The document discusses inspiration and thinking in industrial design. It addresses what inspiration is, how forms relate to aesthetics and emotions, and how emotions motivate interaction. It also examines tools for thinking, types of thinking like breakthrough thinking, and how to avoid barriers to creative thinking. The document proposes further work on inspiration protocols, relationships between thinking and inspiration, and inspiration through interaction media.
Robert Katz identified 3 key skills for effective executives:
1) Conceptual skills - seeing the big picture and understanding complex relationships between different parts of an organization.
2) Human skills - understanding other people, communicating effectively, and motivating others.
3) Technical skills - having expertise in a specific business or management function. Effective executives draw from all 3 skills depending on the situation.
The document discusses three skills that are important for an effective executive:
1. Conceptual skills - The ability to understand complex situations and see the big picture. This includes skills like strategic thinking, problem solving, and decision making.
2. Human skills - Skills for motivating, communicating with, and developing people. This involves skills like leadership, team building, and coaching.
3. Technical skills - Expertise in a specific business function like finance, marketing, or operations. While not as important as conceptual and human skills, technical skills are still needed for credibility.
The document discusses various theories of motivation. It begins by defining motivation as the psychological forces that determine a person's behavior, effort level, and persistence. It then covers several content theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and ERG theory, which all examine how unsatisfied needs can motivate behavior. It also discusses McClelland's needs for achievement, affiliation, and power. Next, it covers process theories, including equity theory, expectancy theory, goal setting theory, and learning theories such as operant conditioning and social learning theory. The document provides an overview of key concepts from each theory to explain what motivates employee behavior in organizations.
The document provides information about a Myers-Briggs Type Indicator (MBTI) Work Styles Report for Jane Sample and John Sample. The report aims to help improve their working relationship by better understanding their communication styles, information gathering, decision making, and project management based on their MBTI preferences. It identifies their individual MBTI types, describes how their types may affect their work approaches, and provides suggestions to address potential problems arising from differences in their types.
The document discusses two different leadership styles - George's style which is tough, results-oriented, and takes a "take no prisoner" attitude, and Paul's style which is empathetic, inspirational, and nice. It analyzes which style Paul should take based on theories around good cop/bad cop interrogations. However, it ultimately suggests that employees are not prisoners and a single leadership style may not be best. Paul may need to adapt his style depending on the situation.
El documento describe la historia del Internet, incluyendo que fue creado por Estados Unidos en 1969 como una red militar llamada ARPANET que conectaba 4 universidades, y desde entonces ha crecido para incluir uso comercial y sitios populares como Facebook, YouTube y Twitter.
This document discusses the future of persuasion in an era of ubiquitous connectivity and technology. It notes that persuasion has always been central to power, from ancient rhetoric to modern advertising. Emerging technologies like personalized data analysis, immersive media, and awareness of human behavior and desires will open new avenues for both persuasion and defending against unwanted persuasion. The document examines the key "forces of persuasion" that will drive change and shape applications in markets, health, learning and governance. It argues that the relationship between persuading and being persuaded will co-evolve rapidly and impact technology, innovation and society in both positive and negative ways, depending on how these new powers are used.
Robert Katz identified 3 key skills for effective executives:
1) Conceptual skills - seeing the big picture and understanding complex relationships between different parts of an organization.
2) Human skills - understanding other people, communicating effectively, and motivating others.
3) Technical skills - having expertise in a specific business or management function. Effective executives draw from all 3 skills depending on the situation.
The document discusses three skills that are important for an effective executive:
1. Conceptual skills - The ability to understand complex situations and see the big picture. This includes skills like strategic thinking, problem solving, and decision making.
2. Human skills - Skills for motivating, communicating with, and developing people. This involves skills like leadership, team building, and coaching.
3. Technical skills - Expertise in a specific business function like finance, marketing, or operations. While not as important as conceptual and human skills, technical skills are still needed for credibility.
The document discusses various theories of motivation. It begins by defining motivation as the psychological forces that determine a person's behavior, effort level, and persistence. It then covers several content theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and ERG theory, which all examine how unsatisfied needs can motivate behavior. It also discusses McClelland's needs for achievement, affiliation, and power. Next, it covers process theories, including equity theory, expectancy theory, goal setting theory, and learning theories such as operant conditioning and social learning theory. The document provides an overview of key concepts from each theory to explain what motivates employee behavior in organizations.
The document provides information about a Myers-Briggs Type Indicator (MBTI) Work Styles Report for Jane Sample and John Sample. The report aims to help improve their working relationship by better understanding their communication styles, information gathering, decision making, and project management based on their MBTI preferences. It identifies their individual MBTI types, describes how their types may affect their work approaches, and provides suggestions to address potential problems arising from differences in their types.
