Human Technologies Innovation and Introduction

This paper highlighted the perception of seafarers on Human Technology Interaction (HTI) in the navigation operation of merchant ships. From the review of the literatures, weaknesses related to HTI in the current practice of navigation were found. Most common errors found were over reliance on technology, misinterpretations of data and careless usage of technology. Due to these weaknesses, a survey titled 'The Technological Perception on Human Technology Interaction (HTI) for Navigation of Merchant Shipping' was conducted focusing on the perception of officers in handling the technological equipment during the navigation operation. The survey involved 97 officers of merchant ships from two major shipping companies in Asia. Among the findings were 56% officers agreed that accident happened frequently due to misinterpretation of data provided by the technological equipment. About 67% of officers agreed that logic diagrams should be provided for equipment. Recommendations were made such as to provide logic diagrams showing the relationship between the equipment and the system. A clear policy on the use of technology particularly for navigation operation should be developed especially the trend of future ships are more technologically inclined. Lastly, there is a need to explore the ergonomic compatibility for effectively eliminating the HTI errors.

Irrigation and water management have lagged behind other industries in terms of technological advancements, but with innovations like variable rate, real-time systems, it is now embracing the 21st century. More efficient methods of delivery are suggested to face the limited water resources challenges. Precision irrigation can be a successful application mechanism to reach these goals.
Precision irrigation is a method for conserving water and energy while boosting agricultural productivity. Its major purpose is to apply optimum watering throughout fields, and it has been cited by several researchers as the most likely way to conserve significant water. Precision irrigation, as opposed to the 'uniform irrigation' treatment that underpins traditional irrigation management, involves the 'differential irrigation' treatment of field variance. Precision irrigation, on the other hand, entails being adaptable and relevant to all irrigation technologies, including those used in locations where surface irrigation systems are still prevalent.
Precision irrigation is an important technology for increasing water efficiency in both off-farm and on-farm operations. Precision irrigation could be a significant tool for avoiding water conflicts among water users and establishing water security, as is the situation in Egypt, which is experiencing water scarcity. These technologies are examined in this study, and it is obvious that fresh developments and intervention strategies are necessary.
The purpose of this peer-reviewed article is to describe the outlines, components, functions, and implementation of precision irrigation systems/technology, as well as its potential in future farming techniques. This article looks at how available irrigation technologies, such as precision irrigation, real-time sensing, adaptive control, and decision support technology, can be used to achieve a Water SMART strategy in Egypt's irrigation system.

The Business Model Canvas is a strategic management and lean start-up template can be used as aid for developing a new, or analyzing and mapping an existing business model of a company. It is a visual chart with elements describing a firm or product's value proposition, infrastructure, customers, and finances. It assists firms in aligning their activities by illustrating potential trade-offs. It gives a graphic representation of a number of variables that show the values of the organisation.

A business model is a description of how your business intends to operate and make money. Sounds simple, RIGHT?

Memasuki era revolusi industri 4.0 yang telah dijalani dengan berbagai disrupsinya, membawa gagasan lebih lanjut sebagaimana diajukan oleh Jepang untuk menjadikan masyarakat sebagai pusat dari teknologi yang berkembang pesat. Diskursus yang dibahas kemudian mencakup bagaimana berbagai teknologi tersebut membawa kebermanfaatan dan sesuai dengan kebutuhan masyarakat.
Gagasan yang diajukan oleh Jepang tersebut disebut sebagai gambaran perkembangan Society 5.0 yang merupakan kelanjutan dari hunting society (Society 1.0), agricultural society (Society 2.0), industrial society (Society 3.0), dan information society (Society 4.0). Society 5.0 digambarkan sebagai masyarakat yang menjadikan manusia sebagai pusat perkembangan teknologinya. Dengan demikian, perkembangan teknologi informasi tidak hanya semata ditujukan untuk akselerasi pembangunan ekonomi semata, melainkan juga untuk dapat mengatasi berbagai permasalahan sosial yang ada.
Gagasan ini kemudian mengemuka dan membawa diskusi lebih lanjut bagaimana proyeksi Society 5.0 di Indonesia. Secara khusus, sebagai mahasiswa Psikologi, muncul pertanyaan bagaimana menempatkan Psikologi sebagai kontributor penting dalam menyambut society 5.0 di Indonesia. Peran Psikologi yang luas diharapkan dapat menyentuh berbagai lapisan sistem di masyarakat mulai dari keluarga, organisasi hingga komunitas. Hal tersebut mendorong Fakultas Psikologi Universitas Diponegoro untuk menyelenggarakan sebuah konferensi ilmiah untuk mahasiswa Psikologi yaitu Konferensi Mahasiswa Psikologi Indonesia (KMPI) yang telah diselenggarakan secara daring pada 29 Agustus 2020 lalu.
Tema Revitalisasi Peran Psikologi dalam Keluarga, Organisasi, dan Komunitas: Tantangan dalam Menyambut Society 5.0 ini mendapat respons yang sangat baik dari mahasiswa Psikologi di berbagai penjuru Tanah Air dengan diterimanya puluhan artikel yang membahas mengenai peran psikologi dalam menyambut Society 5.0 dan isu-isu lain yang turut mengiringinya. Artikel tersebut disatukan dalam sebuah prosiding yang sedang pembaca nikmati sekarang. Akhirnya, tim editor mengucapkan terima kasih kepada peserta sekaligus kontributor artikel dalam prosiding ini. Semoga sumbangsih ilmu tersebut mengalir tiada henti, dan tergandakan tiada batas. Psikologi Prioritas!

