8,817 research outputs found

    Running to Your Own Beat:An Embodied Approach to Auditory Display Design

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    Personal fitness trackers represent a multi-billion-dollar industry, predicated on devices for assisting users in achieving their health goals. However, most current products only offer activity tracking and measurement of performance metrics, which do not ultimately address the need for technique related assistive feedback in a cost-effective way. Addressing this gap in the design space for assistive run training interfaces is also crucial in combating the negative effects of Forward Head Position, a condition resulting from mobile device use, with a rapid growth of incidence in the population. As such, Auditory Displays (AD) offer an innovative set of tools for creating such a device for runners. ADs present the opportunity to design interfaces which allow natural unencumbered motion, detached from the mobile or smartwatch screen, thus making them ideal for providing real-time assistive feedback for correcting head posture during running. However, issues with AD design have centred around overall usability and user-experience, therefore, in this thesis an ecological and embodied approach to AD design is presented as a vehicle for designing an assistive auditory interface for runners, which integrates seamlessly into their everyday environments

    LIPIcs, Volume 251, ITCS 2023, Complete Volume

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    LIPIcs, Volume 251, ITCS 2023, Complete Volum

    The Globalization of Artificial Intelligence: African Imaginaries of Technoscientific Futures

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    Imaginaries of artificial intelligence (AI) have transcended geographies of the Global North and become increasingly entangled with narratives of economic growth, progress, and modernity in Africa. This raises several issues such as the entanglement of AI with global technoscientific capitalism and its impact on the dissemination of AI in Africa. The lack of African perspectives on the development of AI exacerbates concerns of raciality and inclusion in the scientific research, circulation, and adoption of AI. My argument in this dissertation is that innovation in AI, in both its sociotechnical imaginaries and political economies, excludes marginalized countries, nations and communities in ways that not only bar their participation in the reception of AI, but also as being part and parcel of its creation. Underpinned by decolonial thinking, and perspectives from science and technology studies and African studies, this dissertation looks at how AI is reconfiguring the debate about development and modernization in Africa and the implications for local sociotechnical practices of AI innovation and governance. I examined AI in international development and industry across Kenya, Ghana, and Nigeria, by tracing Canada’s AI4D Africa program and following AI start-ups at AfriLabs. I used multi-sited case studies and discourse analysis to examine the data collected from interviews, participant observations, and documents. In the empirical chapters, I first examine how local actors understand the notion of decolonizing AI and show that it has become a sociotechnical imaginary. I then investigate the political economy of AI in Africa and argue that despite Western efforts to integrate the African AI ecosystem globally, the AI epistemic communities in the continent continue to be excluded from dominant AI innovation spaces. Finally, I examine the emergence of a Pan-African AI imaginary and argue that AI governance can be understood as a state-building experiment in post-colonial Africa. The main issue at stake is that the lack of African perspectives in AI leads to negative impacts on innovation and limits the fair distribution of the benefits of AI across nations, countries, and communities, while at the same time excludes globally marginalized epistemic communities from the imagination and creation of AI

    Legal Report on the Ecosystem Approach to Fisheries in Seychelles : An Analysis of the Ecosystem Approach to Fisheries in Selected National Policy and Legal Instruments of Seychelles

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    Legislating for an ecosystem approach to fisheries (EAF) is complex, due to the holistic nature of EAF involving multiple factors that underpin the social, economic, environmental, and institutional aspects of fisheries sustainability. These factors include ecosystems integration, risks, inter-sectoral collaboration, research, participatory processes, monitoring, control, surveillance, and enforcement, among others. To assess how the EAF is being implemented through national policy and legal frameworks, FAO developed A diagnostic tool for implementing an ecosystem approach to fisheries through national policy and legal frameworks. The present legal report on the EAF used the diagnostic tool to assess the alignment of selected policy and legal instruments of Seychelles with the EAF. This assessment analysed the extent to which 82 EAF legal requirements, which are considered the minimum standards in legislating for the EAF, are reflected in Seychelles' policies and legislation relevant to the fisheries sector of the country and other relevant sectors (such as environment, wildlife, ecosystems, and maritime affairs). Based on this preliminary diagnosis, gaps were identified in the assessed instruments, and recommendations were made for improving the implementation of the EAF. This report was elaborated following a participatory approach with the involvement of the national competent authorities of Seychelles. The report was drafted and submitted to the national authorities of Seychelles in October 2021. The Seychelles Fishing Authority endorsed this EAF Legal Report of Seychelles in December 2022

    Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua

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    Tesis por compendio[ES] El objetivo principal de la presente tesis es dilucidar los aspectos del modelo de habilidades, motivación y oportunidades (modelo AMO) que permitan determinar la relación que existe entre las prácticas de RRHH y la mejora de los resultados a nivel organizacional o individual. El objetivo se vehicula a través de preguntas de investigación específicas. Además, a través de métodos estadísticos evaluamos el alcance y difusión de los sistemas de alta implicación en el contexto laboral español, que posee unas particularidades específicas. Finalmente, investigamos qué modelo de interacción predice mejor la satisfacción laboral a nivel individual, el sumativo o el multiplicativo, lo cual constituye una de las grandes cuestiones no resueltas hasta la fecha. De nuestra investigación se desprende que el modelo AMO proporciona una estructura apropiada para explorar la relación entre la gestión de RRHH y los resultados a distintos niveles. Muchas investigaciones articulan sus análisis en base a las agrupaciones de prácticas planteadas por el modelo, y numerosos estudios confirman los efectos positivos de los sistemas de alta implicación. Sin embargo, no existe un consenso claro que permita generalizar los resultados y establecer una metodología única. De acuerdo con nuestra investigación, existen dos razones. En primer lugar, hay una gran variedad de enfoques metodológicos, que conducen a resultados muy diversos. Por otro lado, el modelo AMO se integra en un sistema de relaciones complejo, donde además de los mecanismos que moderan las relaciones internas de los sistemas de RRHH y los resultados, operan otros factores organizacionales, personales y externos. Puesto que existen múltiples realidades, definir políticas que garanticen un modelo de gestión único que se adapte a cualquier situación es complejo. Sin embargo, las evidencias demostradas en la literatura juegan sin duda un papel relevante a la hora de tomar decisiones. Con respecto a la difusión y grado de uso de los sistemas de RRHH en el contexto español, nuestros resultados indican que existe poca influencia de incentivos económicos basados en el rendimiento, quizás debido a la rigidez de la legislación laboral. Los modelos planteados, relacionados con la aplicación formal de sistemas de alta implicación tampoco predicen en gran medida los resultados individuales, aunque sí apuntan a que la categoría de habilidades, y en menor medida la de oportunidades tienen un efecto mayor sobre la satisfacción laboral. Sin embargo, observamos que muchos empleados tienen percepciones positivas en relación con la capacidad de participación, el trabajo en equipo, el intercambio de información, o la formación en el puesto de trabajo, que podrían no estar vinculadas con el diseño y la implantación formal de sistemas de RRHH. En este sentido, algunos estudios evidencian las diferencias entre España y otros países de referencia en relación con la utilización de prácticas de alta implicación. Esta tesis ofrece diversas contribuciones. En primer lugar, realizamos una síntesis exhaustiva de las características del modelo AMO y sus implicaciones teóricas y prácticas, y señalamos los aspectos que dificultan la generalización de resultados. En segundo lugar, analizamos el grado de uso de los sistemas de alta implicación en el contexto español, señalando las posibles carencias. Nuestras conclusiones pueden fomentar el desarrollo de medidas para incrementar la participación de los empleados, así como para romper las barreras que ralentizan la implantación de los sistemas de alta implicación. Por último, evaluamos la validez de los enfoques sumativo y multiplicativo del modelo para predecir la satisfacción laboral. Contribuimos de este modo al creciente interés por las percepciones de los empleados y los resultados a nivel individual, así como a la conveniencia de explorar enfoques distintos al aditivo para confirmar las supuestas sinergias de los sistemas de alta implicación.[CA] L'objectiu principal de la present tesi és dilucidar els aspectes del model d'habilitats, motivació i oportunitats (model AMO) que permeten determinar la relació que existeix entre les pràctiques de RRHH i la millora dels resultats a nivell organitzacional o individual. L'objectiu es vehicula a través de preguntes d'investigació específiques. A més, a través de mètodes estadístics avaluem l'abast i difusió dels sistemes d'alta implicació en el context laboral espanyol, que posseeix unes particularitats específiques. Finalment, investiguem quin model d'interacció prediu millor la satisfacció laboral a nivell individual, el sumatiu o el multiplicador, la qual cosa constitueix una de les grans qüestions no resoltes fins hui. De la nostra investigació es desprén que el model AMO proporciona una estructura apropiada per a explorar la relació entre la gestió de RRHH i els resultats a diferents nivells. Moltes investigacions articulen les seues anàlisis sobre la base de les agrupacions de pràctiques plantejades pel model, i nombrosos estudis confirmen els efectes positius dels sistemes d'alta implicació. No obstant això, no existeix un consens clar que permeta generalitzar els resultats i establir una metodologia única. D'acord amb la nostra investigació, existeixen dues raons. En primer lloc, hi ha una gran varietat d'enfocaments metodològics, que condueixen a resultats molt diversos. D'altra banda, el model AMO s'integra en un sistema de relacions complex, on a més dels mecanismes que moderen les relacions internes dels sistemes de RRHH i els resultats, operen altres factors organitzacionals, personals i externs. Com que existeixen múltiples