The document discusses two different leadership styles - George's style which is tough, results-oriented, and takes a "take no prisoner" attitude, and Paul's style which is empathetic, inspirational, and nice. It analyzes which style Paul should take based on theories around good cop/bad cop interrogations. However, it ultimately suggests that employees are not prisoners and a single leadership style may not be best. Paul may need to adapt his style depending on the situation.
El documento describe la historia del Internet, incluyendo que fue creado por Estados Unidos en 1969 como una red militar llamada ARPANET que conectaba 4 universidades, y desde entonces ha crecido para incluir uso comercial y sitios populares como Facebook, YouTube y Twitter.
This document discusses the future of persuasion in an era of ubiquitous connectivity and technology. It notes that persuasion has always been central to power, from ancient rhetoric to modern advertising. Emerging technologies like personalized data analysis, immersive media, and awareness of human behavior and desires will open new avenues for both persuasion and defending against unwanted persuasion. The document examines the key "forces of persuasion" that will drive change and shape applications in markets, health, learning and governance. It argues that the relationship between persuading and being persuaded will co-evolve rapidly and impact technology, innovation and society in both positive and negative ways, depending on how these new powers are used.
This document discusses various aspects of aesthetics including formal, expressive, and symbolic qualities. It explains that while sensory stimulation is important for aesthetic experience, arousing emotions and expressing feelings through objects are also key factors. Aesthetic experience can provide pleasure to the body through the senses, stimulation to the mind through cognitive processes, and satisfaction to the soul by expressing or evoking feelings. Both aesthetic and instrumental values can be derived from the qualities of objects and environments. Aesthetic value provides non-utilitarian pleasure and satisfaction, while instrumental value results from achieving goals beyond aesthetics, such as comfort, efficiency, or attractiveness.
Workplace Emotions%2 C Attitudes%2 C %26 Stressamarwfs
This chapter discusses workplace emotions, attitudes, and stress. It defines emotions and differentiates them from attitudes. It presents models of how emotions and attitudes interact and influence behavior. The chapter also covers topics like emotional labor, emotional intelligence, job satisfaction, organizational commitment, stress, and stress management. It provides an overview of these concepts and how they relate to the workplace.
The document summarizes key topics from Chapter 8 of the book "Organizational Behavior" by Robbins & Judge, 13th Edition. The chapter discusses emotions and moods, differentiating between the two concepts. It identifies the basic emotions and moods, and explores the sources and functions of emotions and moods. The chapter also examines emotional labor, Affective Events Theory, emotional intelligence, and the implications of emotions and moods for organizational behavior issues across cultures.
Emotions And Moods - Organizational Behavior - PsychologyFaHaD .H. NooR
Introduces us the the concepts of emotions and moods and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice.As mentioned, emotions and moods were dismissed by OB for a long time. One of the primary reasons was the “Myth of Rationality” that suggested that OB comprised rational concepts and applications and emotions and moods were seen as highly irrational. Emotions were thought to be disruptive of organizational activity and decreased productivity. Because they were perceived as irrational the belief was that they were unpredictable and therefore not easily influenced. We now know this is untrue.Affect is a generic term that covers a broad range of feelings people experience. This includes both emotions and moods. Emotions are intense feelings that are directed at someone or something. Moods are the feelings that tend to be less intense than emotions and that lack a contextual stimulus.
Rational emotive behavior therapy notes includes explanation procedure and a example for easy understanding. It also includes benefits of rebt
Rational emotive behavior therapy (REBT) is a type of therapy introduced by Albert Ellis in the 1950s. It's an approach that helps you identify irrational beliefs and negative thought patterns that may lead to emotional or behavioral issues
REBT is an educational process in which the therapist teaches the client how to identify irrational beliefs, dispute them, and replace them with rational ones. Once the client is equipped with healthy beliefs, emotional difficulties and problematic behavior are abated.
Ellen West - Making a space for creativity in university business classes: vo...Inger Kristine Pitts
This document summarizes Ellen West's presentation on making space for creativity in business school classes. It discusses how she incorporates creative assignments and activities in her organizational change and creativity/innovation courses at Portland State University. Examples include having students interpret organizational transitions through art, music, films and poetry. Student feedback indicates they respond positively to these creative opportunities and are willing to take more risks. West reflects on lessons learned from these experiences and plans to further measure the impact and develop creativity-focused courses.
