Le facteur humain au coeur de l'intelligence collective

Pour que l’Intelligence collective soit pleinement efficiente, la reconnaissance individuelle dans le groupe doit être privilégiée. En effet, l’Intelligence collective qui a pour fin ultime, la performance, dépend étroitement de la bonne coopération de l’homme. Ainsi les paramètres de la communication doivent aider à mieux appréhender l’homme pour qu’il se sente pleinement reconnu et par conséquent motivé à oeuvrer pour une véritable coopération et plus encore pour une co construction avec autrui d’un savoir. For collective intelligence to be effective, individual recognition within the group must be privileged. Indeed, collective intelligence has as its ultimate objective performance, and this depends on good cooperation between humans.So the criterion for communication must help humans to understand each other better so that they feel recognized and thus motivated to work in full cooperation and to create knowledge with others

Quality Indicators for Colonoscopy Procedures: A Prospective Multicentre Method for Endoscopy Units

BACKGROUND AND AIMS: Healthcare professionals are required to conduct quality control of endoscopy procedures, and yet there is no standardised method for assessing quality. The topic of the present study was to validate the applicability of the procedure in daily practice, giving physicians the ability to define areas for continuous quality improvement. METHODS: In ten endoscopy units in France, 200 patients per centre undergoing colonoscopy were enrolled in the study. An evaluation was carried out based on a prospectively developed checklist of 10 quality-control indicators including five dependent upon and five independent of the colonoscopy procedure. RESULTS: Of the 2000 procedures, 30% were done at general hospitals, 20% at university hospitals, and 50% in private practices. The colonoscopies were carried out for a valid indication for 95.9% (range 92.5-100). Colon preparation was insufficient in 3.7% (range 1-10.5). Colonoscopies were successful in 95.3% (range 81-99). Adenoma detection rate was 0.31 (range 0.17-0.45) in successful colonoscopies. CONCLUSION: This tool for evaluating the quality of colonoscopy procedures in healthcare units is based on standard endoscopy and patient criteria. It is an easy and feasible procedure giving the ability to detect suboptimal practice and differences between endoscopy-units. It will enable individual units to assess the quality of their colonoscopy techniques

Impact de la communication voco-visuelle dans le management sur la motivation des collaborateurs

Our research work wishes to highlight the importance of the relationship between the vocal and physical behaviour of the manager and team motivation. In order to investigate this important relationship, a survey by means of a questionnaire and two field studies were undertaken. The survey has notably showed that in communication situations the working population questioned is above all sensitive to physical behaviour. The people questioned often put vocal communication in second place. It should be noted that their principal factor of motivation within the professional environment is recognition and respect for the individual. According to them, for physical behaviour, it is mainly through the eyes, followed by facial expressions and then the manager's posture that recognition and respect for the individual are expressed. With regard to vocal behaviour, these elements can be expressed through the intonation, tone and loudness of the voice. The field studies and the decision to prioritize the analysis of physical behaviour allowed us to confirm whether this body language, a sign of recognition and respect of the individual and therefore source of motivation, was a reality and resulted in a successful contact. In the working place, the way the manager looks at his team, notably, can be lacking or even absent and consequently this absence can be perceived as a closure. Therefore, if we follow our logic, this could have an influence on staff motivation. We therefore decided to complete our field studies by having the teams pass a connotation test to find out their real feelings towards their manager's behaviour. It appears that the manager's recognition for them takes second place to other equally necessary managerial qualities such as strength, endurance and a proactive personality which are widely accepted. The conclusions of the questionnaire survey have therefore been confirmed by the qualitative study. By proceeding stage by stage, our research has therefore managed to confirm the real relationship between the principal factor of motivation for staff "recognition and respect of the individual" and the physical behaviour "look, facial expression and posture" which expresses this recognition. And by really taking into consideration the relationship of vocal and visual behaviour to motivation, every manager can encourage a better quality of understanding within his team. This active listening will allow him to build a complementary and successful team by placing the right person in the right place! Henceforth, every individual's satisfaction at work becomes progressively a collective effort and a real social culture within the working place begins to grow

Proceedings of the Second International Workshop on Semantic Web for Scientific Heritage (SW4SH 2016) co-located with the 13th Extended Semantic Web Conference (ESWC 2016)

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