Increasingly, a range of 'things' (e.g. infrastructure, data, knowledge, bodies, etc.) are configured and/or reconfigured as assets, or capitalized property. Accumulation strategies have changed as a result of this assetization process, which characterizes a particular form of technoscientific capitalism. Rather than entrepreneurial strategies based on commodity production, technoscientific capitalism is increasingly underpinned by rentiership, or the appropriation of value through ownership rights (e.g. intellectual property), monopoly conditions, and regulatory or market devices and practices (e.g. investment dispute courts, exclusivity agreements, etc.). While rentiership and rent-seeking are often presented as negative phenomena (e.g. distorting markets, unearned income) in both neoclassical and Marxist literatures – and much in-between – it is my intention in this paper to unpack rentiership as an increasingly constitutive political-economic process underpinning technoscientific capitalism. Rather than being framed as a problematic 'side-effect' of capitalism, I argue that rentiership can help us to understand how different forms of value extraction are constituted by and come to constitute different forms of technoscience. This has significant analytical, political, and normative implications for understanding the relationship between science, innovation, and business (e.g. how do rentier rationales configure research agendas, how does innovation enable rentiership, what are the consequences for social equity, etc.).

Hiring decisions can be risky. How much can employers save by better understanding the motivations and objectives of each applicant?  How much time and expertise should be invested in getting to know each applicant? Will such efforts raise the return on investment?  What are the shortcomings and deficits of the criteria to evaluate, compare and rank applicants?  How do they need to get changed to reflect the shift in the relative order of job skills between employees when the composition of the team (total of all employees) changes by hiring, firing or replacing?  A job description combines tasks and steps to a random set of job responsibilities.  But could there be better ways to bundle tasks together and to look for the most qualified applicant for this particular arbitrarily defined task bundle?  Could the employer benefit from regrouping all small tasks, which a company must perform, by changing which and how many small job tasks will be bundled together in different job descriptions?  And if so, how can reassigning each little tasks from different jobs to the most suitable employee (task-centered approach) instead of looking for the most qualified applicant for a particular job (job-centered approach) help in improving productivity and profitability?  How and why will the new task-centered approach help to increase the workforce diversity more than the job-centered approach?  How can reassigning tasks help disabled and handicapped lacking essential job functions to get hired anyways?  How can employers benefit from not only looking for the most qualified applicant for any particular job (i.e. arbitrarily bundle of tasks and steps) Why does the task-centered based hiring decision benefit employees, employees, applicants and disabled job-seekers more than job-centered based hiring decisions?  What are the benefits to seek the best employee for each task (task-centered) instead of the most qualified applicant for a particular job?  How can employers benefit from a paradigm shift replacing the job-centered with the task-centered hiring perspective?  How can the multi-dimensional effects, which different combinations of employees (i.e. teams) on the overall productivity and profitability be measured?  How much welfare and unemployment benefits could be saved if employers were aware of the additional benefits when making task or employee based hiring decisions instead of exclusively looking for the most qualified applicant?  How can reassigning job-tasks to different employees help applicants to become the most qualified job-seeker despite lacking essential job functions?  How could employers be convinced that they'd benefit most from reassigning tasks from different jobs to the employee most qualified for a particular task instead of only looking for the best applicant for a particular job consisting of an arbitrary bundle of tasks?