This document provides guidance on introducing spirituality in the workplace. It discusses personality types and how to manage them assertively but without aggression or opportunism through detachment, noble intention, and balanced leadership. Key points include focusing on quality over quantity, distributing authority fairly, and leading by example through dignified behavior and living according to spiritual values.
This document discusses attitudes and customer service. It begins by defining attitude and explaining how attitude, behavior, and habits are related. It emphasizes that having a positive attitude makes everything easier and that focusing on positive factors helps one remain positive. The document then discusses effective communication skills like empathy, discipline, responsibility and leadership. It outlines levels of maturity in attitudes and principles of good communication like seeking first to understand. It provides guidance on listening, speaking, feedback and overcoming barriers to communication. Finally, it defines customer service and explains its importance for business, defining customers and the need to keep customers through ongoing efforts.
The document discusses emotions and emotional intelligence. It defines emotions as internal conscious states that involve feelings, bodily arousal, purposive motivation, and social expression. Emotions can be positive or negative, and are influenced by factors like personality, culture, stress, age, and environment. The document also discusses emotional labor, where workers must display certain emotions as part of their job. Additionally, it defines emotional intelligence as the ability to identify, assess, and manage one's own emotions and the emotions of others. Emotional intelligence involves self-awareness, self-management, social awareness, and relationship management. The document argues that emotional intelligence can lead to advantages like greater productivity and better conflict resolution.
The document discusses principles of emotions, including that emotions are primary or blended, influenced by the body, mind and culture, and can be adaptive or maladaptive. It also presents three theories on the relationship between events, physiology and emotions - the common sense theory, James-Lange theory, and cognitive labeling theory. Key principles are that emotions are communicated verbally and nonverbally, governed by display rules, and have consequences, and that emotions can be contagious.
This document discusses personality and different models for understanding personality:
1. It defines personality and describes enduring traits that describe individual behavior.
2. It introduces the Myers-Briggs Type Indicator, which classifies people into 16 types based on preferences of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
3. It also discusses the Big Five model of personality dimensions: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.
1) The document discusses emotions and moods in organizational behavior, noting that emotions were historically ignored but are now understood to be an integral part of the workplace.
2) It defines key terms like emotions, moods, affect, basic emotions, positive and negative affect, and emotional labor.
3) Theories are presented on the functions of emotions, sources of emotions and moods, and how emotions impact areas of OB like decision-making, motivation, leadership and more.
Introducing spirituality in the workplace can help improve employee personality types and job performance. There are three main personality types - sattvik, rajasik, and tamasik - each with different characteristics that can influence work philosophy, intentions, attitudes, risk-taking, relationships, and outcomes. Cultivating noble intentions through spiritual values and detaching one's ego from accomplishments can help improve job performance and cultivate peace of mind. Leading with compassion by inspiring others through one's own example is key to effective leadership. Maintaining balance, managing worries and leisure time, and focusing on cultivating qualities like patience, knowledge, and character can help ensure one leads a purposeful and meaningful life.
This document discusses theories of intelligence and emotional intelligence. It defines intelligence as the ability to learn, reason, and problem solve. While IQ measures cognitive abilities, emotional intelligence involves self-awareness, managing emotions, and social skills. The document examines models of emotional intelligence proposed by Mayer and Salovey, Bar-On, and Goleman. It describes Gardner's theory of multiple intelligences including interpersonal and intrapersonal skills. The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is presented as an ability-based measure of emotional intelligence involving identifying, using, understanding and managing emotions.
The document discusses various aspects of emotional intelligence, including self-awareness, diverse experience in civil law, Howard Gardner's theory of multiple intelligences, definitions of emotional intelligence, its importance for leadership, models of emotional intelligence, and measuring emotional intelligence. It provides information on emotional intelligence in a comprehensive yet concise manner across multiple paragraphs and sections.
What does emotional intelligence have to do with counseling, coaching or career development. Learn how you can become certified in emotional intelligence coaching.
This document summarizes key concepts around personality and emotions from Chapter 4 of the textbook. It defines personality and lists several personality traits and models, including the Myers-Briggs Type Indicator and Big Five model. It also discusses major personality attributes that influence organizational behavior, such as locus of control, Machiavellianism, self-esteem, and risk-taking tendencies. Additionally, the document covers emotions in the workplace, including theories like Affective Events Theory, and how gender, jobs, and emotional intelligence can impact emotions at work.
The document discusses career planning and development. It provides a framework for assessing career choices based on factors like discipline, individual aptitude and personality, learning styles, and social styles. Various assessment tools and models are presented, such as the experiential learning cycle, adult learning styles grid, personality types, and social styles of behavior. Suggested career paths are mapped to different learning styles. The purpose is to help individuals make informed career decisions by understanding how these different elements interact.
