- A -

absence

	Ideal vs. real variants
	Importance of factors

acceptability

acceptable

	Ideal composition of a team as an example
	Database: All known team combinations with acceptable success
	Infering relevance from tolerance of non-ideal staffings
	Objectives of inquiry
	Target criterion with threshold value required
	Direction of impact of factors not known
	Acceptable vs. inacceptable variants
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Plausibility of performance
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

advantageous

adverse

	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors

allocation

alternative

	Overview
	Objectives of inquiry
	Target criterion with threshold value required
	Factors described by categories not numbers
	Basic assumptions
	Ideal vs. real variants
	Acceptable vs. inacceptable variants
	Subcritical factors
	Comparison of real variants
	Comparison of real variants with theoretical ideals
	Plausibility of performance
	Performance of currently untested alternatives
	Conclusion

analysis

	Tool for analysis
	Overview
	Direction of impact of factors not known
	Conclusion

antagonistic

arbitrary

	Importance of factors
	Subcritical factors

artificial intelligence

attribute

- B -

base

	Ideal vs. real variants
	Acceptable vs. inacceptable variants

business development

- C -

candidate

	Candidate vs. reference examples
	Plausibility of performance
	Performance of currently untested alternatives

categorial

	Database: All known team combinations with acceptable success
	Factors described by categories not numbers
	Categorial factors
	Conclusion

category

	Factors described by categories not numbers
	Threshold of target criterion

classification

	Tool for analysis
	Acceptable vs. inacceptable variants

classify

combination

	Ideal composition of a team as an example
	Infering relevance from tolerance of non-ideal staffings
	Target criterion with threshold value required
	Ideal vs. real variants
	Comparison of real variants with theoretical ideals
	Conclusion

combine

compare

comparison

	Direction of impact of factors not known
	Comparison of real variants
	Comparison of real variants with theoretical ideals
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

compensable

compensate

	Interaction of factors
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors

compensation

	Interaction of factors
	Imperfect compensation of adverse factors

compensatory

	Imperfect compensation of adverse factors
	Conclusion

completeness

complex

composition

conjunction

	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Conclusion

consequence

consistancy

consultant

continuous

contradiction

contradictions

cooperate

cooperation

counterbalance

criterion

	Target criterion with threshold value required
	Ideal vs. real variants
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Importance of factors
	Imperfect compensation of adverse factors
	Conclusion

critical

	Infering relevance from tolerance of non-ideal staffings
	Direction of impact of factors not known
	Basic assumptions
	Ideal vs. real variants
	Importance of factors
	Measurement of relevance
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

critically

	Basic assumptions
	Conclusion

customer-data

- D -

data

deterioration

	Objectives of inquiry
	Basic assumptions

deviation

	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Plausibility of performance
	Conclusion

differenciate

differing

	Plausibility of comparisons supports relevance hypothesis
	Conclusion

dimension

	Importance of factors
	Subcritical factors
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis

direction

distance

- E -

effect

	Interaction of factors
	Importance of factors

evaluation

evolutionary method

example

	Ideal vs. real variants
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Subcritical factors
	Comparison of real variants
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Candidate vs. reference examples
	Plausibility of performance
	Performance of currently untested alternatives
	Conclusion

expectation

- F -

factor

	Database: All known team combinations with acceptable success
	Target criterion with threshold value required
	Factors described by categories not numbers
	Interaction of factors
	Basic assumptions
	Ideal vs. real variants
	Categorial factors
	Importance of factors
	Subcritical factors
	Measurement of relevance
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Plausibility of performance
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

factorfinder

	Direction of impact of factors not known
	Basic assumptions
	Ideal vs. real variants
	Conclusion

fail

	Direction of impact of factors not known
	Basic assumptions
	Ideal vs. real variants
	Imperfect compensation of adverse factors
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

failure

	Ideal vs. real variants
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Importance of factors
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Plausibility of performance
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

- G -

general manager

goal-adverse

	Direction of impact of factors not known
	Interaction of factors
	Categorial factors
	Subcritical factors
	Comparison of real variants with theoretical ideals
	Conclusion

goal-promoting

	Categorial factors
	Conclusion

group

	Ideal composition of a team as an example
	Infering relevance from tolerance of non-ideal staffings
	Intermediate and final results

- H -

hypothesis

	Relevance vectors
	Comparison of real variants
	Plausibility of performance
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