This study has been applied for connections between art and skill of substances and innovation capability. The concept of innovation competency I opted for the examination as defined in the economic policy as one of the critical success factor. The conclusions drawn from the study are based on forms and interview studies that have been done 31 person group (n = 31). Group consists of individuals who are in some way innovative. The questions are set so that they have assessed themselves how possible, decorative arts and skills materials hobbies has been seen and can be seen in the way they operate. In addition, data have been collected from three scientific art-courses with children's and youth activities and arts and skills by engaging learning environment have been observed (n=28). My research background is economist Joseph A. Schumpeter's hypotheses relevance of innovation and entrepreneurship in the social development. My grip is multidisciplinary as Schumpeter had knowledge of the history as one of the most important cornerstones. My research ethical goals spring from the same thinking as a philosopher Martha C. Nussbaum's argument that education and art education are also needed to promote the economy. In addition, to control my thinking philosopher John Dewey view of the fact that the insight and imagination are not mystical sources of creativity, but they can be seen to learn skills that can be taught purposefully. Research is mainly carried out as a qualitative research process during years 2011 - 2015. The guiding principle has been the idea that all the collected data to speed up thinking, and that this research process has made it possible to test out solutions for spelling and methodological issues (Eskola ym.Suoranta 2008, 20). The starting point of the study can be considered as grounded theory of type of thinking, where the material is more important than the subject can be found in the theory ( Metsämuuronen 2005 , 212). The data analysis section has been utilized mixed methods adapted formula, quantitative methods have been used in data analysis in qualitative analysis .The data analysis gives a strong indication that there is a connection between the innovation capability and arts and skills.

Bu çalışma tekno-sosyal çağın ilişkilerine olabildiğince gerçekçi perspektiften baktığı varsayılan bilim kurgu türü üzerinden eleştirel bir tartışma yapmayı hedeflemektedir. Bu tartışmanın odağında bedene, hafızaya ve duyulara iyiden iyiye nüfuz eden teknolojik aygıtlar ve onların insani nitelikler üzerindeki dramatik izdüşümleri vardır. Makalenin argümanına göre ayırt etmek, merhamet göstermek, reddetmek, hata yapmak, dalgın olmak, görmezden gelmek ve unutmak gibi insana özgü vasıfların yerini gündelik yaşamı otomasyon kültüründe işleten, sürekli uyanık ve dinamik tekno-sistemler almaktadır. İnsanı mekanik akışa eklemleyen bu kültürde şiddet de sterilize edilmek suretiyle belirsizleştirilmektedir. Aygıtlar insan bedenini çevreleyen dış dünyaya değil; bizatihi bedene entegre ve bilinç dışına dönük şekilde tasarımlanmaktadır. Özgürlük istencini de bulanıklaştıran bu coşkulu ve hızlı eğilim, uyumak dahil neredeyse tüm alışkanlıkları ve ayrıca duyuları —özellikle de gözü— yeniden formüle etmektedir. Bunun sonucunda bir zamanlar tefekkür ve tahayyülün merkezinde olan duyu(ş)lar teknik olarak araçsallaşmakta ve aygıtların hizmetinde pasif eklentiler halini almaktadır. Bu nitel çalışmada söz konusu yaklaşımlar, son yıllarda oldukça popüler olan Black Mirror dizisinin Senin Tüm Geçmişin ve Acımadan Öldürmek bölümleri ışığında sosyolojik film analizi yöntemiyle incelenmektedir. Bu yöntem filmleri sanat alanına temas eden teknik ve estetik unsurlarından ziyade toplumsal yaşamın yansıması, yorumu veya temsili olarak ele almaktadır. Bu makalede odaklanılan iki bölüm de bu açıdan modern kültürün göstergelerinden olan teknolojik inovasyonların özellikle insan bedeni, hafızası ve duyuları üzerindeki belirleyiciliğini tamamlayıcı tavırla izah etmesi bakımından dikkat çekicidir. Çalışmanın teorik çerçevesini ise modern tekno-kültürel değişimi sosyolojik yaklaşımın eleştirel penceresinden analiz eden Günther Anders, Jean Baudrillard, Zygmunt Bauman, Paul Virilio ve Byung-Chul Han gibi düşünürler oluşturmaktadır.

