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Zastosowanie modeli Markowa z ukrytymi stanami do analizy aktywności wzrokowej w procesie oceny wirtualnych opakowań techniką porównywania parami

Grobelny J., Michalski R.

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

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2017

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Nr 73

111--125

PL

W artykule przedstawiono próbę zastosowania stochastycznych modeli Markowa z ukrytymi stanami do analizy aktywności wzrokowej człowieka. Dane wejściowe do eksperymentalnych badań symulacyjnych zgromadzono podczas eksperymentu polegającego na porównywaniu parami różnych wariantów wirtualnych opakowań produktów. Symulacje polegające na wielokrotnej estymacji parametrów modeli Markowa z ukrytymi stanami przeprowadzono dla każdego rodzaju porównania zakładając różne ilości ukrytych stanów. Analiza wyników symulacji umożliwiła określenie optymalnych, w sensie miary AIC, liczby ukrytych stanów. Najlepsze uzyskane modele zostały następnie szczegółowo przeanali-zowane w celu zidentyfikowania wykorzystywanych podczas porównań parami strategii wzrokowych.

EN

The article presents an attempt of applying stochastic Hidden Markov Models (HMM) to the analysis of human visual activity. The input data for simulation experiments were taken from the empirical investigation concerned with pairwise comparisons of diverse product virtual packages. Simulations involving multiple estimations of HMM parameters were conducted for all distinctive types of comparisons and assuming different quantities of hidden states. The analysis of simulations’ results allowed to determine the optimal, in terms of AIC measure, numbers of hidden states. The best models were next analyzed and discussed in the perspective of visual strategies used during pairwise comparisons.

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In-vehicle driver behavior monitoring

Młyńczak J., Celiński I.

Archives of Transport System Telematics

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2014

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Vol. 7, iss. 4

35--39

EN

Monitoring of the status and behavior of drivers is important for ensuring traffic safety. The process using SHP (automatic train braking system) and CA (dead man’s control system) has been used in railway transport since 1960s. Equipment of similar functionalities is at the stage of research and single implementation projects in road traffic. It seems that monitoring of drivers in both rail and road traffic can be implemented using equipment of the same or similar construction, operating within visible and infrared bands, and in the acoustic spectrum. This article includes a presentation of two universal devices developed by the authors. The planned monitoring systems to be used in road and rail traffic can be similar in terms of equipment used. As regards software, collecting information about behavior and status of drivers (based on functionalities of equipment), the two systems differ.

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Behawioralne skutki komunikatu wizualnego – konsekwencje

Baranowski P.

Przegląd Elektrotechniczny

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2012

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R. 88, nr 4a

223-226

PL

Stajemy się społeczeństwem informacyjnym, w znacznym stopniu opartym o system komunikacji wizualnej. Obraz działa inaczej niż słowo, wymaga innych warunków i powoduje inne konsekwencje. Autor zastanawia się jak obraz to robi, że skłania człowieka do działania i jaka jest rola oświetlenia w nowej kulturze obrazu.

EN

We become a society of information, largely based on visual communication system. The image acts differently than the word, requires different conditions and causes other consequences. The author wonders how the image influences human action and what the role of lighting in a new image-based culture is.

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Komunikacja społeczna oraz zarządzanie konfliktami interpersonalnymi jako metody kształtowania relacji w strukturze organizacyjnej

Grunt D.

Nowoczesne Systemy Zarządzania

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2010

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T. 5, nr 1

241--252

EN

The purpose of communication is to transmit certain information that is necessary in everyday life. Communicating in other words is informing, influencing someone, disclosing our feelings, cooperation. We can distinguish the following elements in the structure of the communication process: message, code, channel of communication, information gap, noise, feedback and reference frame. Sender in a process of communication is a person aware of the need to communicate a particular message. This entity in an organization is a person who has the information. Receiver is a person to whom the message is directed. Communicating is carried out via symbols. Thus decoding is about converting the information into symbols. By decoding the message the receiver tries to read it correctly. Then there is the specific receipt of the message. Another element of the communication process is a channel for transmitting signals from the source of information to the addressee. There is also an information gap in the process of communication. It can be divided into the gap of hope with which the receiver agrees hoping to receive more information in order to eliminate it, and the gap of disagreement that is the difference in the content of the information the receiver does not agree with. The last element is feedback. This is nothing but a Receiver’s reaction to the Senders message. In case when there is no feedback, we deal with informing. Feedback is a prerequisite for effective communication. The process of communication is one of the elements forming the relations in the group in the frame of organizational structure. Managing such a group has many advantages provided that it is well-considered and efficiently done. Similarly to the individual relations, the group relations may have a formal nature, for example in order to implement a certain action, or an informal nature, basing on the actual shared interests of its members. We can also deal with a conflict in an organization. It occurs when an individual or a group seeks to achieve a certain goal, while the other individual or group tries to prevent it. In classical terms a conflict in the workplace is a discrepancy of the purposes, values and benefits. Interpersonal conflict is experienced by everyone when their beliefs and values are incompatible with each other, or when too much information hinders them to make a decision. Those conflicts additionally make it harder to make even the simplest of decisions. Work environment is often characterised by different kinds of destructive conflicts, which have negative consequences. They include: decrease in self-esteem, deterioration of physical and psychological welfare, as well as loss of confidence. Intensification of difficulties in the action largely depends on the nature of the conflict, its significance and duration. The course of the conflict largely depends on the individual character traits of the people involved. Only few people are able to react without emotion to the conflict. Most, however, is frustrated when there is an obstacle while they pursue the objective, the identification of the conflict, examining its sources and destructive influence on an individual or a group allow taking steps in order to restrict or suppress it. the conflict may be resolved successfully only when both Parties feel encouraged to do so. The belief of one Party that it is not responsible for the present situation and that the effort should be made by the other Party may be the reason for the lack of motivation to reconcile. Also the belief that it may cause losses may be the reason for hindering changes. That is why one of the basis to terminate a conflict is to understand that a long-term conflict entails a mutual loss in the form of huge energy resources which instead of in work are used in continuous fights.