Interaction of directional, neuromuscular and egocentric constraints on the stability of preferred bimanual coordination patterns

We investigated how the relative direction of limb movements in external space (iso- and non-isodirectionality), muscular constraints (the relative timing of homologous muscle activation) and the egocentric frame of reference (moving simultaneously toward/away the longitudinal axis of the body) contribute to the stability of coordinated movements. In the first experiment, we attempted to determine the respective stability of isodirectional and non-isodirectional movements in between-persons coordination. In a second experiment, we determined the effect of the relative direction in external space, and of muscular constraints, on pattern stability during a within-person bimanual coordination task. In the third experiment we dissociated the effects on pattern stability of the muscular constraints, relative direction and egocentric frame of reference. The results showed that (1) simultaneous activation of homologous muscles resulted in more stable performance than simultaneous activation of non-homologous muscles during within-subject coordination, and that (2) isodirectional movements were more stable than non-isodirectional movements during between-persons coordination, confirming the role of the relative direction of the moving limbs in the stability of bimanual coordination. Moreover, the egocentric constraint was to some extent found distinguishable from the effect of the relative direction of the moving limbs in external space, and from the effect of the relative timing of muscle activation. In summary, the present study showed that relative direction of the moving limbs in external space and muscular constraints may interact either to stabilize or destabilize coordination patterns. (C) 2003 Published by Elsevier B.V.

The acquisition of movement skills: Practice enhances the dynamic stability of bimanual coordination

During bimanual movements, two relatively stable

Spontaneous transitions in the coordination of a whole body task

This paper describes an example of spontaneous transitions between qualitatively different coordination patterns during a cyclic lifting and lowering task. Eleven participants performed 12 trials of repetitive lifting and lowering in a ramp protocol in which the height of the lower shelf was raised or lowered I cm per cycle between 10 and 50 cm. Two distinct patterns of coordination were evident: a squat technique in which moderate range of hip, knee and ankle movement was utilised and ankle plantar-flexion occurred simultaneously with knee and hip extension; and a stoop technique in which the range of knee movement was reduced and knee and hip extension was accompanied by simultaneous ankle dorsi-flexion. Abrupt transitions from stoop to squat techniques were observed during descending trials, and from squat to stoop during ascending trials. Indications of hysteresis was observed in that transitions were more frequently observed during descending trials, and the average shelf height at the transition was 5 cm higher during ascending trials. The transitions may be a consequence of a trade-off between the biomechanical advantages of each technique and the influence of the lift height on this trade-off. (C) 2001 Elsevier Science B.V. All rights reserved.

The preparation of reach to grasp movements in adults with Down syndrome

The aim of this study was to determine the extent to which adults with Down syndrome (DS) are able to utilise advance information to prepare reach to grasp movements. The study comprised ten adults with DS; ten children matched to an individual in the group with DS on the basis of their intellectual ability, and twelve adult controls. The participants used their right hand to reach out and grasp illuminated perspex blocks. Four target blocks were positioned on a table surface, two to each side of the midsagittal plane. In the complete precue condition, participants were provided with information specifying the location of the target. In the partial precue condition, participants were given advance information indicating the location of the object relative to the midsagittal plane (left or right). In the null condition, advance information concerning the position of the target object was entirely ambiguous. It was found that both reaction times and movement times were greater for the participants with DS than for the adults without DS. The reaction times exhibited by individuals with DS in the complete precue condition were lower than those observed in the null condition, indicating that they had utilised advance information to prepare their movements. In the group with DS, when advance information specified only the location of the target object relative to the midline, reaction times were equivalent to those obtained when ambiguous information was given. In contrast, the adults without DS exhibited reaction times that were lower in both the complete and partial precue conditions when compared to the null condition. The pattern of results exhibited by the children was similar to that of the adults without DS. The movement times exhibited by all groups were not influenced by the precue condition. In summary, our findings indicate that individuals with DS are able to use advance information if it specifies precisely the location of the target object in order to prepare a reach to grasp movement. The group with DS were unable, however, to obtain the normal advantage of advance information specifying only one dimension of the movement goal (i.e., the position of an object relative to the body midline). (C) 2001 Elsevier Science B.V. All rights reserved.