A visit to the St. Sophia of Istanbul is like a visit to the nearly 2000 year old history of the city itself. The church is one the finest & most famous examples of Byzantine architecture in the world. It is located in the heart of old Istanbul, next to the also famous Blue Mosque, in the Sultan Ahmet Square of Istanbul. The above photograph above shows the actual view of the Hagia Sophia Church Museum (Aya Sofya Muzesi) as it appears in Istanbul today. Four minarets have been added to Hagia Sophia, after the Ottomans captured Constantinople at 1453 and converted the building from a church into the mosque. Today, Saint Sophia is neither a Church nor a Mosque, but a museum that is open to the public. The Hagia Sophia was built as a Constantinian Church by the emperor Justinian I, between A.D. 532 and 537 and at the time, it was estimated to be the largest covered space in the world. Its architects were Isidore of Miletus and Anthemius of Tralles. It was built in only five years. On May 558, the dome of the church collapsed due to a December 557 earthquake, and though a new dome was quickly rebuilt afterwards.Hagia Sophia is a Greek phrase that means 'Holy Wisdom'. This ancient basilica was also called Saint Sophia. The Turks call it 'Aya Sofya Muzesi' (Hagia Sophia Museum) or in short, Ayasofya. After its construction ended, Hagia Sophia served as a Church for the following nine centuries, until  Constantinople was invaded and taken over by the Ottomans on the 29th of May, 1453. After this date, the Hagia Sophia was converted into a mosque.
Then in 1935, during the first years of the Republic of Turkey, the Mosque was secularized and made into a museum under the direction of Mustafa Kemal Ataturk, founder of the Turkish Republic.    It became a national museum, as it remains today.

In recent years, educational technology and innovative programs have been introduced
to many education systems. Although these technologies have a great potential to improve teaching,
learning and management processes especially at higher education, many obstacles and resistance
hinder their implementation. In order to shift towards an entrepreneurial higher education institu-
tion, organisational culture needs to be adapted to the present conditions. Given the importance of
the subject, there is a need for a deeper look into the nature of organisational culture in the context
of its relationships with innovative and technology-based development for educational institutions.
This paper attempts to show and critically analyse the role of organisational culture on the develop-
ment of innovation and technology-based projects (ITBP) at the higher education; particularly by
considering the perceptions of the researchers. Semi-structured interviews were conducted with 34
researchers from different fields. Interpretative phenomenological analysis (IPA) was used in this
study. Academic people (89%) from well-developed organisation in terms of physical components
had better results in developing innovation and technology when compared to the academic people
from non well-developed cultural organisation. Furthermore, values of the organisation are signifi-
cantly important in order to increase the depthless of the innovation and technology-based projects
development.

