Multi-team games, prevalent in robotics and resource management, involve team members striving for a joint best response against other teams. Team-Nash equilibrium (TNE) predicts the outcomes of such coordinated interactions. However, can teams of self-interested agents reach TNE? We introduce Team-Fictitious Play (Team-FP), a new variant of fictitious play where agents respond to the last actions of team members and the beliefs formed about other teams with some inertia in action updates. This design is essential in team coordination beyond the classical fictitious play dynamics. We focus on zero-sum potential team games (ZSPTGs) where teams can interact pairwise while the team members do not necessarily have identical payoffs. We show that Team-FP reaches near TNE in ZSPTGs with a quantifiable error bound. We extend Team-FP dynamics to multi-team Markov games for model-based and model-free cases. The convergence analysis tackles the challenge of non-stationarity induced by evolving opponent strategies based on the optimal coupling lemma and stochastic differential inclusion approximation methods. Our work strengthens the foundation for using TNE to predict the behavior of decentr
Effective teamwork is essential across diverse domains. During the team formation stage, a key challenge is forming teams that effectively balance user preferences with task objectives to enhance overall team satisfaction. In the team performing stage, maintaining cohesion and engagement is critical for sustaining high team performance. However, existing computational tools and algorithms for team optimization often rely on static data inputs, narrow algorithmic objectives, or solutions tailored for specific contexts, failing to account for the dynamic interplay of team members personalities, evolving goals, and changing individual preferences. Therefore, teams may encounter member dissatisfaction, as purely algorithmic assignments can reduce members commitment to team goals or experience suboptimal engagement due to the absence of timely, personalized guidance to help members adjust their behaviors and interactions as team dynamics evolve. Ultimately, these challenges can lead to reduced overall team performance. My Ph.D. dissertation aims to develop AI-augmented team optimization frameworks and practical systems that enhance team satisfaction, engagement, and performance. First,
There are many unknowns regarding the characteristics and dynamics of human-AI teams, including a lack of understanding of how certain human-human teaming concepts may or may not apply to human-AI teams and how this composition affects team performance. This paper outlines an experimental research study that investigates essential aspects of human-AI teaming such as team performance, team situation awareness, and perceived team cognition in various mixed composition teams (human-only, human-human-AI, human-AI-AI, and AI-only) through a simulated emergency response management scenario. Results indicate dichotomous outcomes regarding perceived team cognition and performance metrics, as perceived team cognition was not predictive of performance. Performance metrics like team situational awareness and team score showed that teams composed of all human participants performed at a lower level than mixed human-AI teams, with the AI-only teams attaining the highest performance. Perceived team cognition was highest in human-only teams, with mixed composition teams reporting perceived team cognition 58% below the all-human teams. These results inform future mixed teams of the potential perfo
Power dynamics influence every aspect of scientific collaboration. Team power dynamics can be measured by team power level and team power hierarchy. Team power level is conceptualized as the average level of the possession of resources, expertise, or decision-making authorities of a team. Team power hierarchy represents the vertical differences of the possessions of resources in a team. In Science of Science, few studies have looked at scientific collaboration from the perspective of team power dynamics. This research examines how team power dynamics affect team impact to fill the research gap. In this research, all co-authors of one publication are treated as one team. Team power level and team power hierarchy of one team are measured by the mean and Gini index of career age of co-authors in this team. Team impact is quantified by citations of a paper authored by this team. By analyzing over 7.7 million teams from Science (e.g., Computer Science, Physics), Social Sciences (e.g., Sociology, Library & Information Science), and Arts & Humanities (e.g., Art), we find that flat team structure is associated with higher team impact, especially when teams have high team power leve
