Information Technology Reference
In-Depth Information
Figure 4 shows how the police organization is created, triggering the transition
tribe-chiefdom. From time unit 0 to 1100, the population size is below the family
size. Thus, even when the food is sparse, agents are not attacking each other.
From time unit 1100 to 3000, some fights occur and are observed through
o
1
, but
remains too sporadic to require the assistance of a police. During this period, life
conditions improve, leading to more births and to more fights. Thus,
o
1
increases
during this period. The dissatisfaction reaches a climax from 3000 to 3500 where
more and more agents are highly dissatisfied (
o
1
>
0
.
7) leading to an increase of
m
1
.When
m
1
reaches 50% of the population (tick 3500), the police organization
(
O
1
) is created. Due to an initial high average dissatisfaction the organization is
allocated an important amount of resources. So, many humans agents are hired
to perform the protect behavior (
b
1
). This behavior reduces the number of fights
o
1
, reducing in turn the overall dissatisfaction
m
1
. Note that the organization
becomes eventually tuned for its purpose: after an initial overgrowth, the ratio
of policemen is reduced to keep the social dissatisfaction low without extra costs.
Figure 5 shows the emergence of the
CH
organization, leading the society
to the state level. Due to a population increase, the traditional communication
mechanisms are not sucient for the population to globally agree leading in turn
to a reduction of the average loyalty. The average distance between individual's
culture
and
culture
v
tend to increase with the population size. The individual
disagreement with the village culture is observed with
o
2
and is collectively
averaged with
m
2
. In time unit 7000, the society observes a global disloyalty
(
m
2
<
40%) triggering the creation of a
CH
organization (
O
2
).
O
2
hires
CHs
,
who spread culture, reducing the average distance between individual's
culture
and
culture
v
and thus raising the average
loyalty
to 0
.
7 with the “harmonize”
behavior (
b
2
). These experiments show the adaptability of our model in dynamic
environments: organizations can be created, kept and disbanded on the fly to fit
in a dynamic environment and society.
As a general observation, when
harvest tech level
increases, society size in-
creases as well as the pressure on the society to evolve to the next stage. The first
transition can occur when
harvest tech level
reaches 80 and the second when
harvest tech level
reaches 150. Thus, changing
harvest tech level
update rate
only influences the amount of time needed by the society to evolve.
In the current model,
harvest tech level
is modified exogenously, because we
aim atobservingthe emergenceofsocial controlinstitution to illustrate ourmethod
of problem-tackling organizations. Nonetheless, we experimented more complex
models (not presented here for space considerations) that include endogenous
growth of
harvest tech level
. In these extensions, individuals perform research
actions through a third organization dedicated to research (artists, as described
in [3]). We obtained similar results as those obtained here (the same transitions)
even if dynamics induced by research organizationsinfluence other factors directly
(e.g. the population growth speed) and indirectly (e.g. other organizations).
Some other observations made by theories at the macro level also appear
in this simulation. For instance, a society in an “obsolete” stage cannot grow
due to social issues. Thus, the emergence of a new stage generally triggers a