Spectator understanding of error in performance

The development of computer-based devices for music control has created a need to study how spectators understand new performance technologies and practices. As a part of a larger project examining how interactions with technology can be communicated to spectators, we present a model of a spectator's understanding of error by a performer. This model is broadly applicable throughout HCI, as interactions with technology are increasingly public and spectatorship is becoming more common.

Children’s attributions of belief to humans and God: cross-cultural evidence

The capacity to attribute beliefs to others in order to understand action is one of the mainstays of human cognition. Yet it is debatable whether children attribute beliefs in the same way to all agents. In this paper, we present the results of a false-belief task concerning humans and God run with a sample of Maya children aged 4–7, and place them in the context of several psychological theories of cognitive development. Children were found to attribute beliefs in different ways to humans and God. The evidence also speaks to the debate concerning the universality and uniformity of the development of folk-psychological reasoning.

Robust Multimodal Person Identification With Limited Training Data

This paper presents a novel method of audio-visual feature-level fusion for person identification where both the speech and facial modalities may be corrupted, and there is a lack of prior knowledge about the corruption. Furthermore, we assume there are limited amount of training data for each modality (e.g., a short training speech segment and a single training facial image for each person). A new multimodal feature representation and a modified cosine similarity are introduced to combine and compare bimodal features with limited training data, as well as vastly differing data rates and feature sizes. Optimal feature selection and multicondition training are used to reduce the mismatch between training and testing, thereby making the system robust to unknown bimodal corruption. Experiments have been carried out on a bimodal dataset created from the SPIDRE speaker recognition database and AR face recognition database with variable noise corruption of speech and occlusion in the face images. The system's speaker identification performance on the SPIDRE database, and facial identification performance on the AR database, is comparable with the literature. Combining both modalities using the new method of multimodal fusion leads to significantly improved accuracy over the unimodal systems, even when both modalities have been corrupted. The new method also shows improved identification accuracy compared with the bimodal systems based on multicondition model training or missing-feature decoding alone.

Understanding perception and action in sport:How can virtual reality technology help?

Although technology can facilitate improvements in performance by allowing us to understand, monitor and evaluate performance, improvements must ultimately come from within the athlete. The first part of this article will focus on understanding how perception and action relate to performance from two different theoretical viewpoints. The first will be predominantly a cognitive or indirect approach that suggests that expertise and decision-making processes are mediated by athletes accruing large knowledge bases that are built up through practice and experience. The second, and alternative approach, will advocate a more 'direct' solution, where the athlete learns to 'tune' into the relevant information that is embedded in their relationship with the surrounding environment and unfolding action. The second part of the article will attempt to show how emerging virtual reality technology is revealing new evidence that helps us understand elite performance. Possibilities of how new types of training could be developed from this technology will also be discussed. © 2014 Crown Copyright.

Cognition, metacognition and patient safety

This article explores the factors that contribute to patient safety incidents. It highlights the importance of human factors in influencing the clinician's performance. Rather than focusing on clinical skills, the article explores the range of non-technical skills which are seen to each contribute to patient safety, including: communication, teamworking, leadership, active followership, situational awareness, decision-making, assertiveness, and workload management. It asks how cognitive processes can influence safe decision-making.

Multi-scale cortical keypoints for realtime hand tracking and gesture recognition

Human-robot interaction is an interdisciplinary research area which aims at integrating human factors, cognitive psychology and robot technology. The ultimate goal is the development of social robots. These robots are expected to work in human environments, and to understand behavior of persons through gestures and body movements. In this paper we present a biological and realtime framework for detecting and tracking hands. This framework is based on keypoints extracted from cortical V1 end-stopped cells. Detected keypoints and the cells’ responses are used to classify the junction type. By combining annotated keypoints in a hierarchical, multi-scale tree structure, moving and deformable hands can be segregated, their movements can be obtained, and they can be tracked over time. By using hand templates with keypoints at only two scales, a hand’s gestures can be recognized.

