Refine
Year of publication
- 2017 (254) (remove)
Document Type
- Article (108)
- Conference Proceeding (85)
- Part of a Book (33)
- Book (13)
- Other (11)
- Report (2)
- Doctoral Thesis (1)
- Patent (1)
Has Fulltext
- no (254) (remove)
Keywords
- Autonomous mobile robots (2)
- Gamification (2)
- Industry 4.0 (2)
- MASCOT (2)
- Multi-robot systems (2)
- Smart factory (2)
- 3D nonlinear finite element model (1)
- Acceptance tests (1)
- Ausfachungsmauerwerk (1)
- Automated Optimization (1)
- Bein (1)
- Bewertungsframework (1)
- Biomolecular logic gate (1)
- CNOT (1)
- Capacitive field-effect (1)
- Chemical images (1)
- Chemical sensor (1)
- Chimeric liver-humanized mice (1)
- Competence Developing Gam (1)
- Competence Developing Games (1)
Institute
- Fachbereich Medizintechnik und Technomathematik (66)
- Fachbereich Elektrotechnik und Informationstechnik (37)
- IfB - Institut für Bioengineering (34)
- Fachbereich Luft- und Raumfahrttechnik (32)
- Fachbereich Wirtschaftswissenschaften (32)
- Fachbereich Energietechnik (27)
- INB - Institut für Nano- und Biotechnologien (27)
- Fachbereich Maschinenbau und Mechatronik (23)
- Fachbereich Bauingenieurwesen (14)
- Fachbereich Chemie und Biotechnologie (12)
- MASKOR Institut für Mobile Autonome Systeme und Kognitive Robotik (12)
- Fachbereich Architektur (10)
- Solar-Institut Jülich (6)
- ZHQ - Bereich Hochschuldidaktik und Evaluation (6)
- ECSM European Center for Sustainable Mobility (5)
- Institut fuer Angewandte Polymerchemie (4)
- Fachbereich Gestaltung (2)
- IBB - Institut für Baustoffe und Baukonstruktionen (1)
- Kommission für Forschung und Entwicklung (1)
- Nowum-Energy (1)
Es existieren verschiedenste Arten von Spielen, die versuchen, die Motivation einer Spielsituation in einen ernsten Kontext zu überführen. In diesem Artikel wird der Überbegriff „Competence Developing Games“ definiert und anhand von Beispielen erläutert. Dafür werden Erkennungskriterien vorgestellt, entsprechende Spieltypen erläutert und eine Zuordnung durch-geführt.
Competence Developing Games (CDGs) are a new concept of how to think about games with serious intentions. In order to emphasize on this topic, a new framework has been developed. It basically relies on learning and motivation theories. This ‘motivational Competence Developing Game Framework’ demonstrates how it is possible to use these theories in a CDG development process. The theoretical derivation and use of the framework is explained in this paper.
Künstlerische Einlassungen auf den öffentlichen Raum folgten lange Zeit dem Prinzip des subkulturellen Widerstands. Nur in dem strategischen, invasiven Akt der Intervention sah man noch die Möglichkeit einer weitgreifenden Kritik am kulturellen System. Begriffe wie Cultural Hacking, Guerilla Marketing, Adbusting, Konsumguerilla oder parasitäre Strategien prägten eine rebellische Auffassung der künstlerischen Einmischung. Gleichzeitig konnten diese Haltungen aufgrund ihres rebellischen Chics mühelos von dem, was sie kritisierten, aufgenommen und vereinnahmt werden. Künstlerisches Handeln verharrt jedoch nicht in der Pose des Widerständigen, sondern arbeitet kontinuierlich an der Problematisierung und Gestaltung der öffentlichen Wahrnehmung. Viele Interventionen der Gegenwartskunst weisen unterschiedliche Grade der Ästhetisierung, der Partizipation und der Kooperation in der Auseinandersetzung mit dem öffentlichen Raum auf. Das wache Agieren im urbanen Kontext, die Irritation von Erwartungshaltungen, Fake und Desillusionierungsarbeit verstehen sich als künstlerische Arbeit an der Sensibilisierung der Wahrnehmung.