This document discusses several topics related to games including information theory, game theory, games as systems of conflict, and the experience of play. It examines how information theory relates to uncertainty and choice in games. Game theory uses decision trees and concepts of rational players to analyze games. Games involve various types of conflicts and different types of players. The experience of play incorporates flow, mechanics, narrative, and simulation elements.
This document discusses game rules and their role in defining the formal structure of games. It covers different levels of rules, including constitutive, operational, and implicit rules. It also discusses how rules limit player actions, are shared by all players, and are fixed. The document explores how rules differ between board games and computer games, and how games can be viewed as complex systems that allow for emergent gameplay.
This document discusses various aspects of aesthetics including formal, expressive, and symbolic qualities. It explains that while sensory stimulation is important for aesthetic experience, arousing emotions and expressing feelings through objects are also key factors. Aesthetic experience can provide pleasure to the body through the senses, stimulation to the mind through cognitive processes, and satisfaction to the soul by expressing or evoking feelings. Both aesthetic and instrumental values can be derived from the qualities of objects and environments. Aesthetic value provides non-utilitarian pleasure and satisfaction, while instrumental value results from achieving goals beyond aesthetics, such as comfort, efficiency, or attractiveness.
Workplace Emotions%2 C Attitudes%2 C %26 Stressamarwfs
This chapter discusses workplace emotions, attitudes, and stress. It defines emotions and differentiates them from attitudes. It presents models of how emotions and attitudes interact and influence behavior. The chapter also covers topics like emotional labor, emotional intelligence, job satisfaction, organizational commitment, stress, and stress management. It provides an overview of these concepts and how they relate to the workplace.
The document summarizes key topics from Chapter 8 of the book "Organizational Behavior" by Robbins & Judge, 13th Edition. The chapter discusses emotions and moods, differentiating between the two concepts. It identifies the basic emotions and moods, and explores the sources and functions of emotions and moods. The chapter also examines emotional labor, Affective Events Theory, emotional intelligence, and the implications of emotions and moods for organizational behavior issues across cultures.
Emotions And Moods - Organizational Behavior - PsychologyFaHaD .H. NooR
Introduces us the the concepts of emotions and moods and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice.As mentioned, emotions and moods were dismissed by OB for a long time. One of the primary reasons was the “Myth of Rationality” that suggested that OB comprised rational concepts and applications and emotions and moods were seen as highly irrational. Emotions were thought to be disruptive of organizational activity and decreased productivity. Because they were perceived as irrational the belief was that they were unpredictable and therefore not easily influenced. We now know this is untrue.Affect is a generic term that covers a broad range of feelings people experience. This includes both emotions and moods. Emotions are intense feelings that are directed at someone or something. Moods are the feelings that tend to be less intense than emotions and that lack a contextual stimulus.
Rational emotive behavior therapy notes includes explanation procedure and a example for easy understanding. It also includes benefits of rebt
Rational emotive behavior therapy (REBT) is a type of therapy introduced by Albert Ellis in the 1950s. It's an approach that helps you identify irrational beliefs and negative thought patterns that may lead to emotional or behavioral issues
REBT is an educational process in which the therapist teaches the client how to identify irrational beliefs, dispute them, and replace them with rational ones. Once the client is equipped with healthy beliefs, emotional difficulties and problematic behavior are abated.
Ellen West - Making a space for creativity in university business classes: vo...Inger Kristine Pitts
This document summarizes Ellen West's presentation on making space for creativity in business school classes. It discusses how she incorporates creative assignments and activities in her organizational change and creativity/innovation courses at Portland State University. Examples include having students interpret organizational transitions through art, music, films and poetry. Student feedback indicates they respond positively to these creative opportunities and are willing to take more risks. West reflects on lessons learned from these experiences and plans to further measure the impact and develop creativity-focused courses.
This document provides guidance on introducing spirituality in the workplace. It discusses personality types and how to manage them assertively but without aggression or opportunism through detachment, noble intention, and balanced leadership. Key points include focusing on quality over quantity, distributing authority fairly, and leading by example through dignified behavior and living according to spiritual values.
This document discusses attitudes and customer service. It begins by defining attitude and explaining how attitude, behavior, and habits are related. It emphasizes that having a positive attitude makes everything easier and that focusing on positive factors helps one remain positive. The document then discusses effective communication skills like empathy, discipline, responsibility and leadership. It outlines levels of maturity in attitudes and principles of good communication like seeking first to understand. It provides guidance on listening, speaking, feedback and overcoming barriers to communication. Finally, it defines customer service and explains its importance for business, defining customers and the need to keep customers through ongoing efforts.
