Simulation Research On Cooperation And Conflict Behavior Of Distributed Organization Based On Prospect Theory

Due to the continuous development of global division of labor cooperation and the support of modern communication technologies,employees within the same organization often traverse time and place,and rely on network technology to communicate and coordinate to complete tasks,which will lead to more enterprises to show a kind of distribution.Distributed organizations have become the trend of future organizational development.The advantage of the distributed organization is that it allows employees to perform tasks quickly and easily at any time and in any place.It can make full use of the knowledge expertise of employees at various locations and reduce costs.At the same time,its organizational structure is flat,flexible,and can give full play to individual subjective initiative,in the fierce competition,it can adjust accidental changes quickly and timely.However,due to the decentralization of distributed organizations in time and space,employees in the organization have physical separation,time isolation,and social isolation.These isolations reduce employees' mutual communication and face-to-face communication with each other.They cause certain obstacles for employees to work together to complete organizational tasks,which in turn causes the quality of tasks,progress and benefits to be affected,and may even result in the failure of tasks.Furthermore,because employees have strong autonomy and are subject to less supervision and control,how to build and manage distributed organizations to prevent employees from “free riding” and irrationality of small groups poses great risks to the company.At the same time,this dispersiveness has caused obstacles in research and limited the research progress of current distributed organizations.Therefore,this paper proposes that research on distributed organizations is of great significance in both theory and practice.First of all,this article summarizes the characteristics of high autonomy and heterogeneity of employees in distributed organizations by comparing distributed organizations with traditional organizations,and summarizes the influencing factors of employee cooperation and conflict behavior through literature research,And using the characteristics of distributed organizations to select the influencing factors of employee cooperation and conflict behavior selection under distributed organization.Secondly,taking into account the characteristics of high autonomy of employees in distributed organizations,from the perspective of behavior decision-making in distributed organization employees,introducing the prospect theory and evolutionary game theory,aiming at the heterogeneity of distributed organization networks,a decision model for employee cooperation and conflict behavior is built.Next,Anylogic software was used to simulate the decision-making process model of employee cooperation and conflict behavior under a distributed organization consisting of two location points.The validity of the model was verified by comparing the simulation results with the real situation,and the parameters simulation experiment was designed.The influence of heterogeneous network structure,employee's individual easy-going,task parameters(benefits,costs,penalties),number of neighbors,and communication on employee cooperation and conflict behavior was discussed.The following conclusions have been drawn:(1)When considering the allocation of human resources in a distributed organization,it is appropriate to consider the number of individual employees more than the number of individuals of neutral and easy-going employees,which will contribute to the stability of the organization and keep the average income at a relatively high level.And the risk is low.(2)When task parameters are formulated in a distributed organization,the stability of employee behaviors in the distributed organization can be adjusted by controlling the coefficient ?(?=(b-c)/(b-y-c/2),where b is the benefit of the task completion,c is the cost,and y is the penalty parameter)to promote the production of cooperative behavior.(3)Appropriate control of the scope of communication allows employees to achieve better revenue through interaction,while ensuring the stability of returns.(4)The scale of the number of distributed organizations should be controlled at a moderate level and the number of people between the two locations should be relatively balanced.This distributed organization can guarantee the stability of employee behavior choices while achieving higher average returns with lower risks.(5)In the process of a distributed organization's coordination network,if you want to improve the stability of employee behavior and increase the average income,you can increase the probability of employee communication by setting better communication hardware facilities and environment,but at the same time,in order to reduce risks,we must Control the transmission of negative information in the organization.