Engineers and therefore engineering education are challenged by the increasing complexity of questions to be answered globally. The education of future engineers therefore has to answer with curriculums that build up relevant skills. This chapter will give an example how to bring engineering and social responsibility successful together to build engineers of tomorrow. Through the integration of gender and diversity perspectives, engineering research and teaching is expanded with new perspectives and contents providing an important potential for innovation. Aiming on the enhancement of engineering education with distinctive competencies beyond technical expertise, the teaching approach introduced in the chapter represents key factors to ensure that coming generations of engineers will be able to meet the requirements and challenges a changing globalized world holds for them. The chapter will describe how this approach successfully has been implemented in the curriculum in engineering of a leading technical university in Germany.
The link between diversity and innovation is broadly discussed in the context of research and innovation processes. Many institutions and enterprises, specifically in commerce, have already tried to establish sustainable diversity management concepts, in order to increase the diversity of their workforce in addition to establishing a corporate culture of openness. Alongside the creation of a working place where different experiences and skills are valued equally, the entrepreneurial intention is to transfer diversity into economically relevant advantages. Taking into account the potential of diversity in research and innovation processes, the project “Diversity- and Innovation Management” was incorporated within a large interdisciplinary research Cluster. The project’s purpose was to study the context between diversity and innovation in research associations and to later develop a customised management concept into an interdisciplinary research Cluster on integrative production technology with full integration. The challenge of such research associations lays in an organisational structure which is often described as being decentralised. Researchers coming from different academic disciplines, while having diverse habits, conduct research on large scientific issues and challenges. In addition, these researchers are socialised in different institutions and university chairs. Theses differences in leadership styles, business cultures and organisational strategies, follow into their research team work. Taking a closer look into the management of human resources suggests that decentral organised recruitment processes, as well as allocation of human resources, lead to a lacking overview in regard to missing competencies, perspectives and backgrounds in research networks. These circumstances are comparable to big corporate groups. While developing a management concept for research associations, these characteristics must be considered. To ensure this, the project follows a human-centred approach, which considers top-down, as well as bottom-up perspectives. This paper presents the applied mixed-method approach in the scientific issue described above. In the frame of the Cluster of Excellence “Integrative Production Technology for High-Wage Countries” research results based on quantitative, as well as qualitative studies, were presented as an application example. This paper provides a new perspective on the innovation and diversity context. Against the background of complex research organisations, the development approach of a management concept is particularly interesting.
Contemporary research appreciates a diverse workforce as a potential source of innovation. Researchers explore the fine details of why diversity management is central for generating innovations in heterogeneous research groups and how it could be effectively implemented into organizations. Complex research associations that discuss topics with a high impact on society increasingly address the necessity of establishing a diverse workforce to confront the challenges of tomorrow. Characterized by complex management structures as well as hierarchies, research associations have not been a subject of investigation until now. For this reason, the presented research project aims to develop a diversity and innovation management strategy with the ultimate goal of inducing change in the corporate culture. The proposed approach consisted of six phases; the first two phases investigated the status quo of diversity in the existing organizational structures of member institutes and the variety of particular working cultures within the research association. The third and the fourth phases utilized qualitative and quantitative studies. The third phase focused on the connection of management level to diversity and innovation, and the need for diversity and innovation management, and tailor-made methods of implementing them. The first three phases have been accomplished successfully; preliminary results are already available. The fourth phase will mainly focus on exploring the mind-set of the employees. The fifth phase will consolidate the findings in the first four phases into an implementable strategy. The final phase will address the implementation of this strategy into the organization. Phases 4 to 6 have not yet been undertaken
Field-effect EIS (electrolyte-insulator-semiconductor) sensors modified with a positively charged weak polyelectrolyte layer have been applied for the electrical detection of DNA (deoxyribonucleic acid) immobilization and hybridization by the intrinsic molecular charge. The EIS sensors are able to detect the existence of target DNA amplicons in PCR (polymerase chain reaction) samples and thus, can be used as tool for a quick verification of DNA amplification and the successful PCR process. Due to their miniaturized setup, compatibility with advanced micro- and nanotechnologies, and ability to detect biomolecules by their intrinsic molecular charge, those sensors can serve as possible platform for the development of label-free DNA chips. Possible application fields as well as challenges and limitations will be discussed.