The United Nations' 2030 Agenda for Sustainable Development requires that all countries collaborate to fight adversarial factors to achieve peace and prosperity for humans and the planet. This scenario can be formulated as an adversarial team game in AI literature, where a team of players play against an adversary. However, previous solution concepts for this game assume that team players have the same utility functions, which cannot cover the real-world case that countries do not always have the same utility function. This paper argues that studying adversarial team games should not ignore the difference in utility functions of team players. We show that ignoring the difference in utility functions of team players could cause the computed equilibrium to be unstable. To show the benefit of considering the difference in utility functions of team players, we introduce a novel solution concept called Co-opetition Equilibrium (CoE) for the adversarial team game. In this game, team players with different utility functions (i.e., cooperation between team players) correlate their actions to play against the adversary (i.e., competition between the team and the adversary). We further intro
The influence of gender diversity on the success of scientific teams is of great interest to academia. However, prior findings remain inconsistent, and most studies operationalize diversity in aggregate terms, overlooking internal role differentiation. This limitation obscures a more nuanced understanding of how gender diversity shapes team impact. In particular, the effect of gender diversity across different team roles remains poorly understood. To this end, we define a scientific team as all coauthors of a paper and measure team impact through five-year citation counts. Using author contribution statements, we classified members into leadership and support roles. Drawing on more than 130,000 papers from PLOS journals, most of which are in biomedical-related disciplines, we employed multivariable regression to examine the association between gender diversity in these roles and team impact. Furthermore, we apply a threshold regression model to investigate how team size moderates this relationship. The results show that (1) the relationship between gender diversity and team impact follows an inverted U-shape for both leadership and support groups; (2) teams with an all-female leade
Recent advancements in generative artificial intelligence (AI) have transformed collaborative work processes, yet the impact on team performance remains underexplored. Here we examine the role of generative AI in enhancing or replacing traditional team dynamics using a randomized controlled experiment with 435 participants across 122 teams. We show that teams augmented with generative AI significantly outperformed those relying solely on human collaboration across various performance measures. Interestingly, teams with multiple AIs did not exhibit further gains, indicating diminishing returns with increased AI integration. Our analysis suggests that centralized AI usage by a few team members is more effective than distributed engagement. Additionally, individual-AI pairs matched the performance of conventional teams, suggesting a reduced need for traditional team structures in some contexts. However, despite this capability, individual-AI pairs still fell short of the performance levels achieved by AI-assisted teams. These findings underscore that while generative AI can replace some traditional team functions, more comprehensively integrating AI within team structures provides sup
Team composition is a central factor in determining the effectiveness of a team. In this paper, we present a large-scale study on the effect of team composition on multiple measures of team effectiveness. We use a dataset from the largest multiplayer online battle arena (MOBA) game, Honor of Kings, with 96 million matches involving 100 million players. We measure team effectiveness based on team performance (whether a team is going to win), team tenacity (whether a team is going to surrender), and team rapport (whether a team uses abusive language). Our results confirm the importance of team diversity and show that diversity has varying effects on team effectiveness: although diverse teams perform well and show tenacity in adversity, they are more likely to abuse when losing than less diverse teams. Our study also contributes to the situation vs. personality debate and show that abusive players tend to choose the leading role and players do not become more abusive when taking such roles. We further demonstrate the predictive power of features based on team composition in prediction experiments.
We study how open disagreement influences team performance in a dynamic production game. Team members can hold different priors about the productivity of the available production technologies. Initial beliefs are common knowledge and updated based on observed production outcomes. We show that when only one technology is available, a player works harder early on when her coworkers are initially more pessimistic about the technology's productivity. Holding average team optimism constant, this force implies that a team's expected output increases in the degree of disagreement of its members. A manager with the task of forming two-member teams from a large workforce maximizes total expected output by matching coworkers' beliefs in a negative assortative way. When alternative, equally good, production technologies are available, a disagreeing team outperforms any like-minded team in terms of average output and team members' welfare.