The document discusses emotions and emotional intelligence. It defines emotions as internal conscious states that involve feelings, bodily arousal, purposive motivation, and social expression. Emotions can be positive or negative, and are influenced by factors like personality, culture, stress, age, and environment. The document also discusses emotional labor, where workers must display certain emotions as part of their job. Additionally, it defines emotional intelligence as the ability to identify, assess, and manage one's own emotions and the emotions of others. Emotional intelligence involves self-awareness, self-management, social awareness, and relationship management. The document argues that emotional intelligence can lead to advantages like greater productivity and better conflict resolution.
The document discusses principles of emotions, including that emotions are primary or blended, influenced by the body, mind and culture, and can be adaptive or maladaptive. It also presents three theories on the relationship between events, physiology and emotions - the common sense theory, James-Lange theory, and cognitive labeling theory. Key principles are that emotions are communicated verbally and nonverbally, governed by display rules, and have consequences, and that emotions can be contagious.
This document discusses personality and different models for understanding personality:
1. It defines personality and describes enduring traits that describe individual behavior.
2. It introduces the Myers-Briggs Type Indicator, which classifies people into 16 types based on preferences of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
3. It also discusses the Big Five model of personality dimensions: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.
1) The document discusses emotions and moods in organizational behavior, noting that emotions were historically ignored but are now understood to be an integral part of the workplace.
2) It defines key terms like emotions, moods, affect, basic emotions, positive and negative affect, and emotional labor.
3) Theories are presented on the functions of emotions, sources of emotions and moods, and how emotions impact areas of OB like decision-making, motivation, leadership and more.
Introducing spirituality in the workplace can help improve employee personality types and job performance. There are three main personality types - sattvik, rajasik, and tamasik - each with different characteristics that can influence work philosophy, intentions, attitudes, risk-taking, relationships, and outcomes. Cultivating noble intentions through spiritual values and detaching one's ego from accomplishments can help improve job performance and cultivate peace of mind. Leading with compassion by inspiring others through one's own example is key to effective leadership. Maintaining balance, managing worries and leisure time, and focusing on cultivating qualities like patience, knowledge, and character can help ensure one leads a purposeful and meaningful life.
This document discusses theories of intelligence and emotional intelligence. It defines intelligence as the ability to learn, reason, and problem solve. While IQ measures cognitive abilities, emotional intelligence involves self-awareness, managing emotions, and social skills. The document examines models of emotional intelligence proposed by Mayer and Salovey, Bar-On, and Goleman. It describes Gardner's theory of multiple intelligences including interpersonal and intrapersonal skills. The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is presented as an ability-based measure of emotional intelligence involving identifying, using, understanding and managing emotions.
The document discusses various aspects of emotional intelligence, including self-awareness, diverse experience in civil law, Howard Gardner's theory of multiple intelligences, definitions of emotional intelligence, its importance for leadership, models of emotional intelligence, and measuring emotional intelligence. It provides information on emotional intelligence in a comprehensive yet concise manner across multiple paragraphs and sections.
What does emotional intelligence have to do with counseling, coaching or career development. Learn how you can become certified in emotional intelligence coaching.
This document summarizes key concepts around personality and emotions from Chapter 4 of the textbook. It defines personality and lists several personality traits and models, including the Myers-Briggs Type Indicator and Big Five model. It also discusses major personality attributes that influence organizational behavior, such as locus of control, Machiavellianism, self-esteem, and risk-taking tendencies. Additionally, the document covers emotions in the workplace, including theories like Affective Events Theory, and how gender, jobs, and emotional intelligence can impact emotions at work.
The document discusses career planning and development. It provides a framework for assessing career choices based on factors like discipline, individual aptitude and personality, learning styles, and social styles. Various assessment tools and models are presented, such as the experiential learning cycle, adult learning styles grid, personality types, and social styles of behavior. Suggested career paths are mapped to different learning styles. The purpose is to help individuals make informed career decisions by understanding how these different elements interact.
This document discusses several topics related to games including information theory, game theory, games as systems of conflict, and the experience of play. It examines how information theory relates to uncertainty and choice in games. Game theory uses decision trees and concepts of rational players to analyze games. Games involve various types of conflicts and different types of players. The experience of play incorporates flow, mechanics, narrative, and simulation elements.
