Extension card · Fuzzy
Fuzzy MEREC (Saidin, Lee, Marjugi, Ahmad & Seow, 2023)
Fuzzy MEREC is the form of MEREC used when criterion scores are given as triangular fuzzy numbers. It produces a weight vector rather than a ranking; it measures how much removing a criterion would disturb the overall evaluation.
Base method
MEREC →
Philosophy, mechanics, strengths and weaknesses are on the base method card; this card describes only the difference.
Data type (family)
Fuzzy →
What this data type is, when to use it, how to write it in a cell: the family's full account is here.
What Changes from the Base Method?
Three things change. The removal-effect logic and the final weight calculation do not.
Cells. In crisp MEREC every cell is a single number. Here every cell carries three numbers: lowest, most likely, highest. If an expert gives a verbal score ("near excellent", "very good"), a pre-declared scale converts that word into a triangle. MEREC does not require weights; neither does this form — the only difference is that the input has three components.
Scale equalisation. There is a point worth noting here: the direction of normalisation is reversed between crisp MEREC and the fuzzy version. In crisp MEREC, a small value on a benefit criterion takes a large share, because the column's smallest value is divided into every value. In the fuzzy version it is the opposite for a benefit criterion: every triangle is divided by the largest upper value in the column, so a large value takes a large share. For a cost criterion, the fuzzy version reverses this by dividing the column's smallest lower value into every triangle. This difference comes not from DecisionMind's own design but from the founding paper's own definition, Saidin and colleagues (2023); DecisionMind applies that definition verbatim.
Defuzzification. Crisp MEREC has no defuzzification step, because it already works with crisp numbers. When the fuzzy version reduces a normalised triangle to a single number, it does not use the simple average (an equally weighted mean of the three components) that PSI and RAFSI use. Instead it applies a rule that gives the middle, most-likely value four times the weight; this rule is called the graded mean integration. It produces a number somewhat different from an equally weighted average of the three components, and it trusts the most-likely value more.
From this defuzzified number onward, everything else is identical to crisp MEREC. Each alternative's overall performance is computed by a logarithmic sum. Then each criterion is removed in turn and performance is recomputed; the resulting difference is summed and turned into a weight.
DecisionMind holds this normalisation direction and the graded mean integration fixed.
How to Read the Output
The output is not a ranking, as in crisp MEREC, but a weight vector that sums to 1. A criterion receiving a high weight means that removing that criterion disturbs the overall evaluation a great deal; it does not indicate that criterion's importance in the decision-maker's eyes. This reading is the same as for crisp MEREC. The difference is that, where the input is verbal or approximate, the direction of normalisation behind the weight has been reversed. This is why comparing a criterion's weight under fuzzy MEREC directly with the weight that crisp MEREC would give for the same data is misleading. The two methods normalise the same data in opposite directions.
So instead of:
"Because Fuzzy MEREC and crisp MEREC use the same logic, their weights can be compared directly"
the report should read:
"Fuzzy MEREC normalises in the opposite direction. Applying crisp MEREC to the same data would give different weights; before placing two results side by side, which method was used must be stated in the report"
When to Prefer This over the Base Method
Fuzzy MEREC is appropriate if you want the weights to be derived from the data and the criterion scores you have are also not measured, but come from expert judgement or approximate estimation. Opening a measured value into a triangle without justification is wrong here too; the rule on the fuzzy data-type card applies.
If the weights need to reflect a known priority held by the decision-maker, the exit condition on the base MEREC card applies just the same. In that case a subjective weighting method such as AHP, BWM or SWARA should be preferred.
Mistakes Specific to This Extension
Letting the defuzzified value reach or exceed 1. The next step takes the logarithm of 1 minus this value. If the defuzzified value reaches or passes 1, this operation becomes undefined, and the engine is expected to stop fail-closed.
Leaving a zero or negative lower value on a cost criterion. The cost criterion's normalisation divides by this value. A zero or negative lower value risks division by zero. On a benefit criterion, zero causes no problem as long as the column's largest value is positive.
Assuming the same normalisation direction as crisp MEREC. As explained above, the direction is reversed; ignoring this difference and comparing the two methods' weights directly produces a wrong result.
Taking expert scores from a single person who already reaches the same conclusion. The source article, Saidin and colleagues (2023), assumes that scores from multiple experts have already been aggregated beforehand. DecisionMind does not perform this aggregation itself; it expects a ready-made triangular matrix.
The governing principle is this:
In Fuzzy MEREC the direction of normalisation is the exact opposite of crisp MEREC's. This comes not from an error but from the founding paper's own definition. But if this difference is not reported, the weights of the two methods can mistakenly be taken to be on the same scale.
Cases
The first case is a literature case. It is taken from a real personnel-evaluation example in Saidin and colleagues' (2023) paper; the numbers can be checked against the paper's Tables 2 and 3. The second case is an illustrative fiction.
