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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It is NetLogo reconstruction of the original FORTRAN code of the classical M. Cohen, J. March, and J. Olsen “garbage can model” (GCM or CMO) of collective decision-making.

Reconstruction of the original code M. Cohen, J. March, and J. Olsen garbage can model, realized by means of Microsoft Office Excel 2010

The Hohokam Trade Networks Model focuses on key features of the Hohokam economy to explore how differences in trade network topologies may show up in the archaeological record. The model is set in the Phoenix Basin of central Arizona, AD 200-1450.

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.
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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
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MIOvCWD is a spatially-explicit, agent-based model designed to simulate the spread of chronic wasting disease (CWD) in Michigan’s white-tailed deer populations. CWD is an emerging prion disease of North American cervids (white-tailed deer Odocoileus virginianus, mule deer Odocoileus hemionus, and elk Cervus elaphus) that is being actively managed by wildlife agencies in most states and provinces in North America, including Michigan. MIOvCWD incorporates features like deer population structure, social organization and behavior that are particularly useful to simulate CWD dynamics in regional deer populations.

The intention of this model is to create an universal basis on how to model change in value prioritizations within social simulation. This model illustrates the designing of heterogeneous populations within agent-based social simulations by equipping agents with Dynamic Value-based Cognitive Architectures (DVCA-model). The DVCA-model uses the psychological theories on values by Schwartz (2012) and character traits by McCrae and Costa (2008) to create an unique trait- and value prioritization system for each individual. Furthermore, the DVCA-model simulates the impact of both social persuasion and life-events (e.g. information, experience) on the value systems of individuals by introducing the innovative concept of perception thermometers. Perception thermometers, controlled by the character traits, operate as buffers between the internal value prioritizations of agents and their external interactions. By introducing the concept of perception thermometers, the DVCA-model allows to study the dynamics of individual value prioritizations under a variety of internal and external perturbations over extensive time periods. Possible applications are the use of the DVCA-model within artificial sociality, opinion dynamics, social learning modelling, behavior selection algorithms and social-economic modelling.

Ecosystems are among the most complex structures studied. They comprise elements that seem both stable and contingent. The stability of these systems depends on interactions among their evolutionary history, including the accidents of organisms moving through the landscape and microhabitats of the earth, and the biotic and abiotic conditions in which they occur. When ecosystems are stable, how is that achieved? Here we look at ecosystem stability through a computer simulation model that suggests that it may depend on what constrains the system and how those constraints are structured. Specifically, if the constraints found in an ecological community form a closed loop, that allows particular kinds of feedback may give structure to the ecosystem processes for a period of time. In this simulation model, we look at how evolutionary forces act in such a way these closed constraint loops may form. This may explain some kinds of ecosystem stability. This work will also be valuable to ecological theorists in understanding general ideas of stability in such systems.

This model makes it possible to explore how network clustering and resistance to changing existing status beliefs might affect the spontaneous emergence and diffusion of such beliefs as described by status construction theory.