This document discusses game rules and their role in defining the formal structure of games. It covers different levels of rules, including constitutive, operational, and implicit rules. It also discusses how rules limit player actions, are shared by all players, and are fixed. The document explores how rules differ between board games and computer games, and how games can be viewed as complex systems that allow for emergent gameplay.
This design document outlines the key elements that should be included when documenting a game design. It discusses including an overview, vision statement, marketing details, gameplay mechanics, characters, story, technical specifications, and legal considerations. The goal is to provide a comprehensive blueprint that describes all aspects of the game design so that it can be clearly communicated and implemented.
This document is a presentation on game design by Ben SALEM from the University of Northumbria School of Design. It covers various topics related to game design including an introduction to games, E games, game fundamentals, genres of games, and game design concepts. It provides examples of different types of games and discusses elements important to game design such as rules, play, and culture.
Design, invention, and innovation are interdependent processes. Invention involves generating new ideas by understanding relationships to solve problems. Innovation is the successful adoption of novel ideas or solutions. Design solves problems by unambiguously visualizing solutions, and there can be several solutions in design. The early stages of design involve visualizing initial ideas which is a source of creativity, formulating problems, and finding solutions. Idea sketching, drawings, modeling, and prototyping facilitate accidental discoveries and innovations by externalizing concepts through physical embodiment and allowing revisiting of ideas. Unexpected discoveries of new features during initial design practice create opportunities to progress design ideas and requirements through visualization and discoveries.
This document outlines the objectives and approach of DesignProjects, an industrial design coaching program. The key objectives are to develop students' creativity, passion for design, and independence. Coaches provide guidance through design projects, feedback, and tracking progress across 12 competencies including ideas, technology, usability, aesthetics, and self-assessment. Coaches are available for help and challenges but will not design for students or limit their progress. The goal is for students to take responsibility for their own development through self-reflection.
This document discusses using brain functions and emotions to enhance entertainment through technology. It introduces Nirvana Technology's models for Kansei mediated entertainment, which aims to make using computers a more positive experience by transferring knowledge about emotions into the field of entertainment. The conclusion reaffirms that emotions and feelings are important aspects of cognitive systems that could be leveraged to create entertainment that is fun, stimulating, and enlightening.
This document discusses a project to design expressive avatars for virtual environments by taking inspiration from theater. The project aims to improve avatars' communication capabilities and make their emotions and states easily understood by users. The document looks at Commedia dell'Arte and Noh theater styles and explores how gestures, postures and appearances from these styles could inform avatar design. Examples of different postures and gestures for activities like conversations, etiquette and object interactions are presented. The goal is to implement avatars that convey clear messages through animated behaviors inspired by theater techniques.
Multiple User Profile Merging: Key Challenges for Aware Environments, Presented at EUSAI- European Symposium on Ambient Intelligence 2004, Eindhoven, The Netherlands.
The document presents a framework for Kansei mediated entertainment developed by Benjamin Salem. It discusses investigating emotions and brain functions to develop a simplified model that can be used in human-computer interaction applications. The model aims to transfer knowledge about emotions to the field of entertainment. The presentation structure, emotions and volition, Kansei mediation, and implementation directions are discussed over multiple slides with diagrams. The goal is to define Kansei mediation and introduce its application to entertainment through triggering emotions via interaction in a positive way.
Ben Salem is an industrial designer who researches conscious robots, modelling volition, and the functional neuroanatomy of the brain to inspire interactive systems. His presentation covered his work modeling the brain and developing robots like MiniMe, which mimics human joint control, and Mollycuddle, an empathetic toy. He takes a holistic approach inspired by understanding human emotions, volition, and consciousness to develop adaptive systems.
Theatre became successful at creating reality through plot, characters, performance, and invoking empathy and involvement in the audience. A case study on improvisational Commedia dell'Arte theatre showed that it mixed realities by having a loosely outlined plot that actors improvised, reacted to the audience, and involved the audience in intervening in the plot. Successful theatre mixes the play's reality and the audience's reality so spectators become actors and vice versa, with all having a say in the course of events.
The document outlines Benjamin Salem's trilogy project about fundamental human emotions of power, death, and love. It discusses rendering emotions in entertainment through asymmetric, symmetric, and triangular flows. The project will develop robots that can express power through cuddling or love through nurturing interactions, to explore conveying emotions in an effective and natural way.
This document discusses different levels of product development and design styles, as well as examples of active forms in nature, technology, and potential future applications. It explores using smart materials like shape memory alloys and electroactive ceramics to create tangible interaction devices with advanced feedback through mechanical deformation rather than electronics. The conclusion suggests that active forms have the potential to reduce device size and create simple yet sophisticated feedback signals. Future directions may include investigating active forms over time and the aesthetics of interactions with pro-re-active shapes.