In this study, how the innovative career counselling at the career offices of the different universities affects the university students in their career path was critically analysed by studying the different cases of the world universities in the US and in Turkey. The changing atmosphere in the higher education and job environment had critically changed the university students' decision-making processes. Today, the new career counselling approach is needed and called "talent management" in search of alternative perspectives (Capelli, 2008). As Berger and his friends (2011) mention that even though the current talent management literatüre has a too narrow and one-dimensional approach, the innovative career counselling offices develop talent management in order to decrease career conflicts by helping the students in their career decisions. İn the new talent management, the three dimensions are taken into considerations which are namely, majors, talents, and skills. The new perspectives in the career counselling are not only valuable for the development of the students in their fields in general but also essential for the success and reputation of the universities in different contexts. İn order to understand the real effects of innovative career counselling in decision making process of the university students while decreasing their conflicts, the data were collected by using a phenomenological analysis (Moustakas, 1994, p. 2). Hence, the original data were gathered from "naive" descriptions by asking open-ended questions and dialogue. The researcher described the experiences based on reflection and interpretation of the research participant's story. İn this study, the university students (n=48), who studied from seven different universities in the US and in Turkey had participated and answered semi structured interview and focus group questions. Since a few universities had been using talent management, there were some limitations in sampling. Additionally, ali the students were Turkish due to the limitation in reaching ali the students in the US. Furthermore, the results were finalised by processing Atlas.ti 6 in order to understand deeply the complex structure of the role of the career counselling offices on career decisions and career conflicts among the students. As a result, the data show that the new career counselling called in general as talent management had inevitably affected decision making process of the university students in many ways. Even though most (83%) students were happy to contact and to work with the career counselling offices since they had become good in adapting quickly in the changing conditions of the market. The large number (98%) clarified that they had conflicts in choosing right career path, and they tried to choose majors to earn money rather than learn. Hence, in this career decision process only (96%) agreed that career counseling
offices were very well structured in helping to integrate and penetrate into the market. The data showed that the career counselling offices in the US were significantly different than those in Turkey, particularly in understanding the needs and the talents of the students by giving different assessments and in developing the social network with the business world. Even though the students in Turkey had same kind of interests, skills, and talents, they had been living significant conflicts due to the lack of proper career counselling at their universities called "talent management." İn this context, ali the students who study in Turkey were not happy and satisfied and that mentioned that they were living deep career conflicts in the 3rd and 4th grade. However, those students, who studied in the best universities in the US where career-counseling offices were active and well organized, had better self-confidence. In one of these universities, new approach of the career counselling had been using innovatively by taking holisticaily the concept of the career conselling so that all the students clearly mentioned that they did not have negative experience or conflicts in their decisions. They had been involved in their career decision activities while they were studying at the universities by attending actively in workshops, counselling sessions, assessment process, and mentoring.  Berger, L A., & Berger, D. R. (Eds.). (2011).
The Talent Management Handbook: Creating a Sustainable Competitive Advantage by Selecting, Developing, and Promoting the Best People. McGraw-Hill. Cappelli, P. (2008). Talent management for the twenty-first century. harvard business review, 36(3), 74. Moustakas, C. (1994). Phenomenological research methods. SAGE Publications, Incorporated.
Key Words: Talent Management, Innovative Career Counselling, Career Counselling Offices, Career Conflicts, and Career Decisions

In the digital age, the new leadership model is needed in the technologically developing schools, mainly in the high schools. In
these educational organizations, the new skills are also asked from the schools’ leaders in order to be highly successful to
meet the new needs of the students as well as the
management. However, most of the schools’ leaders are not ready to deal
with these new expectations and responsibilities since they have been significantly changed and transformed (Hannah &Avolio, 2010).

The technological based economies need well-qualified and well-rounded human capital to increase strategically and systematically innovation: hence, the best universities are playing important and crucial roles in choosing right talents. However, after the graduation from the undergraduate and post-graduate studies, the new highly simulative job ecosystems should be needed foster innovation based economies. In that way, the technology parks, particularly those, which are close to the universities, have become very critical to attract talents and to sustain consistent development. Consequently, the policies and the strategies of higher education administration have become very important to attract new talents as brain gain or to lose talent as brain drain. In this study, how the policies and the strategies of higher education administration at different technology parks can affect on attracting or losing the talents is analyzed as a research question.
Therefore, the universities administration policies, strategies, and even roles at the technology parks as provocative environments are critically questioned on increasing innovation-based economies. Using a mixed-qualitative-method, this study aims at understanding how some technology parks are attracting talents, while some others are loosing due to the differences of the higher education policies, strategies, and roles. By analyzing critically the background of the three universities technology parks in Turkey comparing in the US, it is hoped to understand: (1) the existence situation of the higher education administration through the technology parks in order to gain the talent or vice versa, including individual earnings, (2) perceptions of key stakeholders (n=24) (e.g. higher education administration, technology parks executives, researchers, and graduate and undergraduate students). The best universities, seen even in the ranking list, have specific technology parks in which they attract attraction talents since they have well-developed ecosystems for innovation oriented research ecosystems. However, those which do not have well-organized relationship with the technology parks, particularly in incubation, they lose their talents. In this case, the income is not even among the first five reasons. The talents prefer to mobilize and circulate in those universities where the higher education policies, strategies, and roles are well structured with rich values, such
as entrepreneurship, visibility, accessibility, and affordability. The studies show that the background of the two universities technology parks in Turkey comparing in the US has the same
structure due to the fact that they have tried to use the same higher education management systems, particularly in accountability and transparency of the talents. On the other hand, one of them does not have any accountability and transparency criteria to follow up the talents’ performances. The perceptions of key stakeholders as higher education administration depend on
the values in the organizations. Those who have strategic models, planning, short-term and long-term policies have played better and proactive roles at the universities in choosing the right
talents and encouraging them in their careers, especially with the help of technology parks executives. So, the best talented researchers, graduate and undergraduate students choose the
right technology parks where they improve their capacities while building innovation capacity.

