MASOES is a 3agent architecture for designing and modeling self-organizing and emergent systems. This architecture describes the elements, relationships, and mechanisms, both at the individual and the collective levels, that favor the analysis of the self-organizing and emergent phenomenon without mathematically modeling the system. In this paper, a method is proposed for verifying MASOES from the point of view of design in order to study the self-organizing and emergent behaviors of the modeled systems. The verification criteria are set according to what is proposed in MASOES for modeling self-organizing and emerging systems and the principles of the wisdom of crowd paradigm and the fuzzy cognitive map (FCM) theory. The verification method for MASOES has been implemented in a tool called FCM Designer and has been tested to model a community of free software developers that works under the bazaar style as well as a Wikipedia community in order to study their behavior and determine their self-organizing and emergent capacities.

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Purpose-The purpose of this paper is to present how to model moral sensitivity and emotions in organizational setting by using the SocLab formal framework. SocLab is a platform for the modelling, simulation and analysis of cooperation relationships within social organizations-and more generally Systems of Organized Action. Design/methodology/approach-Simulation results, including an interesting tendency for a Free Rider model, will be given. Considering that actors' decision-making processes are not just driven by instrumental interest, the SocLab learning simulation algorithm has been extended to represent moral sensitivity, making actors trying to prevent bad emotions and feel good ones. Findings-Some simulation results about actors' collaboration and emotions in a Free Rider model were presented. A noteworthy tendency is that actors' unconditional collaboration, which occurs when their moral sensitivity reaches its highest value, is not so good since it exempts other actors from collaboration (they take advantage from the unconditional collaboration), while values of moral sensitivity somewhat below the highest value (between 0.7 and 0.9) still induces collaboration from others. Originality/value-The research and results presented in this paper have not been presented in other papers or workshops. The presented quantitative definition of emotions (determining indexes of emotions) is different to previous approaches-for instance, to Ortony, Clore and Collins (OCC) qualitative descriptions and to logical descriptions. Similarly, simulation of morality in organizations is a new research field, which has received scarce attention up to now.