The researchers conducted an experiment to test whether adaptive exhibition booths are more effective and efficient than standard booths. In the experiment, participants visited a booth under three different test conditions: no profiles/adaptation, profiles only, and profiles with adaptation. Results showed that adaptive booths reduced task completion times and increased the number of correct answers provided. Participants also felt more useful and in control with adaptive booths. However, further research is needed to determine the best type of adaptivity and address issues like the role of exhibitors. The researchers plan future work on booth specifications, information architecture, and measuring the three criteria of efficiency, effectiveness, and affect.
Best Digital Marketing Strategy Build Your Online Presence 2024.pptxpavankumarpayexelsol
This presentation provides a comprehensive guide to the best digital marketing strategies for 2024, focusing on enhancing your online presence. Key topics include understanding and targeting your audience, building a user-friendly and mobile-responsive website, leveraging the power of social media platforms, optimizing content for search engines, and using email marketing to foster direct engagement. By adopting these strategies, you can increase brand visibility, drive traffic, generate leads, and ultimately boost sales, ensuring your business thrives in the competitive digital landscape.
Explore the essential graphic design tools and software that can elevate your creative projects. Discover industry favorites and innovative solutions for stunning design results.
Practical eLearning Makeovers for EveryoneBianca Woods
Welcome to Practical eLearning Makeovers for Everyone. In this presentation, we’ll take a look at a bunch of easy-to-use visual design tips and tricks. And we’ll do this by using them to spruce up some eLearning screens that are in dire need of a new look.
Discovering the Best Indian Architects A Spotlight on Design Forum Internatio...Designforuminternational
India’s architectural landscape is a vibrant tapestry that weaves together the country's rich cultural heritage and its modern aspirations. From majestic historical structures to cutting-edge contemporary designs, the work of Indian architects is celebrated worldwide. Among the many firms shaping this dynamic field, Design Forum International stands out as a leader in innovative and sustainable architecture. This blog explores some of the best Indian architects, highlighting their contributions and showcasing the most famous architects in India.
2. Department of industrial design
Ben Salem
b.i.salem@tue.nl
Pro~Re-Active
Forms
Inspirational Devices
A poet is a light and winged thing, and holy, and never able to
compose until he has become inspired... Plato
3. department of industrial design
Issues or Problems
• What is inspiration
● Inspiration and the Muse
• Forms
● Anticipating and reacting to the user actions and needs.
• Inspirational Devices (is it possible?)
• Formaestheticemotionsinteractioninspirat
ion
● Is there such a pipeline ?
Ben Salem 3 Pro~Re-Active
4. department of industrial design
Presentation Contents
What is inspiration What is inspiration
The relation between Thinking
forms and aesthetics Breakthrough Thinking
What is aesthetics Current tools for
Aesthetics & eroticism Thinking
Aesthetics & emotions Current tools II
Emotions & What to avoid
motivation Further work
Motivation &
interaction
Interaction channels
Ben Salem 4 Pro~Re-Active
5. department of industrial design
Form and Aesthetics
•We don't strictly •! t is the experience of a
I
perceive aesthetics, form.
we respond to it. •! t is not about judging or
I
•We perceive forms 'thinking about' but
that set up a about 'feeling into' or
response; and that 'becoming'.
response is identified
with perceiving as.
Ben Salem 5 Pro~Re-Active
6. department of industrial design
What is Aesthetics
• It is an intimate • We derive aesthetic
combination of satisfaction from
perception and feeling. artefacts and forms that
• An experience in are not necessarily
accordance to an works of art.
interpretation.
• A fractal arrangement of
order/variety, of
complexity/simplicity.
Ben Salem 6 Pro~Re-Active
7. department of industrial design
Aesthetics and Eroticism I
What is the relationship between the
two concepts?
. Aesthetics is an implicit subjective
representation of something alive/a life form.
. In particular it is the representation of an animal
or a human with gender-like/sexual-like features.
Ben Salem 7 Pro~Re-Active
8. department of industrial design
Aesthetics and Eroticism II
Aesthetics is either an explicit feminine
or masculine form.
Or a form with a subtle gender but
strongly expressed.
Yet the ultimate eroticism,
pornography, because it is so explicit/
objective is not aesthetic any more.
But then what about Mapplethorpe work?
Ben Salem 8 Pro~Re-Active
9. department of industrial design
Aesthetics and Emotions
Emotions are provoked by aesthetics.
