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Dr.-Ing. Oliver Stoschek [u.a.] DHI Wasser und Umwelt GmbH, Syke. 14 S. (S. 45-58). Beitrag zum 2. Aachener Softwaretag in der Wasserwirtschaft <2, 2009, Aachen> Ökologische Modelle zur Berechnung der Temperaturveränderung und den Einfluss von Kühlwasser auf die Wassertemperatur der Elbe. Die vorgelegte Arbeit wurde beauftragt und unterstützt von der ARGE Elbe im Zuge der Neuauflage des Wärmelastplans Elbe.
Mechatronics consist of the integration of mechanical
engineering, electronic integration and computer science/
engineering. These broad fields are essential for robotic
systems, yet it makes it difficult for the researchers to specialize
and be experts in all these fields. Collaboration between
researchers allow for the integration of experience and specialization,
to allow optimized systems. Collaboration between the
European countries and South Africa is critical, as each country
has different resources available, which the other countries
might not have. Applications with the need for approval of
any restrictions, can also be obtained easier in some countries
compared to others, thus preventing the delays of research.
Some problems that have been experienced are discussed, with
the Robotics Center of South Africa as a possible solution.
Rabbit Hole : welchen Einfluss digitale Plattformen auf rechte Radikalisierungsprozesse haben
(2023)
Obwohl 2019 als das Jahr rechtsterroristischer Anschläge weltweit gilt und die rechte Szene in den letzten Jahren auch in der gesellschaftlichen Mitte deutlich an Zuwachs gewinnen konnte, ist das Thema rund um rechtsextreme Online-Radikalisierung noch verhältnismäßig wenig erforscht. Laut Expert*innen ist dabei jeder Mensch potenziell für eine Radikalisierung anfällig, wenn es die Umstände begünstigen. Dass unsere Leben on- und offline immer weiter miteinander verschmelzen, erhöht die Gefahr für eine mögliche Radikalisierung zusätzlich. »Rabbit Hole« wurde als monothematisch erscheinende Bookazine-Reihe konzipiert, welche pro Ausgabe ein Thema rund um die Gefahren, Herausforderungen und Phänomene, die das Internet und digitale Plattformen mit sich bringen, beleuchtet. Sie soll zur Aufklärung von insbesondere jungen Erwachsenen beitragen. Die erste Ausgabe wurde beispielhaft ausgearbeitet.
„Smartes“ Laden an öffentlich zugänglichen Ladesäulen – Teil 2: USER-Verhalten und -Erwartungen
(2021)
Stand 01.01.2022 sind in Deutschland 618.460 elektrisch angetriebene KFZ zugelassen. Insgesamt sind derzeit 48.540.878 KFZ zugelassen, was einer Elektromobilitätsquote von ca. 1,2 % entspricht. Derzeit werden Elektromobile über Ladestationen oder Steckdosen mit dem Stromnetz verbunden und üblicherweise mit der vollen Ladekapazität des Anschlusses aufgeladen, bis das Batteriemanagementsystem des Fahrzeugs abhängig vom Ladezustand der Batterie die Ladeleistung reduziert.
Entwicklung eines neuen Erscheinungsbildes für das Wallraf-Richartz-Museum und Fondation Carboud
(2023)
Das Wallraf-Richartz-Museum & Fondation Corboud besitzt eine der wichtigsten europäischen Kunstsammlungen vom Mittelalter bis zum 19. Jahrhundert. Durch das Zusammenspiel von Forschung und Vermittlung der Kunst- und Epochengeschichte trägt das Museum maßgeblich zum Erhalt des kulturellen Erbes und dem Meinungsaustausch über die Vergangenheit, Gegenwart und die Zukunft bei. Im Fokus des neuen Erscheinungsbildes steht die an den kulturellen und historischen Kontext angepasste Szenografie des Museums. Die beeindruckend verzierten Bilderrahmen der gezeigten Kunstepochen werden abstrahiert und durch einen typografischen Rahmen neu interpretiert. Das entwickelte Headline-Prinzip wird durch eine sehr zurückhaltende Gestaltung ergänzt, was der Thematik und den gezeigten Meisterwerken Raum zum Wirken verleiht.