Integração de um sistema de gestão de informação clínica hospitalar numa unidade de cuidados continuados

O crescimento da população idosa impõe o desenvolvimento de serviços de qualidade orientados para as necessidades comuns desta faixa etária. A área dos cuidados continuados corresponde a um segmento em crescimento com um forte potencial de desenvolvimento no que concerne ao domínio dos sistemas de informação (SI). O presente trabalho pressupõe o acompanhamento do processo de integração de um SI de uma Unidade Hospitalar (UH) numa Unidade de Cuidados Continuados (UCC) para idosos. A análise envolveu o recurso à Teoria Actor-network (ANT), enquanto posicionamento teórico de relevo para o desenvolvimento de SI. Esta teoria coloca, equitativamente, em destaque os factores humano e não humano como concorrentes para o sucesso no desenvolvimento de um SI. O processo em destaque neste trabalho envolveu a análise compreensiva dos SI das unidades de saúde envolvidas; monitorização e descrição do processo de integração do SI de inspiração hospitalar na UCC; avaliação do resultado final; estabelecimento de requisitos fundamentais para o desenho de um SI adaptado a uma organização prestadora de cuidados continuados a idosos. Estas etapas foram desenvolvidas tendo por base a concretização de 3 ciclos, integradores dos conceitos da ANT com o processo de Engenharia de Requisitos: Ciclo 1 - análise do sistema sócio-técnico; Ciclo 2 – desenho do novo sistema sócio-técnico; Ciclo 3 – transformação da rede sócio-técnica. A metodologia inerente ao processo envolveu a análise documental, realização de notas de campo, entrevista e questionário. Os requisitos são apresentados através da conceptualização de um SI denominado Gestão de Cuidados Residenciais (GCR). Conclui-se, que para que um SI resulte com eficácia, eficiência e efetividade para uma organização, deverá revelar-se adaptado ao propósito e missão da organização em causa, sob pena de induzir fragilidade ao ciclo operacional e ao modelo de gestão de informação.

Using social semantic knowledge to improve annotations in personal photo collections

Instituto Politécnico de Lisboa (IPL) e Instituto Superior de Engenharia de Lisboa (ISEL)apoio concedido pela bolsa SPRH/PROTEC/67580/2010, que apoiou parcialmente este trabalho

La délocalisation et son impact sur les employés transférés: une étude de cas dans le secteur des services