•Forms can invite an indefinite variety of aesthetic
experiences (inner interpretations),
•Aesthetics can provoke an indefinite variety of
emotions.
Ben Salem 9 Pro~Re-Active
10. department of industrial design
Emotion & Motivation
Emotions are not only mental states but are also
➢
motivational states.
➢
Emotions form a motivation to act.
➢
Emotions are perceived as call for action(s).
Emotions are hedonistic
➢
➢
Emotions can be translated into degrees of pleasure
Ben Salem 10 Pro~Re-Active
11. department of industrial design
Motivation & Interaction
➢
Provide the rights channels to deal with motivated
action
➢
Emotions are sometimes associated with body sensations
➢
Body sensations could be amplified if positive or reduced if
negative
Ben Salem 11 Pro~Re-Active
12. department of industrial design
Interaction Channels
Behavioural Physiological
Measurements Measurements
How well is the
user
Actions
Reactions Heart Beats
Body
Actors (single, pair,
temperature
group)
Skin moisture
Psychological level
Evaluation
Stress/Relaxation levels
Mood(happy, sad,
anxious)
Awake/ asleep
Awareness
Perception
Control
Ben Salem 12 Pro~Re-Active
13. department of industrial design
Intrusiveness/Levels of
Behavio Health
ur Profile
Pattern
User
Level
User Habits Normal health parameters
User Preferences Target health parameters
User Dislikes Medical condition
Schedule & Involvement MediCare
Calendar Maintenance Nurse Agent
Regular activities Control
Work Features and
Recreation Options
Communication
Ben Salem 13 Pro~Re-Active
14. department of industrial design
What is inspiration
in·spi·ra·tion ( P ) Pronunciation Key (nsp-rshn)
n.
1.
1. Stimulation of the mind or emotions to a high level of feeling or activity.
2. The condition of being so stimulated.
2. An agency, such as a person or work of art, that moves the intellect or emotions
or prompts action or invention.
3. Something, such as a sudden creative act or idea, that is inspired.
4. The quality of inspiring or exalting: a painting full of inspiration.
5. Divine guidance or influence exerted directly on the mind and soul of humankind.
dictionary.com
Ben Salem 14 Pro~Re-Active
15. department of industrial design
Thinking
•Pattern of thinking
– The thinking process
•Thinking Insight
– The idea followed
•Incremental Thinking
– Solutions that occur in nature
• Fallen tree across the river = Bridge
•Transformative Thinking
– Solution rarely if at all occur in
nature
Ben Salem 15 Pro~Re-Active
16. department of industrial design
Breakthrough Thinking I
1 Long Search In a few moments an
Seemingly endless search for a solution insight is achieved that
resolve a puzzle one has
2 Little apparent
been working on for
progress
No apparent progress, waste of time months.
3 Precipitating event
External cue, mental event (right
approach)
4 Cognitive snap
The Eureka instant
5 Transformation
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17. department of industrial design
Breakthrough Thinking II
•Reasonable thinking • Avoid Local minima
– Step by step progress –! False solutions and
(playing chess) apparent solutions.
•Unreasonable thinking
– Almost random (creativity)
Ben Salem 17 Pro~Re-Active
18. department of industrial design
Current Tools for Thinking
• Simulation
• Visualisation
• Analysis
• Modelling
Ben Salem 18 Pro~Re-Active
19. department of industrial design
Current Tools II
The formulation of a problem is
• Re-framing
– Searching for a better representation of often more essential than its
a problem solution, which may be merely a
matter of mathematical or
• Selective Encoding experimental skill. To raise new
– Focusing on relevant information only
questions, new possibilities, to
•Selective Comparison regard old questions from a new
– Non-obvious relationship between angle, requires creative
information
imagination and marks real
•Selective Combination advance.. A.Einstein
– Combination of non-obvious pieces of
information
In the field of observation,
•Incubation chance favors only the mind that
Ben Salem is prepared.
19 Pro~Re-Active
20. department of industrial design
What to avoid
•Perverse Interpretation Patterns
– Faux-Problemes & Mis-constructed understanding.
•Over complexity
– Apply Ockham's rasor: Keep it as simple as possible.
•Einstellung
– Trapped in a mental set. Narrow mindedness and stubbornness.
•Gedanken experiments leading nowhere (drifting)
– Re-frame the problem.
•Distraction, over expectations & information overflow
Ben Salem 20 Pro~Re-Active
21. department of industrial design
Further work
➔
Inspiration protocols
➔
Interaction media and modes
➔
Relation between thinking and inspiration
?
Ben Salem 21 Pro~Re-Active