realitats, definir polítiques que garantisquen un model de gestió únic que s'adapte a qualsevol situació és complex. No obstant això, les evidències demostrades en la literatura juguen sens dubte un paper rellevant a l'hora de prendre decisions. Respecte a la difusió i grau d'ús dels sistemes de RRHH en el context espanyol, observem diversos aspectes. Els nostres resultats indiquen que existeix poca influència d'incentius econòmics basats en el rendiment, potser a causa de la rigidesa de la legislació laboral. Els models plantejats, relacionats amb l'aplicació formal de sistemes d'alta implicació tampoc prediuen en gran manera els resultats individuals, encara que sí que apunten al fet que la categoria d'habilitats, i en menor mesura la d'oportunitats tenen un efecte major sobre la satisfacció laboral. No obstant això, observem que molts empleats tenen percepcions positives en relació amb la capacitat de participació, el treball en equip, l'intercanvi d'informació, o la formació en el lloc de treball, que podrien no estar vinculades amb el disseny i la implantació formal de sistemes de RRHH. En aquest sentit, alguns estudis evidencien les diferències entre Espanya i altres països de referència en relació amb la utilització de pràctiques d'alta implicació. Aquesta tesi ofereix diverses contribucions. En primer lloc, realitzem una síntesi exhaustiva de les característiques del model AMO i les seues implicacions teòriques i pràctiques, i assenyalem els aspectes que dificulten la generalització de resultats. En segon lloc, analitzem el grau d'ús dels sistemes d'alta implicació en el context espanyol, assenyalant les possibles mancances. Les nostres conclusions poden fomentar el desenvolupament de mesures per a incrementar la participació dels empleats, així com per a trencar les barreres que alenteixen la implantació dels sistemes d'alta implicació. Finalment, avaluem la validesa dels enfocaments sumatiu i multiplicador del model per a predir la satisfacció laboral. Contribuïm d'aquesta manera al creixent interés per les percepcions dels empleats i els resultats a nivell individual, així com a la conveniència d'explorar enfocaments diferents a l'additiu per a confirmar les suposades sinergies dels sistemes d'alta implicació.[EN] The main objective of this thesis is to elucidate the aspects of the abilities, motivation, and opportunities model (AMO model) that allow determining the relationship between HR practices and organizational or individual results improvement. The objective is conveyed through specific research questions. In addition, we assess the scope of high-involvement work systems (HIWS) in the Spanish labour context, which has specific particularities. Finally, we compare the predictive capacity of the summative and multiplicative approaches at the individual level, which is one of the unresolved questions to date. Our research shows that the AMO model provides an appropriate structure for exploring the relationship between HR management and outcomes at different levels. Many studies articulate their analyses based on the groupings of practices proposed by the model, and numerous studies confirm the positive effects of HIWS. However, there is no clear consensus to generalize the results and establish a single methodology. According to our research, there are two main reasons. First, there is a wide range of methodological approaches, which lead to very mixed results. On the other hand, the AMO model is integrated into a complex system of relationships, where in addition to the mechanisms that moderate the internal relationships of HR systems and the results, other organizational, personal, and external factors that shape these relationships operate. Since there are multiple realities, defining policies guaranteeing a single management model that adapts to any situation is complex. However, the evidence demonstrated in the HR literature undoubtedly plays an important role when making decisions. We observe several facets regarding the use of HR systems in the Spanish context. Our results indicate little influence of performance-based incentives, perhaps due to the rigidity of labour legislation. Concerning the formal implementation of HIWS, our proposed models do not predict, to a large extent, variations in job satisfaction, although abilities and opportunities categories have greater effects than motivation. Nevertheless, many employees have positive perceptions regarding engagement, teamwork, information sharing, or on-the-job training, which may not be linked to the formal implementation of HR systems. In this sense, some studies show differences between Spain and other reference countries concerning the use of HIWP. This thesis offers several contributions. First, we offer an exhaustive synthesis of the AMO model features and its theoretical and practical implications, and we point out the aspects that hinder the generalization of results. In-depth knowledge of the model acts as a guide for future research. Secondly, we analyse the degree of use of HIWS in the Spanish context, pointing out the possible shortcomings. Our conclusions may promote the development of policies to increase employee autonomy and participation, job satisfaction, and competitiveness, as well as to break down the institutional and cultural barriers that slow the implementation of HIWS. Finally, we assess the validity of the model's summative and multiplicative approaches to predicting job satisfaction. We thus contribute to the growing interest in employee perceptions and outcomes at the individual level and the desirability of exploring approaches other than additive to confirm the supposed synergies of HIWS.Martínez Tomás, J. (2022). Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/191463Compendi

