Constraint-wish and satisfied-dissatisfied: an overview of two approaches for dealing with bipolar querying

In recent years, there has been an increasing interest in dealing with user preferences in flexible database querying, expressing both positive and negative information in a heterogeneous way. This is what is usually referred to as bipolar database querying. Different frameworks have been introduced to deal with such bipolarity. In this chapter, an overview of two approaches is given. The first approach is based on mandatory and desired requirements. Hereby the complement of a mandatory requirement can be considered as a specification of what is not desired at all. So, mandatory requirements indirectly contribute to negative information (expressing what the user does not want to retrieve), whereas desired requirements can be seen as positive information (expressing what the user prefers to retrieve). The second approach is directly based on positive requirements (expressing what the user wants to retrieve), and negative requirements (expressing what the user does not want to retrieve). Both approaches use pairs of satisfaction degrees as the underlying framework but have different semantics, and thus also different operators for criteria evaluation, ranking, aggregation, etc

The quest for rings on bipolar scales

We consider the interval $]{-1},1[$ and intend to endow it with an algebraic structure like a ring. The motivation lies in decision making, where scales that are symmetric w.r.t.~$0$ are needed in order to represent a kind of symmetry in the behaviour of the decision maker. A former proposal due to Grabisch was based on maximum and minimum. In this paper, we propose to build our structure on t-conorms and t-norms, and we relate this construction to uninorms. We show that the only way to build a group is to use strict t-norms, and that there is no way to build a ring. Lastly, we show that the main result of this paper is connected to the theory of ordered Abelian groups.

A Historical Account of Types of Fuzzy Sets and Their Relationships

In this paper, we review the definition and basic properties of the different types of fuzzy sets that have appeared up to now in the literature. We also analyze the relationships between them and enumerate some of the applications in which they have been used

Pythagorean fuzzy combinative distance-based assessment with pure linguistic information and its application to financial strategies of multi-national companies

This article addresses the issue of selecting Financial Strategies in Multi-National companies (F.S.M.). The F.S.M. typically has to consider multiple factors involving multiple stakeholders and, hence, can be handled by applying an appropriate Multi-Criteria Group Decision-Making (M.C.G.D.M.) approach. To address this issue, we develop an M.C.G.D.M. framework to tackle the F.S.M. problem. To handle inherent uncertainty in business decisions as reflected by linguistic reasoning, we embark on constructing a Linguistic Pythagorean Fuzzy (L.P.F.) M.C.G.D.M. framework that is capable of tackling both uncertain decision information and linguistic variables. The proposed approach extends the combinative distancebased assessment (C.O.D.A.S.) method into the L.P.F. environment, and processes decision input expressed as Pythagorean fuzzy sets (P.F.S.) and pure linguistic variables (rather than converting linguistic information into fuzzy numbers). The developed L.P.F.- C.O.D.A.S. technique aggregates the L.P.F. information and is applied to the F.S.M. problem with uncertain linguistic information. A comparative analysis is carried out to compare the results obtained from the proposed L.P.F.-C.O.D.A.S. approach with those from other extensions of C.O.D.A.S. Furthermore, a sensitivity analysis is conducted to check the impact of changes in a distance threshold parameter on the ranking results

A Systematic Approach to the Management of Military Human Resources through the ELECTRE-MOr Multicriteria Method

Personnel selection is increasingly proving to be an essential factor for the success of organizations. These issues almost universally involve multiple conflicting objectives, uncertainties, costs, and benefits in decision-making. In this context, personnel assessment problems, which include several candidates as alternatives, along with several complex evaluation criteria, can be solved by applying Multicriteria Decision Making (MCDM) methods. Uncertainty and subjectivity characterize the choice of personnel for missions or promotions at the military level. In this paper, we evaluated 30 Brazilian Navy officers in the light of four criteria and 34 subcriteria. To support the decision-making process regarding the promotion of officers, we applied the ELECTRE-Mor MCDM method. We categorized the alternatives into three classes in the modeling proposed in this work, namely: Class A (Promotion by deserving), Class B (Promotion by seniority), and Class C (Military not promoted). As a result, the method presented 20% of the officers evaluated with performance corresponding to class A, 53% of the alternatives to class B, and 26.7% with performances attributed to class C. In addition, we presented a sensitivity analysis procedure through variation of the cut-off level λ, allowing decision-making on more flexible or rigorous scenarios at the discretion of the Naval High Administration. This work brings a valuable contribution to academia and society since it represents the application of an MCDM method in state of the art to contribute to solving a real problem.info:eu-repo/semantics/publishedVersio