Incorporating fresh members in teams is considered a pathway to team creativity. However, whether freshness improves team performance or not remains unclear, as well as the optimal involvement of fresh members for team performance. This study uses a group of authors on the byline of a publication as a proxy for a scientific team. We extend an indicator, i.e., team freshness, to measure the extent to which a scientific team incorporates new members, by calculating the fraction of new collaboration relations established within the team. Based on more than 43 million scientific publications covering more than a half-century of research from Microsoft Academic Graph, this study provides a holistic picture of the current development of team freshness by outlining the temporal evolution of freshness, and its disciplinary distribution. Subsequently, using a multivariable regression approach, we examine the association between team freshness and papers'short-term and long-term citations.The major findings are as follows: (1)team freshness in scientific teams has been increasing in the past half-century; (2)there exists an inverted-U-shaped association between team freshness and papers' cit
Stochastic team decision problem is extensively studied in literature and the existence of optimal solution is obtained in recent literature. The value of information in statistical problem and decision theory is classical problem. Much of earlier does not qualitatively describe role of externally provided private and common randomness in stochastic team problem and team vs team zero sum game. In this paper, we study the role of extrenally provided private or common randomness in stochastic team decision. We make observation that the randomness independent of environment does not benefit either team but randomness dependent on environment benefit teams and decreases the expected cost function. We also studied LQG team game with special information structure on private or common randomness. We extend these study to problem team vs team zero sum game. We show that if a game admits saddle point solution, then private or common randomness independent of environment does not benefit either team. We also analyze the scenario when a team with having more information than other team which is dependent on environment and game has saddle point solution, then team with more information benefi
Understanding team viability -- a team's capacity for sustained and future success -- is essential for building effective teams. In this study, we aggregate features drawn from the organizational behavior literature to train a viability classification model over a dataset of 669 10-minute text conversations of online teams. We train classifiers to identify teams at the top decile (most viable teams), 50th percentile (above a median split), and bottom decile (least viable teams), then characterize the attributes of teams at each of these viability levels. We find that a lasso regression model achieves an accuracy of .74--.92 AUC ROC under different thresholds of classifying viability scores. From these models, we identify the use of exclusive language such as `but' and `except', and the use of second person pronouns, as the most predictive features for detecting the most viable teams, suggesting that active engagement with others' ideas is a crucial signal of a viable team. Only a small fraction of the 10-minute discussion, as little as 70 seconds, is required for predicting the viability of team interaction. This work suggests opportunities for teams to assess, track, and visualize
We consider a team-production environment where all participants are motivated by career concerns, and where a team's joint productive outcome may have different reputational implications for different team members. In this context, we characterize equilibrium disclosure of team-outcomes when team-disclosure choices aggregate individual decisions through some deliberation protocol. In contrast with individual disclosure problems, we show that equilibria often involve partial disclosure. Furthermore, we study the effort-incentive properties of equilibrium disclosure strategies implied by different deliberation protocols; and show that the partial disclosure of team outcomes may improve individuals' incentives to contribute to the team. Finally, we study the design of deliberation protocols, and characterize productive environments where effort-incentives are maximized by unilateral decision protocols or more consensual deliberation procedures.
