Organizational effectiveness depends on many factors, including excellence, effective planning and capability\ud to understand and match context requirements. Moreover, organizational performance cannot be just\ud evaluated in economic or other global terms, but it must consider values of the participating agents (people\ud or groups), such as individual satisfaction. Different organizational structures are clearly better matched to\ud certain problems and context requirements than others, but evaluation methods are mostly lacking. In this\ud paper, we will present ongoing work on tools and formalisms to model organizations and evaluate their\ud performance according to global and individual values, under different circumstances
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