.g., the notorious impact factor) on the perception that academics have of an article’s scientific value.

To investigate the potential of using Social Psychology Theory in ABMs of natural resource use and show proof of concept, we present an exemplary agent-based modelling framework that explicitly represents multiple and hierarchical agent self-concepts

The mode implements a variant of Ant Colony Optimization to explore routing on infrastructures through a landscape with forbidden zones, connecting multiple sinks to one source.