Abstract
Recent research shows that our performance and satisfaction at work depends more on motivational factors than the number of hours or the intensity of the work. In this paper we propose a framework aimed at managing motivation to improve workplace indicators. The key idea is to allow team managers and workers to negotiate over the conditions of the tasks so as to find the best motivation for the worker within the constraints of what the organization may offer.

Abstract
The requirements of Machine Learning applications are changing rapidly. Machine Learning models need to deal with increasing volumes of data, and need to do so quicker as responses are expected more than ever in real-time. Plus, sources of data are becoming more and more dynamic, with patterns that change more frequently. This calls for new approaches and algorithms, that are able to efficiently deal with these challenges. In this paper we propose the use of a Genetic Algorithm to Optimize a Stacking Ensemble specifically developed for streaming scenarios. A pool of solutions is maintained in which each solution represents a distribution of weights in the ensemble. The Genetic Algorithm continuously optimizes these weights to minimize the cost function. Moreover, new models are added at regular intervals, trained on more recent data. These models eventually replace older and less accurate ones, making the ensemble adapt continuously do changes in the distribution of the data.

Abstract
Litigation in court is still the main dispute resolution mode. However, given the amount and characteristics of the new disputes, mostly arising out of electronic contracting, courts are becoming slower and outdated. Online Dispute Resolution (ODR) recently emerged as a set of tools and techniques, supported by technology, aimed at facilitating conflict resolution. In this paper we present a critical evaluation on the use of Artificial Intelligence (AI) based techniques in ODR. In order to fulfill this goal, we analyze a set of commercial providers (in this case twenty four) and some research projects (in this circumstance six). Supported by the results so far achieved, a new approach to deal with the problem of ODR is proposed, in which we take on some of the problems identified in the current state of the art in linking ODR and AI.

Abstract
Negotiation is a collaborative activity that requires the participation of different parties whose behaviors influence the outcome of the whole process. The work presented here focuses on the identification of such behaviors and their impact on the negotiation process. The premise for this study is that identifying and cataloging the behavior of parties during a negotiation may help to clarify the role that stress plays in the process. To do so, an experiment based on a negotiation game was implemented. During this experiment, behavioral and contextual information about participants was acquired. The data from this negotiation game were analyzed in order to identify the conflict styles used by each party and to extract behavioral patterns from the interactions, useful for the development of plans and suggestions for the associated participants. The work highlights the importance of the knowledge about social interactions as a basis for informed decision support in situations of conflict.

Abstract
Monitoring an individual's performance in a task, especially in the workplace context, is becoming an increasingly interesting and controversial topic in a time in which workers are expected to produce more, better and faster. The tension caused by this competitiveness, together with the pressure of monitoring, may not work in favour of the organization's objectives. In this paper, we present an innovative approach on the problem of performance management. We build on the fact that computers are nowadays used as major work tools in many workplaces to devise a non-invasive method for distributed performance monitoring based on the observation of the worker's interaction with the computer. We then look at musical selection both as a pleasant and as an effective method for improving performance in the workplace. The proposed approach will allow team coordinators to assess and manage their co-workers' performance continuously and in real-time, using a distributed service-based architecture. Copyright (c) 2015 John Wiley & Sons, Ltd.

Abstract
It is a common affair to settle disputes out of courts nowadays, through negotiation, mediation or any other mean. This has also been implemented over telecommunication means under the so-called Online Dispute Resolution methods. However, this new technology-supported approach is impersonal and cold, leaving aside important issues such as the disputants' body language, stress level or emotional response while being based on forms, e-mails or chat rooms. To overcome this shortcoming, in this paper, it is proposed the creation of intelligent environments for conflict resolution that can complement the existing tools with important knowledge about the context of interaction. This will allow decision-makers to take better framed decisions based not only on figures but also on important contextual information, similar to what happens when parties communicate in the physical presence of each other.