This work presents the Multi-Bees-Tracker (MBT3D) algorithm, a Python framework implementing a deep association tracker for Tracking-By-Detection, to address the challenging task of tracking flight paths of bumblebees in a social group. While tracking algorithms for bumblebees exist, they often come with intensive restrictions, such as the need for sufficient lighting, high contrast between the animal and background, absence of occlusion, significant user input, etc. Tracking flight paths of bumblebees in a social group is challenging. They suddenly adjust movements and change their appearance during different wing beat states while exhibiting significant similarities in their individual appearance. The MBT3D tracker, developed in this research, is an adaptation of an existing ant tracking algorithm for bumblebee tracking. It incorporates an offline trained appearance descriptor along with a Kalman Filter for appearance and motion matching. Different detector architectures for upstream detections (You Only Look Once (YOLOv5), Faster Region Proposal Convolutional Neural Network (Faster R-CNN), and RetinaNet) are investigated in a comparative study to optimize performance. The detection models were trained on a dataset containing 11359 labeled bumblebee images. YOLOv5 reaches an Average Precision of AP = 53, 8%, Faster R-CNN achieves AP = 45, 3% and RetinaNet AP = 38, 4% on the bumblebee validation dataset, which consists of 1323 labeled bumblebee images. The tracker’s appearance model is trained on 144 samples. The tracker (with Faster R-CNN detections) reaches a Multiple Object Tracking Accuracy MOTA = 93, 5% and a Multiple Object Tracking Precision MOTP = 75, 6% on a validation dataset containing 2000 images, competing with state-of-the-art computer vision methods. The framework allows reliable tracking of different bumblebees in the same video stream with rarely occurring identity switches (IDS). MBT3D has much lower IDS than other commonly used algorithms, with one of the lowest false positive rates, competing with state-of-the-art animal tracking algorithms. The developed framework reconstructs the 3-dimensional (3D) flight paths of the bumblebees by triangulation. It also handles and compares two alternative stereo camera pairs if desired.
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
Acknowledging that a diverse workforce could be a potential source of innovation, the current research deals with the fine details of why diversity management is central to achieving innovation in heterogeneous research groups and how this could be effectively realized in an organization. The types of heterogeneities addressed mainly include gender, qualification, academic discipline and intercultural perspectives. The type of organization being dealt with in this work is a complex association of research institutes at a technical university in Germany (RWTH Aachen University), namely a 'Cluster of Excellence', whereby several institutes of the university work collaboratively in different sub-projects. The 'Cluster of Excellence' is a part of the 'Excellence Initiative' of the German federal and state governments German Research Foundation (DFG) and German Council of Science and Humanities, with the ultimate aim of promoting cutting-edge research. To support interdisciplinary collaboration and thus the performance of the cluster, the development of a diversity and innovation management concept is presently in the conceptual phase and will be described in the frame of this paper. The 3-S-Diversity Model, composed of the three elements: skills, structure and strategy, serves as a basis for the development of the concept. The proposed concept consists of six phases; the first two phases lay the ground work by developing an understanding of the status quo on the forms of diversity in the Cluster of Excellence, the type of organizational structure of the member institutes and the varieties of specialist work cultures of the same. The third and the fourth phases build up on this foundation by means of qualitative and quantitative studies. While the third phase deals with the sensitization of the management level to the close connection between diversity and innovation; the need to manage them thereafter and find tailor-made methods of doing so, the fourth phase shall mainly focus on the mindset of the employees in this regard. The fifth phase shall consolidate the learnings and the ideas developed in the course of the first four phases into an implementable strategy. The ultimate phase shall be the implementation of this concept in the Cluster. The first three phases have been accomplished successfully and the preliminary results are already available.
Diversity is increasingly being addressed as an innovation-promoting factor. For this reason, companies and institutions tackle the integration of a diversity management approach that enables a heterogenic perspective on innovation development. However, system-theoretical frameworks state that the implementation of diversity measures that are not tailored to the needs of the organization often leads to a rejection or reactivity with regard to the management approach. In this context, especially organizations, which are characterized by a specific hierarchical structure, a dominant habitus or specialist culture, must face the challenge of realizing a sustainable change of the corporate culture that sets the basis for implementing diversity management approaches. The presented research project focuses on analyzing the situation in a huge scientific collaborative project - so called Cluster of Excellence (CoE) - with the aim to implement a diversity - and innovation management strategy. Considering the influencing determinants, the CoE is characterized by its embeddedness in the scientific system, a complex organizational structure, and a high fluctuation rate. The paper presents a systemic approach of reflecting these factors in order to develop a diversity- and innovation management strategy. In this frame, the results of a quantitative survey of CoE employees and derived mindset-types are presented. The results show a need for taking different mindset-types into account, to be able to develop a tailored management strategy. The aim of the project is to give recommendations for developing a sustainable management concept that promotes both diversity and innovation by drawing on the persisting mindsets of organization members while reflecting top down as well as bottom up factors of implementation processes as well as the psychology of change. This paper addresses all who are concerned with the management of human resources in innovation processes and are striving for a cultural change within the framework of complex organizations.