Using Fuzzy Cognitive Maps …to Model Agent Personality, Metabolism and Environment without Boundaries

The Challenge Intelligent agents use mental models and have various “internal” processes (physical, mental, emotional) as they interact with other agents. Many simulations ignore intra-agent life, or model intra-agent characteristics as discrete from the larger inter-agent simulation. When needed, we can use the “fuzzy cognitive map” (an iterative network) to model agent life in a unified continuous way.

Biologic Example Hormones Physical Traits Behavior Environment

A Fuzzy Cognitive Map is… A thematic network with… Nodes and links, that have… Weights and states (+1, 0, -1). We start with initial conditions, then… Iterate the network over time to get… Attractors (emergent system behavior). We can test leverage points, and… Compare & match to known systems FCM approach by Bart Kosko

FCM Iterative Behavior

Temperament Theory Goes back 25 centuries in multiple cultures. Has clinical / OB uses. An agent’s temperament is its core needs and values. Agents engage diverse behaviors to meet their needs / values. Temperament is a cohesive dynamic pattern (a strange attractor?)

Core Needs and Values I need to feel like a competent human being. I value learning and making a nice living. I work hard as A professor. Temperament is the “why” behind the “why.”

4 Temperament Patterns related core needs/values reinforce each other Idealist (Diplomacy) Needs/values: Significance, authenticity, unique identity, personal and human meaning, ethics. Adaptation: find meaning in stories and themes, search for authentic interaction. Guardian (Logistics) Needs/values: Tradition, responsibility, group membership, safety and security, and stability. Adaptation: memorization, practice, look to authority for guidance and proper form. Rational (Strategy) Needs/values: Knowledge and competence, expertise, self- mastery, progress, and learning principles. Adaptation: learn, test and refine conceptual models and strategies. Artisan (Tactics) Needs/values: Adapting to the moment, freedom to act on gut instincts, making an impact, opportunity and variety. Adaptation: trial and error, hands on tool use, variation on a theme.

Temperament Theory as FCM Factor Core needs getting met+1 2Context aligned with temperament+1 3Positive behaviors 4Unproductive behaviors+1 5Self-Knowledge+1 6Environment Stress+1 7Flexing to other temperaments

Best-Case Scenario Time 0: Context aligned with temperament, all other factors moderate Time 1: Core needs getting met and positive behaviors Time 2: Positive behaviors Time 3: (quiet) Time 4: Core needs getting met, context aligned with temperament, self-knowledge, flexing to other temperaments Time 5: As above, plus positive behaviors Time 6: System stays this way until environment changes

Worst Case Scenario Time 0: Context UN-aligned and NO self-knowledge Time 1: Unproductive behavior Time 2: More unproductive behavior, environment stress (caused by this behavior) Time 3: System stays this way until environment changes.

Dynamic Scenario Time 0: Context unaligned and environment stress, but high self-knowledge Time X and Y: Result is a repeating cycle: Context aligned with temperament, unproductive behavior, and flexing with other temperaments Alternating with… Positive behavior, self-knowledge, and environment stress Notice neither is ideal; delayed feedback in system leads to mixed situations

3 Big Challenges 1.How to implement vague temperament concepts like a Rational core need for knowledge/competence? 2.How does temperament play out organizationally (couple, group, company, culture)? 3.How to reconnect temperament back to biologic underpinnings (hormones and behaviors)?

Temperament Pattern as FCM The Rational Temperament

Cultural Theory “New kid on the block”; Michael Thompson, et.al. Culture is shared values and beliefs; and common patterns of interaction There are 4 deep organizing principles / assumptions These 4 models exist in dynamic tension in all (sustained) cultures A geometric/spatial motif here.

4 Cultural Models leader follower D M X B A A Egalitarian Circle Individualist Network Hierarchical Tree ? Mary Fatalist Random-Walk 4

Hierarchical Tree Individuals organized in a tree (manager + workers, parents + children, etc) each with a rank, taking direction from those above them for the good of the group. Focus: maintaining status-quo Grid/Group: feel allegiant to established system but defer for choices beyond their role. Nature is safe in a zone, outside is disaster; we can manage resources but not our needs. Risk: okay if by leaders and does not disrupt/critique system. “Our” traditions stabilize the system. Hierarchical tree command/control structure with assigned roles (strong Logistics) leader follower

Egalitarian Circle Individuals organized in a circle (co-workers, peers, committee members, etc) each without rank and giving input with a hope for broad consensus toward a future purpose. Focus: including everyone Grid/Group: feel alienated from established system but activity work to change it. Nature is fragile and precarious; we can manage our needs but not exhaustible resources. Risk: Other cultural models sources of risk. Outside cause/foe keeps “us” together. A A AA A A A Circle of individuals working toward shared values (strong Diplomacy)

Individualist Network Individuals organized in a network, each evaluated based on a criteria (expertise, profit, popularity); high performers capture rewards Focus: possible situational gains Grid/Group: feel allegiant to established system and activity improve their place in it Nature returns to an equilibrium point; we can create new resources and manage needs Risk: Calculated risk is necessary for progress and can learn Invisible hand keeps the whole system running Network of individuals based on expertise and effectiveness (strong Dtrategy) D M X B A A

Fatalist Random-Walk Individuals are organized randomly, not participating in a coherent way; ad-hoc structure; randomness has a very high survival value. Focus: sudden good luck Grid/Group: feel alienated from established system but defer to others for help and change Nature is unpredictable and unknowable; selfish needs and resources outside our control. “Risk” doesn’t exist; failure is bad luck; learning not possible. Human instincts (hunger, sex) always driving us. Random-walk is best for survival in an unknowable world (strong Tactics) 4 ? A

Temperament + CT Cultural Theory provides organizational metaphors for temperament-based agents to move through and interpret a physical and social landscape: Idealist temperament -> Egalitarian circle Guardian temperament -> Hierarchical tree Rational temperament -> Individualist network Artisan temperament -> Fatalist Random-Walk

An Augmented Rational- Temperament FCM 1. Evaluate performance of self and other agents based on criteria. 2. Each agent’s standing is Relative to the others’. 3. Move toward agents with equal or higher standing. OR Use more sophisticated strategies. 4. Criteria, successes, failures, standing, etc link directly Into the temperament FCM regarding self-esteem etc.

Closing Thoughts Agents values link to organizational choices in the larger landscape of other agents. We can be as detailed or as broad as we like in terms of biology, personality and behavior in environment. High computational overhead suggests restraint to only what is needed.