Synergistic Team Composition

Effective teams are crucial for organisations, especially in environments that require teams to be constantly created and dismantled, such as software development, scientific experiments, crowd-sourcing, or the classroom. Key factors influencing team performance are competences and personality of team members. Hence, we present a computational model to compose proficient and congenial teams based on individuals' personalities and their competences to perform tasks of different nature. With this purpose, we extend Wilde's post-Jungian method for team composition, which solely employs individuals' personalities. The aim of this study is to create a model to partition agents into teams that are balanced in competences, personality and gender. Finally, we present some preliminary empirical results that we obtained when analysing student performance. Results show the benefits of a more informed team composition that exploits individuals' competences besides information about their personalities

A Mixed-Effects Location Scale Model for Dyadic Interactions.

We present a mixed-effects location scale model (MELSM) for examining the daily dynamics of affect in dyads. The MELSM includes person and time-varying variables to predict the location, or individual means, and the scale, or within-person variances. It also incorporates a submodel to account for between-person variances. The dyadic specification can accommodate individual and partner effects in both the location and the scale components, and allows random effects for all location and scale parameters. All covariances among the random effects, within and across the location and the scale are also estimated. These covariances offer new insights into the interplay of individual mean structures, intra-individual variability, and the influence of partner effects on such factors. To illustrate the model, we use data from 274 couples who provided daily ratings on their positive and negative emotions toward their relationship - up to 90 consecutive days. The model is fit using Hamiltonian Monte Carlo methods, and includes subsets of predictors in order to demonstrate the flexibility of this approach. We conclude with a discussion on the usefulness and the limitations of the MELSM for dyadic research

Cybernetics of the mind:learning individual's perceptions autonomously

In this article, we describe an approach to computational modeling and autonomous learning of the perception of sensory inputs by individuals. A hierarchical process of summarization of heterogeneous raw data is proposed. At the lower level of the hierarchy, the raw data autonomously form semantically meaningful concepts. Instead of clustering based on visual or audio similarity, the concepts are formed at the second level of the hierarchy based on observed physiological variables (PVs) such as heart rate and skin conductance and are mapped to the emotional state of the individual. Wearable sensors were used in the experiments

Cybernetics of the mind:learning individual's perceptions autonomously

In this article, we describe an approach to computational modeling and autonomous learning of the perception of sensory inputs by individuals. A hierarchical process of summarization of heterogeneous raw data is proposed. At the lower level of the hierarchy, the raw data autonomously form semantically meaningful concepts. Instead of clustering based on visual or audio similarity, the concepts are formed at the second level of the hierarchy based on observed physiological variables (PVs) such as heart rate and skin conductance and are mapped to the emotional state of the individual. Wearable sensors were used in the experiments

Intellectual Capital Architectures and Bilateral Learning: A Framework For Human Resource Management

Both researchers and managers are increasingly interested in how firms can pursue bilateral learning; that is, simultaneously exploring new knowledge domains while exploiting current ones (cf., March, 1991). To address this issue, this paper introduces a framework of intellectual capital architectures that combine unique configurations of human, social, and organizational capital. These architectures support bilateral learning by helping to create supplementary alignment between human and social capital as well as complementary alignment between people-embodied knowledge (human and social capital) and organization-embodied knowledge (organizational capital). In order to establish the context for bilateral learning, the framework also identifies unique sets of HR practices that may influence the combinations of human, social, and organizational capital