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where r U (0, 1), and r0 [0, 1] is a user-speci ed parameter; J Nik (t) is a node randomly selected according to probability pk (t) = iJ Nik (t) is a set of valid nodes to visit The transition rule in equation (1717) creates a bias towards nodes connected by short links and with a large amount of pheromone The parameter r0 is used to balance exploration and exploitation: if r r0 , the algorithm exploits by favoring the best edge; if r > r0 , the algorithm explores Therefore, the smaller the value of r0 , the less best links are exploited, while exploration is emphasized more It is important to note that the transition rule is the same as that of AS when r > r0 Also note that the ACS transition rule uses = 1, and is therefore omitted from equation (1718) Unlike AS, only the globally best ant (eg the ant that constructed the shortest path, x+ (t)) is allowed to reinforce pheromone concentrations on the links of the corresponding best path Pheromone is updated using the global update rule, ij (t + 1) = (1 1 ) ij (t) + 1 ij (t) (1719)

When an employer has multiple pay periods in a month, it has the choice of making payroll deductions all in one pay period or of spreading them equally throughout the month The preferred approach is to spread them throughout the month By doing so, employees do not suffer a significant decline in their take-home pay for one of their paychecks Also, by setting up deductions to occur in the same amounts in all pay periods, the payroll staff does not have to constantly delete deductions from the payroll system and then reenter them for one payroll per month Instead, the deductions stay in the payroll database as active deductions for all pay periods, which requires much less maintenance

iJ (t) iJ (t)

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growth and employee ownership, rather than traditional salaries and retirement plans Employees at Anthillcom have bought into the vision, potential, and excitement of managing an e-business Employees that have joined the Anthill believe in our business model, and are eager to obtain stock ownership in the organization over competitive salaries which we cannot offer (C Matsko, personal communication, November 5, 1999) Principle 3: Build the internal resources for a big company, while organizing like a small one Most start-up companies scale their systems to meet their current needs In fact, they usually allow their systems to lag behind their growth One of the biggest traps for an entrepreneur is to build an organizational structure in advance of sales, pro ts, and stable cash ow Far too often, wildly optimistic sales projections do not materialize, the company gets overextended, and everything comes to a crashing halt Attracting attention to Anthillcom is a top priority Management is responding by a method coined by Matsko as travel and conquer The method involves traveling the country and providing training seminars for small businesses to help them develop a variety of commerce sites According to Matsko, our clients need to know us on a personal basis and understand how we can affordably help them make money with the Web (C Matsko, personal communication, November 5, 1999) This approach is the mainstay of Anthillcom It continues to bring thousands of individuals to the Anthillcom colony Likewise, this personal interaction makes Anthillcom have the coziness of a small business as it works to expand into a large-scale e-business Since Anthillcom competes in an industry immersed in the technological revolution, it must invest much of its pro ts in technology resources and people with technical skills Top executives Curt Matsko and Scott Alexander are investing in the future Matsko underscores this by stating that our company realizes the importance of staying abreast of the rapidly changing technologies associated with the Internet (C Matsko, personal communication, November 5, 1999) What started out as a relatively simple Web server has emerged into a complex array of active server pages, Java, Pearl, and Netscape s SSL technologies This change drastically increased the need to be able to attract technically competent employees Recruiting the best technical minds is becoming more dif cult as the competition for good technical people is at its highest in years in the information systems industry Anthillcom executives spend much of their decision-making time devising strategies to attract talent Matsko s plan is to recruit individuals with experience in both managerial as well as technical areas, as well as to develop unique business relationships with individuals who do not work directly for Anthillcom One unique strategy utilized by Anthillcom to improve business practices is the use of independent contractors and Anthillcom af liates Anthillcom currently has over 1000 active contractors (individuals who have purchased.

iu (t) iu (t)

Summary

(1718)

.

171 Ant Colony Optimization Meta-Heuristic where ij (t) =

A key item to remember for all of the voluntary deductions discussed in this chapter is that an employee s written approval must be obtained for all of them, so there is no subsequent issue with employees claiming that they never authorized a deduction, possibly resulting in the company not being compensated for an expenditure (such as medical insurance) that it has already made on behalf of the employee For this reason, one should not use the approach of automatically signing up employees for various benefits and having them only decline the benefit in writing, since employees can state that they were never properly informed of the nature of the benefit

1 f (x+ (t))

(1720)

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