Inertial measurement units (IMUs) allow for measurements of kinematic movements outside the laboratory, persevering the athlete-environment relationship. To use IMUs in a sport-specific setting, it is necessary to validate sport-specific movements. The aim of this study was to assess the concurrent validity of the Xsens IMU system by comparing it to the Vicon optoelectronic motion system for lower-limb joint angle measurements during jump-landing and change-of-direction tasks. Ten recreational athletes performed four tasks; single-leg hop and landing, running double-leg vertical jump landing, single-leg deceleration and push off, and sidestep cut, while kinematics were recorded by 17 IMUs (Xsens Technologies B.V.) and eight motion capture cameras (Vicon Motion Systems, Ltd). Validity of lower-body joint kinematics was assessed using measures of agreement (cross-correlation: XCORR) and error (root mean square deviation and amplitude difference). Excellent agreement was found in the sagittal plane for all joints and tasks (XCORR > 0.92). Highly variable agreement was found for knee and ankle in transverse and frontal plane. Relatively high error rates were found in all joints. In conclusion, this study shows that the Xsens IMU system provides highly comparable waveforms of sagittal lower-body joint kinematics in sport-specific movements. Caution is advised interpreting frontal and transverse plane kinematics as between-system agreement highly varied.
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Climate change adaptation requires understanding of complex social ecological systems (SESs). One source of uncertainty in complex SESs is ambiguity, defined as the range and variety of existing perceptions in and of an SES, which are considered equally valid, resulting in a lack of a unique or single system understanding. Current modelling practices that acknowledge the presence of ambiguity in SESs focus on finding consensus with stakeholders; however, advanced methods for explicitly representing and aggregating ambiguity in SESs are underdeveloped. Moreover, understanding the influences of ambiguity on SES representation is limited. This paper demonstrates the presence and range of ambiguities in endogenous and exogenous system drivers and internal relationships based on individual fuzzy cognitive maps derived from stakeholder perceptions of climate change adaptation in Kenya and introduces an ambiguity based modelling process. Our results indicate that acknowledging ambiguity fundamentally changes SES representation and more advanced methods are required.
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Insider ethnographic analysis is used to analyze change processes in an engineering department. Distributed leadership theory is used as conceptual framework.
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In recent years, there have been significant changes in weather patterns, mainly caused by sharp increases in temperature, increases in carbon dioxide, and fluctuations in precipitation levels, negatively impacting agricultural production. Agricultural systems are characterized by being vulnerable to the variation of biophysical and socioeconomic factors involved in the development of agricultural activities. Agent-based models (ABMs) enable the study, analysis, and management of ecosystems through their ability to represent networks and their spatial nature. In this research, an ABM is developed to evaluate the behavior and determine the vulnerability in the sugarcane agricultural system; allowing the capitalization of knowledge through characteristics such as social ability and autonomy of the modeled agents through fuzzy logic and system dynamics. The methodol-ogy used includes information networks for a dynamic assessment of agricultural risk modeled by time series, system dynamics, uncertain parameters, and experience; which are developed in three stages: vulnerability indicators, crop vulnerability, and total system vulnerability. The development of ABM, a greater impact on the environmental contingency is noted due to the increase in greenhouse gas emissions and the exponential increase in extreme meteorological phenomena threatening the cultivation of sugarcane, making the agricultural sector more vulnerable and reducing the yield of the harvest.
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Abstract The emergence of new technologies such as mp3 and music streaming, and the accompanying digital transformation of the music industry, have led to the shift and change of the entire music industry’s value chain. While music is increasingly being consumed through digital channels, the number of empirical studies, particularly in the field of music copyright in the digital music industry, is limited. Every year, rightsholders of musical works, valued 2.5 billion dollars, remain unknown. The objectives of this study are twofold: First to understand and describe the structure and process of the Dutch music copyright system including the most relevant actors within the system and their relations. Second to apply evolutionary economics approach and Values Sensitive Design method within the context of music copyright through positive-empirical perspective. For studies of technological change in existing markets, the evolutionary economics literature provides a coherent and evidence-based foundation. The actors are generally perceived as being different, for example with regard to their access to information, their ability to handle information, their capital and knowledge base (asymmetric information). Also their norms, values and roles can differ. Based on an analysis of documents and held expert interviews, we find that the collection and distribution of the music copyright money is still based on obsolete laws, neoclassical paradigm and legacy IT-system. Finally, we conclude that the rightsholders are heterogenous and have asymmetrical information and negotiating power. The outcomes of this study contribute to create a better understanding of impact of digitization of music copyright industry and empower the stakeholders to proceed from a more informed perspective on redesigning and applying the future music copyright system and pre-digital norms and values amongst actors.