Les transformations économiques visant la création d’un marché mondial unique, le progrès technologique et la disponibilité d’une main-d’œuvre qualifiée dans les pays à bas salaire amènent les dirigeants des entreprises à réexaminer l’organisation et la localisation de leurs capacités productives de façon à en accroître la flexibilité qui est, selon plusieurs, seule garante de la pérennité de l’organisation (Atkinson, 1987; Patry, 1994; Purcell et Purcell, 1998; Kennedy 2002; Kallaberg, Reynolds, Marsden, 2003; Berger, 2006). Une stratégie déployée par les entreprises pour parvenir à cette fin est la délocalisation (Kennedy, 2002; Amiti et Wei, 2004; Barthélemy, 2004; Trudeau et Martin, 2006; Olsen, 2006). La technologie, l’ouverture des marchés et l’accès à des bassins nouveaux de main-d’œuvre qualifiée rendent possible une fragmentation de la chaîne de production bien plus grande qu’auparavant, et chaque maillon de cette chaîne fait l’objet d’un choix de localisation optimale (Hertveldt et al., 2005). Dans ces conditions, toutes les activités qui ne requièrent aucune interaction complexe ou physique entre collègues ou entre un employé et un client, sont sujettes à être transférées chez un sous-traitant, ici ou à l’étranger (Farrell, 2005). La plupart des recherches traitant de l’impartition et des délocalisations se concentrent essentiellement sur les motivations patronales d’y recourir (Lauzon-Duguay, 2005) ou encore sur les cas de réussites ou d’échecs des entreprises ayant implanté une stratégie de cette nature (Logan, Faught et Ganster, 2004). Toutefois, les impacts sur les employés de telles pratiques ont rarement été considérés systématiquement dans les recherches (Benson, 1998; Kessler, Coyle-Shapiro et Purcell, 1999; Logan et al., 2004). Les aspects humains doivent pourtant être considérés sérieusement, car ils sont à même d’être une cause d’échec ou de réussite de ces processus. La gestion des facteurs humains entourant le processus de délocalisation semble jouer un rôle dans l’impact de l’impartition sur les employés. Ainsi, selon Kessler et al. (1999), la façon dont les employés perçoivent la délocalisation serait influencée par trois facteurs : la manière dont ils étaient gérés par leur ancien employeur (context), ce que leur offre leur nouvel employeur (pull factor) et la façon dont ils sont traités suite au transfert (landing). La recherche vise à comprendre l’impact de la délocalisation d’activités d’une entreprise sur les employés ayant été transférés au fournisseur. De façon plus précise, nous souhaitons comprendre les effets que peut entraîner la délocalisation d’une entreprise « source » (celle qui cède les activités et les employés) à une entreprise « destination » (celle qui reprend les activités cédées et la main-d’œuvre) sur les employés transférés lors de ce processus au niveau de leur qualité de vie au travail et de leurs conditions de travail. Plusieurs questions se posent. Qu’est-ce qu’un transfert réussi du point de vue des employés? Les conditions de travail ou la qualité de vie au travail sont-elles affectées? À quel point les aspects humains influencent-t-ils les effets de la délocalisation sur les employés? Comment gérer un tel transfert de façon optimale du point de vue du nouvel employeur? Le modèle d’analyse est composé de quatre variables. La première variable dépendante (VD1) de notre modèle correspond à la qualité de vie au travail des employés transférés. La seconde variable dépendante (VD2) correspond aux conditions de travail des employés transférés. La troisième variable, la variable indépendante (VI) renvoie à la délocalisation d’activités qui comporte deux dimensions soit (1) la décision de délocalisation et (2) le processus d’implantation. La quatrième variable, la variable modératrice (VM) est les aspects humains qui sont examinés selon trois dimensions soit (1) le contexte dans l’entreprise « source » (Context), (2) l’attrait du nouvel employeur (pull factor) et (3) la réalité chez le nouvel employeur (landing). Trois hypothèses de recherche découlent de notre modèle d’analyse. Les deux premières sont à l’effet que la délocalisation entraîne une détérioration de la qualité de vie au travail (H1) et des conditions de travail (H2). La troisième hypothèse énonce que les aspects humains ont un effet modérateur sur l’impact de la délocalisation sur les employés transférés (H3). La recherche consiste en une étude de cas auprès d’une institution financière (entreprise « source ») qui a délocalisé ses activités technologiques à une firme experte en technologies de l’information (entreprise « destination »). Onze entrevues semi-dirigées ont été réalisées avec des acteurs-clés (employés transférés et gestionnaires des deux entreprises). Les résultats de la recherche indiquent que la délocalisation a de façon générale un impact négatif sur les employés transférés. Par contre, cette affirmation n’est pas généralisable à tous les indicateurs étudiés de la qualité de vie au travail et des conditions de travail. Les résultats mettent en évidence des conséquences négatives en ce qui a trait à la motivation intrinsèque au travail, à l’engagement organisationnel ainsi qu’à la satisfaction en lien avec l’aspect relationnel du travail. La délocalisation a également entraîné une détérioration des conditions de travail des employés transférés soit au niveau de la sécurité d’emploi, du contenu et de l’évaluation des tâches, de la santé et sécurité au travail et de la durée du travail. Mais, d’après les propos des personnes interviewées, les conséquences les plus importantes sont sans aucun doute au niveau du salaire et des avantages sociaux. Les conséquences de la délocalisation s’avèrent par contre positives lorsqu’il est question de l’accomplissement professionnel et de la satisfaction de l’aspect technique du travail. Au niveau de la confiance interpersonnelle au travail, l’organisation du travail, la formation professionnelle ainsi que les conditions physiques de l’emploi, les effets ne semblent pas significatifs d’après les propos recueillis lors des entrevues. Enfin, les résultats mettent en évidence l’effet modérateur significatif des aspects humains sur les conséquences de la délocalisation pour les employés transférés. L’entreprise « source » a tenté d’amoindrir l’impact de la délocalisation, mais ce ne fut pas suffisant. Comme les employés étaient fortement attachés à l’entreprise « source » et qu’ils ne désiraient pas la quitter pour une entreprise avec une culture d’entreprise différente qui leur paraissait peu attrayante, ces dimensions des aspects humains ont en fait contribué à amplifier les impacts négatifs de la délocalisation, particulièrement sur la qualité de vie au travail des employés transférés. Mots clés : (1) délocalisation, (2) impartition, (3) transfert d’employés, (4) qualité de vie au travail, (5) conditions de travail, (6) technologies de l’information, (7) entreprise, (8) gestion des ressources humaines.