- I -

ideal

	Infering relevance from tolerance of non-ideal staffings
	Intermediate and final results
	Evaluation of alternatives
	Basic assumptions
	Ideal vs. real variants
	Subcritical factors
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Plausibility of performance
	Performance of currently untested alternatives
	Conclusion

identical

impact

	Direction of impact of factors not known
	Importance of factors
	Comparison of real variants with theoretical ideals

imperfect

importance

	Infering relevance from tolerance of non-ideal staffings
	Ideal vs. real variants
	Importance of factors
	Subcritical factors
	Measurement of relevance
	Plausibility of performance
	Conclusion

important

	Infering relevance from tolerance of non-ideal staffings
	Direction of impact of factors not known
	Basic assumptions
	Ideal vs. real variants
	Importance of factors
	Subcritical factors
	Measurement of relevance
	Imperfect compensation of adverse factors
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

inacceptable

	Database: All known team combinations with acceptable success
	Target criterion with threshold value required
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

infer

inference

inferred

influence

	Categorial factors
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Conclusion

inhibit

	Direction of impact of factors not known
	Interaction of factors
	Basic assumptions
	Subcritical factors
	Comparison of real variants with theoretical ideals

input-output-system

interaction

	Ideal composition of a team as an example
	Basic assumptions
	Conclusion

intermediate

irrelevance

irrelevant

	Importance of factors
	Subcritical factors
	Measurement of relevance

- L -

learning

level

linear

- M -

measure

measurement

	Measurement of relevance
	Conclusion

member

	Infering relevance from tolerance of non-ideal staffings
	Evaluation of alternatives

metric

model

monotonic

- N -

negative

network

neural network

non-compensable

non-compensatory

non-ideal

	Infering relevance from tolerance of non-ideal staffings
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Conclusion

non-monotonic

numeric

	Database: All known team combinations with acceptable success
	Factors described by categories not numbers
	Categorial factors

numerical

- O -

object

output

- P -

performance

	Ideal composition of a team as an example
	Infering relevance from tolerance of non-ideal staffings
	Intermediate and final results
	Subcritical factors
	Plausibility of performance
	Performance of currently untested alternatives

plausibility

	Plausibility of performance
	Plausibility of comparisons supports relevance hypothesis

plausible

	Comparison of real variants
	Plausibility of performance

positive

	Threshold of target criterion
	Performance of currently untested alternatives

preferable

process

product

product manager

product-data

promote

	Direction of impact of factors not known
	Basic assumptions

- R -

radio

real

reference

	Candidate vs. reference examples
	Plausibility of performance

relate

relation

	Imperfect compensation of adverse factors
	Conclusion

relationship

relevance

	Infering relevance from tolerance of non-ideal staffings
	Evaluation of alternatives
	Overview
	Basic assumptions
	Ideal vs. real variants
	Importance of factors
	Subcritical factors
	Measurement of relevance
	Relevance vectors
	Comparison of real variants
	Imperfect compensation of adverse factors
	Plausibility of performance
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

relevant

	Basic assumptions
	Importance of factors
	Subcritical factors
	Measurement of relevance
	Imperfect compensation of adverse factors
	Performance of currently untested alternatives

representation

resources

reward

robust

	Objectives of inquiry
	Basic assumptions

role

- S -

segmentation

semantic

session

staffing

station

strategy

structure

subcritical

	Ideal vs. real variants
	Subcritical factors
	Measurement of relevance
	Comparison of real variants
	Imperfect compensation of adverse factors
	Plausibility of performance
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

sub-optimal

sub-symbolic

success

	Infering relevance from tolerance of non-ideal staffings
	Intermediate and final results
	Target criterion with threshold value required
	Basic assumptions
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Importance of factors
	Subcritical factors
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Plausibility of performance
	Performance of currently untested alternatives
	Conclusion

successful

	Target criterion with threshold value required
	Imperfect compensation of adverse factors
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

symbolic

- T -

target

	Ideal vs. real variants
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Importance of factors
	Imperfect compensation of adverse factors
	Conclusion

team

	Ideal composition of a team as an example
	Infering relevance from tolerance of non-ideal staffings
	Evaluation of alternatives

threshold

	Infering relevance from tolerance of non-ideal staffings
	Target criterion with threshold value required
	Threshold of target criterion
	Subcritical factors
	Comparison of real variants
	Imperfect compensation of adverse factors
	Conclusion

tolerance

	Infering relevance from tolerance of non-ideal staffings
	Basic assumptions
	Conclusion

tolerate

	Database: All known team combinations with acceptable success
	Basic assumptions
	Comparison of real variants with theoretical ideals
	Conclusion

- U -

unexpected

	Objectives of inquiry
	Plausibility of comparisons supports relevance hypothesis

unimportant

	Basic assumptions
	Importance of factors
	Subcritical factors
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis

- V -

value

	Evaluation of alternatives
	Basic assumptions
	Ideal vs. real variants
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Categorial factors
	Importance of factors
	Subcritical factors
	Comparison of real variants with theoretical ideals
	Imperfect compensation of adverse factors
	Conclusion

variance

	Comparison of real variants
	Plausibility of performance
	Conclusion

variant

	Database: All known team combinations with acceptable success
	Objectives of inquiry
	Target criterion with threshold value required
	Factors described by categories not numbers
	Ideal vs. real variants
	Acceptable vs. inacceptable variants
	Threshold of target criterion
	Categorial factors
	Subcritical factors
	Comparison of real variants
	Comparison of real variants with theoretical ideals
	Plausibility of performance
	Performance of currently untested alternatives
	Plausibility of comparisons supports relevance hypothesis
	Conclusion

variation

	Interaction of factors
	Performance of currently untested alternatives

vector

- W -

weakness

workgroup