Co-operative learning in heterogeneous teams refers to learning methods in which teams are organised both to accomplish academic tasks and for individuals to gain knowledge. Competencies, personality and the gender of team members are key factors that influence team performance. Here, we introduce a team composition problem, the so-called synergistic team composition problem (STCP), which incorporates such key factors when arranging teams. Thus, the goal of the STCP is to partition a set of individuals into a set of synergistic teams: teams that are diverse in personality and gender and whose members cover all required competencies to complete a task. Furthermore, the STCP requires that all teams are balanced in that they are expected to exhibit similar performances when completing the task. We propose two efficient algorithms to solve the STCP. Our first algorithm is based on a linear programming formulation and is appropriate to solve small instances of the problem. Our second algorithm is an anytime heuristic that is effective for large instances of the STCP. Finally, we thoroughly study the computational properties of both algorithms in an educational context when grouping stud
At present, the research on robot team cooperation is still in qualitative analysis phase and lacks the description model that can quantitatively describe the dynamical evolution of team cooperative relationships with constantly changeable task demand in Multi-robot field. First this paper whole and static describes organization model HWROM of robot team, then uses Markov course and Bayesian theorem for reference, dynamical describes the team cooperative relationships building. Finally from cooperative entity layer, ability layer and relative layer we research team formation and cooperative mechanism, and discuss how to optimize relative action sets during the evolution. The dynamic evolution model of robot team and cooperative relationships between robot teams proposed and described in this paper can not only generalize the robot team as a whole, but also depict the dynamic evolving process quantitatively. Users can also make the prediction of the cooperative relationship and the action of the robot team encountering new demands based on this model. Journal web page & a lot of robotic related papers www.ars-journal.com
Due to the global trend towards urbanization, people increasingly move to and live in cities that then continue to grow. Traffic forecasting plays an important role in the intelligent transportation systems of cities as well as in spatio-temporal data mining. State-of-the-art forecasting is achieved by deep-learning approaches due to their ability to contend with complex spatio-temporal dynamics. However, existing methods assume the input is fixed-topology road networks and static traffic time series. These assumptions fail to align with urbanization, where time series are collected continuously and road networks evolve over time. In such settings, deep-learning models require frequent re-initialization and re-training, imposing high computational costs. To enable much more efficient training without jeopardizing model accuracy, we propose the Topological Evolution-aware Framework (TEAM) for traffic forecasting that incorporates convolution and attention. This combination of mechanisms enables better adaptation to newly collected time series, while being able to maintain learned knowledge from old time series. TEAM features a continual learning module based on the Wasserstein metri
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.
We introduce Wonderful Team, a multi-agent Vision Large Language Model (VLLM) framework for executing high-level robotic planning in a zero-shot regime. In our context, zero-shot high-level planning means that for a novel environment, we provide a VLLM with an image of the robot's surroundings and a task description, and the VLLM outputs the sequence of actions necessary for the robot to complete the task. Unlike previous methods for high-level visual planning for robotic manipulation, our method uses VLLMs for the entire planning process, enabling a more tightly integrated loop between perception, control, and planning. As a result, Wonderful Team's performance on real-world semantic and physical planning tasks often exceeds methods that rely on separate vision systems. For example, we see an average 40% success rate improvement on VimaBench over prior methods such as NLaP, an average 30% improvement over Trajectory Generators on tasks from the Trajectory Generator paper, including drawing and wiping a plate, and an average 70% improvement over Trajectory Generators on a new set of semantic reasoning tasks including environment rearrangement with implicit linguistic constraints. W
This document addresses the description of the corresponding "Urubots" Team for the 2024 Fira Air League, "Air Emergency Service (Indoor)." We introduce our team and an autonomous Unmanned Aerial Vehicle (UAV) that relies on computer vision for its flight control. This UAV has the capability to perform a wide variety of navigation tasks in indoor environments, without requiring the intervention of an external operator or any form of external processing, resulting in a significant decrease in workload and manual dependence. Additionally, our software has been designed to be compatible with the vehicle's structure and for its application to the competition circuit. In this paper, we detail additional aspects about the mechanical structure, software, and application to the FIRA competition.
We consider team semantics for propositional logic, continuing our previous work (Yang & Väänänen 2016). In team semantics the truth of a propositional formula is considered in a set of valuations, called a team, rather than in an individual valuation. This offers the possibility to give meaning to concepts such as dependence, independence and inclusion. We define an expressively maximal propositional team logic, called full propositional team logic. This requires going beyond the logical operations of classical propositional logic. We exhibit a hierarchy of logics between the smallest, viz. classical propositional logic, and the full propositional team logic. We characterize these different logics in several ways: first syntactically by their logical operations, and then semantically by the kind of sets of teams they are capable of defining. In several important cases we are able to find complete axiomatizations for these logics.