Dynamic groups in complex task environments: To change or not to change a winning team?

Blanco-Fernández, Darío; Leitner, Stephan; Rausch, Alexandra

doi:10.48550/arxiv.2203.09157

Cited by 2 publications

(2 citation statements)

References 34 publications

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“…Regressions and partial dependencies. To analyze the functional dependencies between the dependent and the independent variables, regression neural networks are trained, and partial dependencies are computed [9,2]. Let X be the set of all independent variables included in Tab.…”

Section: Parameters and Data Analysismentioning

confidence: 99%

Collaborative search and autonomous task allocation in organizations of learning agents

Leitner¹

2022

Preprint

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This paper introduces a model of multi-unit organizations with either static structures, i.e., they are designed top-down following classical approaches to organizational design, or dynamic structures, i.e., the structures emerge over time from micro-level decisions. In the latter case, the units are capable of learning about the technical interdependencies of the task they face, and they use their knowledge by adapting the task allocation from time to time. In both static and dynamic organizations, searching for actions to increase the performance can either be carried out individually or collaboratively. The results indicate that (i) collaborative search processes can help overcome the adverse effects of inefficient task allocations as long as there is an internal fit with other organizational design elements, and (ii) for dynamic organizations, the emergent task allocation does not necessarily mirror the technical interdependencies of the task the organizations face, even though the same (or even higher) performances are achieved.

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Section: Parameters and Data Analysismentioning

confidence: 99%

Collaborative search and autonomous task allocation in organizations of learning agents

Leitner¹

2022

Preprint

Self Cite

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“…We base our model on the well-known NK -framework that allows placing the agents in task environments of different complexity (Levinthal 1997;Wall and Leitner 2021). A related model is employed in Blanco-Fernández et al (2021) and Blanco-Fernández et al (2022). Nevertheless, while they mainly analyse the dependence of the macrolevel outcome of selected model parameters, we follow a multi-level approach and particularly focus on the analysis of interdependencies between the individual and the group level in organizations.…”

Section: Introductionmentioning

confidence: 99%

Interactions between the individual and the group level in organizations: The case of learning and group turnover

Blanco-Fernández

Leitner²,

Rausch³

2023

Cent Eur J Oper Res

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Previous research on organizations often focuses on either the individual, team, or organizational level. There is a lack of multidimensional research on emergent phenomena and interactions between the mechanisms at different levels. This paper takes a multifaceted perspective on individual learning and autonomous group formation. To analyze interactions between the two levels, we introduce an agent-based model that captures an organization with a population of heterogeneous agents who learn and are limited in their rationality. To solve a task, agents form a group which experiences turnover from time to time, i.e., its composition changes periodically. We explore organizations that promote learning and changes in group composition either simultaneously or sequentially and analyze the interactions between the activities and the effects on performance. We observe underproportional interactions when tasks are interdependent and show that pushing learning and group turnover too far might backfire and decrease performance significantly.

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Dynamic groups in complex task environments: To change or not to change a winning team?

Cited by 2 publications

References 34 publications

Collaborative search and autonomous task allocation in organizations of learning agents

Collaborative search and autonomous task allocation in organizations of learning agents

Interactions between the individual and the group level in organizations: The case of learning and group turnover

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