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Development of autonomous robot manipulator for human-robot assembly tasks is a key component to reach high effectiveness. In such tasks, the robot real-time object recognition is crucial. In addition, the need for simple and safe teaching techniques need to be considered, because: small size robot manipulators’ presence in everyday life environments is increasing requiring non-expert operators to teach the robot; and in small size applications, the operator has to teach several different motions in a short time.

For object recognition, the authors propose a deep belief neural network (DBNN)-based approach. The captured camera image is used as the input of the DBNN. The DBNN extracts the object features in the intermediate layers. In addition, the authors developed three teaching systems which utilize iPhone; haptic; and Kinect devices.

The object recognition by DBNN is robust for real-time applications. The robot picks up the object required by the user and places it in the target location. Three developed teaching systems are easy to use by non-experienced subjects, and they show different performance in terms of time to complete the task and accuracy.

The proposed method can ease the use of robot manipulators helping non-experienced users completing different assembly tasks.

This work applies DBNN for object recognition and three intuitive systems for teaching robot manipulators.

Going upstairs is a common humanoid robot task. In this paper, a genetic algorithm (GA) gait synthesis method for going upstairs and a radial basis function neural network (RBFNN) implementation, are considered. The gait synthesis is analyzed based on the minimum consumed energy and minimum torque change. The proposed method can easily be applied to generate the angle trajectories for going downstairs, overcoming obstacles, etc. In our work, the stability is verified through the ZMP concept. For the real time implementation, a RBFNN which is taught based on the GA results, is considered. The RBFNN generates the optimal gait in a very short time, where the input variables are the step length, step height and step time. Simulations are realized based on the parameters of the “Bonten‐Maru I” humanoid robot.

Recently, many control architectures for robots have been proposed. However, in these architectures, it is difficult to add new functions to existing applications or add new applications. Moreover, developing a robot control system using many researchers makes it difficult to cooperate with each other. In order to deal with these problems, we propose a Humanoid Robot Control Architecture (HRCA) based on Common Object Request Broker Architecture (CORBA). The proposed HRCA is organized as a client/server control architecture. The HRCA is implemented as an integration of many humanoid robot control modules, which correspond to CORBA servers and clients. By applying these to “Bonten‐Maru I” a humanoid robot, which is under development in our laboratory, we describe the HRCA modules and the effectiveness of HRCA. We confirmed the effectiveness of HRCA from simulation and experimental results. By using the proposed HRCA, the control of the humanoid robot in a distributed environment such as a Local Area Network (LAN) is possible and thus various humanoid robots in the world can share their own modules with each other via the Internet.

The purpose of this paper is to compare the performance of the robot arm motion generated by neural controllers in simulated and real robot experiments.

The arm motion generation is formulated as an optimization problem. The neural controllers generate the robot arm motion in dynamic environments optimizing three different objective functions; minimum execution time, minimum distance and minimum acceleration. In addition, the robot motion generation in the presence of obstacles is also considered.

The robot is able to adapt its arm motion generation based on the specific task, reaching the goal position in simulated and experimental tests. The same neural controller can be employed to generate the robot motion for a wide range of initial and goal positions.

The motion generated yield good results in both simulation and experimental environments.

The robot motion is generated based on three different objective functions that are simultaneously optimized. Therefore, the humanoid robot can perform a wide range of tasks in real-life environments, by selecting the appropriate motion.

A new method for adaptive arm motion generation of a mobile humanoid robot operating in dynamic human and industrial environments.

This paper contributes to the problem of humanoid robot gait generation in unknown environments. The intention of the proposed method is to create an autonomous humanoid robot, able to take decisions and generate the appropriate optimal gait based on the information received by the eye system. Up to now, we have created two modules: walking and going upstairs. In order to create an autonomous humanoid robot, we plan to consider other tasks like going downstairs, creeping, obstacle overcoming, etc. In this paper, we present the simulation and experimental results for real time humanoid robot gait generation realized with the “Bonten‐Maru I” humanoid robot. The results showed that the Neural Network modules generate in a very short time a stable humanoid robot motion.

Looks at the findings of a survey of 115 Saudi Arabian managers who had completed their undergraduate education in the United States in relation to the informational and computing resources and their applications in Saudi organisations. Considers the role of computers in business and highlights the lack of specialists able to train within the country. Concludes that whilst the skills to use information technology exist, they are limited by cultural resistance to change, traditional viewpoints, authoritarian leadership and bureaucracy. Advocates government encouragement and ties with developed nations to help change such attitudes.

Examines the European Union (EU) countries’ uncertainty avoidance measures (based on Hofstede’s work) and proposes the degree of formalization (high, moderate or low) applied by organizations in the EU countries. Proposes that high formalization organizational structures are more prevalent in Austria, Belgium, France, Germany, Greece, Italy, Portugal and Spain; that low formalization organizational structures are more prevalent in Denmark, Great Britain, Ireland and Sweden; and that moderate formalization organizational structures are more prevalent in Finland and The Netherlands. Claims that these propositions can be tested at the organizational level using the Aston study instrument but warns that cultural factors are only an element among a number of other contextual variables such as the subsidiary’s local context (environmental complexity and the amount of local resources available to it), the size and age of the organization, type of organizational function, the way in which organizations confront a crisis, and management preferences for control. Indicates that it should not be assumed that this research can be applied to Confucian‐based Far East cultures. Mentions also that a country’s cultural values can change over time so should be periodically updated using Hofstede’s Value Survey Module.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

Gives an in depth view of the strategies pursued by the world’s leading chief executive officers in an attempt to provide guidance to new chief executives of today. Considers the marketing strategies employed, together with the organizational structures used and looks at the universal concepts that can be applied to any product. Uses anecdotal evidence to formulate a number of theories which can be used to compare your company with the best in the world. Presents initial survival strategies and then looks at ways companies can broaden their boundaries through manipulation and choice. Covers a huge variety of case studies and examples together with a substantial question and answer section.