In a global world, it is impossible for a technology- based economy to think independently of other variables, underlying relational environment. In the higher education systems, different environments significantly affect the success of the new start-ups in the universities. In this study we try to look at what effects different interactive ecosystems might possibly have on improving creativity, innovation, patenting and licensing by showing different real-life examples from life sciences. Additionally, the paper tries to look at how exactly ethnographic studies affect participants in the process of creating innovative products. All this is given in a close connection with the interactive ecosystem in which the target participants become more active by developing empathy. Thus, by developing a new in
teractive ecosystem, specifically in the hospitals, participants’
behaviours and attitudes have changed and they have become much more actively engaged in the problems and needs of the health shareholders.
Keywords: Higher education, higher education management,
interactive ecosystems, new trends in higher education,
creativity, innovation patenting and licensing, organizational structure and strategy in higher education, translational research, start-ups for universities.

This paper is concerned with models of the innovation process. It takes the perspective that innovation is a non-linear process where development paths emerge from the process of 'imagining' and 'doing', iterating around in evolutionary cycles until a satisfactory innovation emerges. To support this we have developed a model of the innovation process called Creative Innovation Development (CID), which integrates an evolutionary ideation process (an augmented version of science fiction prototyping) with agile development. The paper describes the working of the model and its components. We illustrate the operation of CID by describing how it is being utilised by a start-up company, LivingPattern Technology Inc. Finally, the paper concludes by presenting future directions for our work.

This document is very much work in progress. It began as a post on social media in early February 2018 – a collection of thoughts that have some origins to earlier work in academia, I.T. systems, and technology; and others that have emerged since then due to an interest in Economics. I welcome any critical and constructive comments and promise to reply asap.

Bilgi ve inovasyon odaklı gelişimin ve rekabetin bir uzantısı olarak üniversite-sanayi işbirliğinin gittikçe arttığı ortamlarda yetenek yönetimi olarak bilinen kavram sadece artık insan kaynakları yönetiminde değil bizzat üniversitelerin kariyer merkezlerinin de üniversite birinci sınıftan itibaren lisans ve yüksek lisans seviyesinde yürüttüğü bir strateji olarak karşımıza çıkmaktadır. Green'in belirttiği üzere yetenek yönetimi; insan kaynağını işe alma, tutma, geliştirme ve sonrasında yeniden düzenleme (performans süreci) aşamasından oluşur (2006). Ancak asıl önemli olan yetenek yönetimi bireylerin işe alınmadan önce mesleklerini elde ettikleri üniversite yıllarında şekillenmektedir Hashim & Taib, 2012). Gelecekte potansiyel çalışan olarak öğrencilerin üniversite öncesinde hangi üniversiteyi seçeceklerini, hangi bölümde okuyacaklarını, okudukları bölümlerin hangi alanlarında ihtisaslaşacaklarını, kendi kişiliklerine göre hangi yetenek ve becerilerini geliştireceklerini, nerelerde staj ya da proje geliştirerek liderlik yapabileceklerini belirlemek üzere yetenek yönetiminin yapılması gerekmektedir. Bu sayede çok  daha emin olan öğrencilerin üniversite sonrasında seçecekleri mesleklerde ve iş alanlarında daha başarılı ve mutlu olmaları kaçınılmazdır (Guile, 2002). Bu nedenle yurtdışındaki iyi üniversitelerdeki örneklerle birlikte Türkiye'de kariyer merkezleri kurulmakta ve kurulan bu merkezler vasıtasıyla öğrencilerin yönlendirmeleri sağlanarak iş dünyası ile körü görevini oluşturmaktadır. Bu araştırma da stratejik yetenek yönetimi ve kariyer danışmanlığı uygulayan kariyer ofisinin uygulamayanlara göre olan etkisi araştırılmak istenmiştir.