    Constitutions of Value

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    Gathering an interdisciplinary range of cutting-edge scholars, this book addresses legal constitutions of value. Global value production and transnational value practices that rely on exploitation and extraction have left us with toxic commons and a damaged planet. Against this situation, the book examines law’s fundamental role in institutions of value production and valuation. Utilising pathbreaking theoretical approaches, it problematizes mainstream efforts to redeem institutions of value production by recoupling them with progressive values. Aiming beyond radical critique, the book opens up the possibility of imagining and enacting new and different value practices. This wide-ranging and accessible book will appeal to international lawyers, socio-legal scholars, those working at the intersections of law and economy and others, in politics, economics, environmental studies and elsewhere, who are concerned with rethinking our current ideas of what has value, what does not, and whether and how value may be revalued

    Science and Innovations for Food Systems Transformation

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    This Open Access book compiles the findings of the Scientific Group of the United Nations Food Systems Summit 2021 and its research partners. The Scientific Group was an independent group of 28 food systems scientists from all over the world with a mandate from the Deputy Secretary-General of the United Nations. The chapters provide science- and research-based, state-of-the-art, solution-oriented knowledge and evidence to inform the transformation of contemporary food systems in order to achieve more sustainable, equitable and resilient systems

    Economic and Social Consequences of the COVID-19 Pandemic in Energy Sector

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    The purpose of the Special Issue was to collect the results of research and experience on the consequences of the COVID-19 pandemic for the energy sector and the energy market, broadly understood, that were visible after a year. In particular, the impact of COVID-19 on the energy sector in the EU, including Poland, and the US was examined. The topics concerned various issues, e.g., the situation of energy companies, including those listed on the stock exchange, mining companies, and those dealing with renewable energy. The topics related to the development of electromobility, managerial competences, energy expenditure of local government units, sustainable development of energy, and energy poverty during a pandemic were also discussed
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