1. Personnel evaluation: Scoring fifteen staff members on five sub-criteria (Saidin, Lee, Marjugi, Ahmad & Seow, 2023, Section 5.1, Table 2)
In an organisation, fifteen staff members have been scored verbally by their superiors on the five sub-criteria (C11-C15) of the main criterion "job knowledge". Scores are given on a three-term scale: ME (near excellent, 8-9-10), VG (very good, 7-8-9) and E (excellent, 9-10-10). All five criteria are "more is better".
| Staff | C11 | C12 | C13 | C14 | C15 |
|---|---|---|---|---|---|
| P1 | ME | VG | VG | VG | VG |
| P2 | E | VG | ME | ME | ME |
| P3 | ME | ME | ME | ME | ME |
| P4 | E | ME | ME | ME | ME |
| P5 | E | ME | ME | ME | VG |
| P6 | ME | VG | ME | ME | ME |
| P7 | E | ME | ME | ME | ME |
| P8 | E | ME | ME | ME | ME |
| P9 | E | ME | ME | ME | ME |
| P10 | E | ME | ME | ME | ME |
| P11 | ME | ME | ME | ME | ME |
| P12 | E | ME | VG | VG | ME |
| P13 | ME | ME | ME | ME | ME |
| P14 | E | ME | ME | ME | ME |
| P15 | ME | ME | ME | ME | ME |
The method divides every triangle by the column's largest upper value and defuzzifies it with the graded mean integration. It then computes each staff member's overall performance across the five criteria, removes each criterion in turn, and measures how much that performance changes.
| Criterion | Weight |
|---|---|
| C11 | 0.2775 |
| C12 | 0.1778 |
| C13 | 0.1816 |
| C14 | 0.1816 |
| C15 | 0.1816 |
The result reads as follows. C11 receives a markedly higher weight than the other four criteria (0.2775). This is because most of the fifteen staff members scored E on this criterion, and a few scored ME; this gap is larger than the gaps on the other criteria. C12 receives the lowest weight (0.1778), because almost all staff scored ME on this criterion, and it barely distinguishes between them. C13, C14 and C15 carry weights very close to one another, because on all three criteria the large majority of staff received the same term (ME).
The board's hesitation is this. If P1's C12 score is raised to ME, that is, if P1 comes to share the same term as the majority, C11's weight drops slightly to 0.2764. C12's weight rises slightly to 0.1809 and now becomes almost equal to C13, C14 and C15. The order of the weights, that is, C11 being highest, does not break even if this one staff member's score changes. This shows that the organisation's ranking is not fragile against a single staff member's score.
In the report: "The weights of the five sub-criteria have been derived with Fuzzy MEREC from the verbal evaluation of fifteen staff members. C11, with a weight of 0.2775, is the most discriminating criterion; this means staff members differ most on this criterion, not that the organisation considers it the most important. The order of the weights does not break even if a single staff member's score changes."
Source: Saidin, M. S., Lee, L. S., Marjugi, S. M., Ahmad, M. Z. & Seow, H.-V. (2023). Real personnel-evaluation data from Section 5.1 and Table 2 of the paper, restricted to the five sub-criteria of the main criterion C1. The weights match the published results in the paper's Table 3. This card's author has independently recomputed the weights and the sensitivity scenario in Python with DecisionMind's engine formulas and found the same result to four decimal places as the paper.
2. Maritime: A port operator weighting the criteria for evaluating its shift supervisors
A port operator wants to derive from data the weights of four criteria to be used in its shift supervisors' annual performance evaluation. These criteria are: handling speed, number of workplace-safety violations (this is "less is better"), team coordination score, and shift-reporting regularity. Scores come from port managers' observation forms as verbal grades such as "adequate", "good", "very good", and have been converted into triangles with a pre-declared scale.
The method normalises the shift supervisors' scores, defuzzifies them and computes each criterion's removal effect. Suppose a large gap was found among supervisors on the number of safety violations; some shifts had no violations at all, while others recorded several. On team coordination score, most supervisors turned out close to one another. Fuzzy MEREC in this case gave a relatively high weight to safety violations and a relatively low weight to coordination.
The operator's hesitation is this. Coordination score receiving a low weight does not mean the operator does not value team coordination. It comes from the fact that most supervisors already show similar performance on this criterion. The operator should not finalise the annual evaluation form without separately checking whether a small change in one supervisor's safety-violation count would change the order of the weights.
In the report: "The weights of the four criteria have been derived with Fuzzy MEREC. The high weight of the number of workplace-safety violations comes from the largest gap among supervisors being found on this criterion. The low weight of team coordination does not mean the operator considers this criterion unimportant."
3. What Not to Do
Reporting C11's weight in the illustrative table as "the organisation considers job knowledge the most important criterion" is wrong; the weight only shows how discriminating the criterion is among the fifteen staff members. The second error is comparing these fuzzy weights directly with the weights of crisp MEREC applied to the same data; because the two methods' normalisation directions are opposite, the results are not on the same scale. The third error is ignoring the single staff member's score at C12 and claiming the weight would never change under any condition. As shown above, the weights do change, if only slightly; only the order is preserved.
Sources
For the formulas behind each step, the intermediate tables and citation formats, see the DecisionMind method page: decisionmind.app/library/fuzzy-merec
Saidin, M. S., Lee, L. S., Marjugi, S. M., Ahmad, M. Z., & Seow, H.-V. (2023). Fuzzy Method Based on the Removal Effects of Criteria (MEREC) for Determining Objective Weights in Multi-Criteria Decision-Making Problems. Mathematics, 11(6), 1544. DOI: 10.3390/math11061544
Keshavarz-Ghorabaee, M., Amiri, M., Zavadskas, E. K., Turskis, Z., & Antucheviciene, J. (2021). Determination of Objective Weights Using a New Method Based on the Removal Effects of Criteria (MEREC). Symmetry, 13(4), 525. DOI: 10.3390/sym13040525
Zadeh, L. A. (1965). Fuzzy sets. Information and Control, 8(3), 338–353. DOI: 10.1016/S0019-9958(65)90241-X