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Behaviour Change Support Systems (BCSS), already running for the 10th time at Persuasive Technology, is a workshop that builds around the concept of systems that are specifically designed to help and support behaviour change in individuals or groups. The highly multi-disciplinary nature of designing and implementing behaviour change strategies and systems for the strategies has been in the forefront of this workshop from the very beginning. The persuasive technology field is becoming a linking pin connecting natural and social sciences, requiring a holistic view on persuasive technologies, as well as multi-disciplinary approach for design, implementation, and evaluation. So far, the capacities of technologies to change behaviours and to continuously monitor the progress and effects of interventions are not being used to its full potential. The use of technologies as persuaders may shed a new light on the interaction process of persuasion, influencing attitudes and behaviours. Yet, although human- computer interaction is social in nature and people often do see computers as social actors, it is still unknown how these interactions re-shape attitude, beliefs, and emotions, or how they change behaviour, and what the drawbacks are for persuasion via technologies. Humans re-shape technology, changing their goals during usage. This means that persuasion is not a static ad hoc event but an ongoing process. Technology has the capacity to create smart (virtual) persuasive environments that provide simultaneously multimodal cues and psycho-physiological feedback for personal change by strengthening emotional, social, and physical presence. An array of persuasive applications has been developed over the past decade with an aim to induce desirable behaviour change. Persuasive applications have shown promising results in motivating and supporting people to change or adopt new behaviours and attitudes in various domains such as health and wellbeing, sustainable energy, education, and marketing. This workshop aims at connecting multidisciplinary researchers, practitioners and experts from a variety of scientific domains, such as information sciences, human-computer interaction, industrial design, psychology and medicine. This interactive workshop will act as a forum where experts from multiple disciplines can present their work, and can discuss and debate the pillars for persuasive technology.
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Evidence-informed change (EIC) has gained attention recently because it is seen as a lever to enhance the effectiveness and sustainability of educational change. Important questions are: how is EIC conceptualized, what counts as evidence, and what factors can support EIC in practice? Because of the complexity of EIC, we aimed to understand these factors from a systems perspective. Different parts of the educational system (e.g. policy, practice of teachers’ and school leaders, research) are interrelated and need to be aligned for effective and sustainable change. Based on our scoping review we propose a model that conceptualizes EIC, identifies and defines different sources of evidence, and discusses influencing factors describing a system's readiness and capacity for EIC. Our results are an important step forward in understanding and supporting EIC in practice and developing targeted policy. This article also defines a common ground for future research, bringing together insights in an integrated framework of evidence-informed change.
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Mainstream views of Dutch foreign policy seem to be based upon a persistent assumption that, as a small Western European country, foreign policy is characterized by fundamental stability and continuity. In some regards this stability has almost become a policy and organizational guideline; however, this emphasis on stability as an empirical reality and management standard may be the result of inadequate concepts and models of foreign policy and organizational change. The following research questions are addressed in this article. What are the main carriers and barriers in Dutch foreign policy and organizational change? How can insights from international relations studies, and policy and organization studies be combined to give a model of foreign policy and organizational change? We propose a model based on 11 carriers and barriers for change at four levels of analysis: the international system; the national system; the organizational system; and the individual system. These carriers and barriers are used to explain three types of foreign policy change: policy instruments; strategy and goals; and political and normative foundations. Organizational change concerns: (1) change of roles; (2) change of tasks; (3) change of size of tasks and roles; (4) change of division of tasks and roles; and (5) change of the portfolio of tasks and roles. We discuss Dutch foreign policy towards its former colony Surinam and end with some suggestions for further research.
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Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management organisations that had recently implemented a new business information system. The research data were obtained through both qualitative and quantitative data collection. The qualitative investigation revealed that through leading by good example a manager has a positive influence on their employees' willingness to change. However, the quantitative investigation showed that there is no relationship between transformational leadership and the motivational factors of willingness to change. Finally, the study showed that the most important factors of employees' willingness to change are timing, involvement, emotions, necessity, and added value.
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Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management organisations that had recently implemented a new business information system. The research data were obtained through both qualitative and quantitative data collection. The qualitative investigation revealed that through leading by good example a manager has a positive influence on their employees' willingness to change. However, the quantitative investigation showed that there is no relationship between transformational leadership and the motivational factors of willingness to change. Finally, the study showed that the most important factors of employees' willingness to change are timing, involvement, emotions, necessity, and added value
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