This study aims to explore the transformation of the universities by means of the techno-parks. The university-industry-government partnership, which forces to make changes in the universities and "human capital." It is so clear that the reasons are not only national, but also supranational where innovation and knowledge are taken as drivers of the competitiveness and growth. The transformation in the higher education is seen as the marketization of the universities by means of generating technological knowledge, which is commodified in the global market economy. The effects of the techno-parks are serious on the academic missions of universities, while changing innovation system so that the misssions of universities are redefined. Hence, knowledge as a commodity can be sold in the market and techno-parks and universities have become the headquarters of corporations. The analyses show that universities are not capable of absorbing the increasing demand so that techno-parks open new liberalization in commodification of knowledge. The transformation towards entrepreneurialization has profoundly produced different problems-inequalities, segregation, and social injustices.

Over the past five years, university students have been involved in different leadership and innovation projects and activities. Such projects and activities are particularly about the incubation of start-up firms in which the students try to commercialize their knowledge bytaking entrepreneurship courses to develop partnerships and the delivery of their innovative products and services at the technology parks ofthe universities. This study aims to explore the effects of the entrepreneurship courses on developing startups at the technology parks in Turkey.

Sardis has been the name of the settlement here for more than 3,000 years. The oldest occupation levels excavated at Sardis date back to the late Bronze Age, around 1400 B.C. But much older artifacts, going way back to the Early Bronze Age and Neolithic Period of the 3rd-7th millennia B.C., have also been recovered at the site. At later times, Sardis was the capital of the Kingdom of Lydia that spanned over half of Anatolia (modern Asian part of Turkey). Due to its successful trade and commerce, Sardis remained the center of fame and wealth for many centuries. It featured a grand Roman bath and a gymnasium complex and a Jewish synagogue (third largest in the world). Later, some artifacts of the Temple of Artemis (one of the Seven Wonders of the Ancient World) were also brought to the city. As the early Lydian kingdom developed industrial arts and manufacture, skillful craftsmen of Sardis discovered the secret of producing silver and gold of an unknown purity to the date. This discovery made Sardis famous for being the very place where modern currency was invented. Sardis was a major urban settlement of the Persian Empire, and the seat of the Roman Empire’s Proconsul. One of the Seven Churches of Asia mentioned by St. John in the Bible was there, as it was an important center of Early Christianity. Eventually, Sardis was neglected and fell under the Ghazi’s control, handed over to them by treaty in 1306. The decline went on until the are was taken by Mongols in 1402. By the 19th century, Sardis was in ruins. The first excavation campaign of 1910 was halted by World War I until it was resumed by Cornell University in 1958. From 1976 until 2007, new excavations were directed by archaeologists of the University of California, Berkeley. Nowadays, although some artifacts can be found in to the collection of the Metropolitan Museum of Art in New York, Turkey ensures that all artifacts of value remain in the country.

This Science Fiction Prototype explores the idea that the current interest in maker space activities could continue to grow to the point where it causes a sea change in the manufacturing industry as it shifts from centralised production in factories, to a distributed production in people’s communities or homes. This move is a natural extension of a number of research trends, such as the increasing ability to personalise products and the popular trend of making or adapting things. Wecontextualise this within current concepts such as virtual appliances and buzzboards and micro industries before presenting a series of vignettes that take a potpourri look at some related ideas. Finally, we conclude the article by reflecting where this technology could go in the future.

This is the preface to the first Creative Science 2010 (CS'10)  workshop that was held in Kuala Lumpur, Malaysia on the19th of July 2010 and explored the use of science-fiction as a means to motivate and direct research into product innovation. This first edition contained a number of prototypes including In “Tales from a Pod” (which generated the ImmersaVU, the methods first commercial product), “Mdi” (a gadget to produce holograms and recognise gestures), “We All Wear Dark Glasses Now” (a prototype of the various glass products that abound), “Voices From The Interface“ (dealing with brain computer interfaces), “Were-Tigers of Belum”, (an application of sensor networks) and “Knowing Yourself” (a speculative exploration of  body energy and medical technology).

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