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This paper aims to explore the electronic design of the Touch Hand: a low-cost electrically powered prosthetic hand. The hand is equipped with an array of sensors allowing for position control and haptic sensation. Pressure sensors are used on the fingertips to detect grip force. A temperature sensor placed in the fingertip is used to measure the contact temperature of objects. Investigations are made into the use of cantilever vibration sensors to detect surface texture and object slippage. The hand is capable of performing a lateral grip of 3.7 N, a power grip of 19.5 N and to passively hold a weight of up to 8 kg with a hook grip. The hand is also tested on an amputee and used to perform basic tasks. The amputee took 30 min to learn how to operate the hands basic gripping functions.

Problems of previous prosthetic hands were investigated, followed by ways to improve or have similar capabilities, yet keeping in mind to reduce the price. The hand was then designed, simulated, developed and then tested. The hand was then displayed to public and tested with an amputee.

The Touch Hand’s capabilities with the usage of the low-cost materials, components and sensory system was obtained in the tests that were conducted. The results are shown in this paper to identify the appropriateness of the sensors for a usage while the costs are reduced. Furthermore, models were developed from the results obtained to take into account factors such as the non-slip material.

The research was restricted to a US$1,000 budget to allow the availability of a low-cost prosthetic hand.

The Touch Hand had to have the ability to supply the amputee with haptic feedback while allowing the basic grasping of objects. The commercial value is the availability of an affordable prosthetic hand that can be used by amputees in Africa and other Lower-Income countries, yet allowing a more advanced control system compared to the pure mechanical systems currently available.

The Touch Hand has the ability to give amputees affected in war situations the ability to grasp objects in a more affordable manner compared to the current available options. Feedback from amputees about the current features of the Touch Hand was very positive and it proves to be a way to improve society in Lower-Income countries in the near future. A sponsorship program is being developed to assist amputees with the costs of the Touch Hand.

The contributions of this research is a low-cost prototype system than can be commercialized to allow amputees in the Lower-Income countries to have the ability of a prosthetic hand. A sensory system in the hand is also explained which other low-cost prosthetic hands do not have, which includes temperature, force and vibration. Models of the sensors used that are developed and calibrated to the design of the hand are also described.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

In 1948, South Africa's Apartheid legislation imposed modernist spatial planning on its populations and created worlds Black people struggled to connect with. Crime, poverty and unemployment have emerged as legacies of Apartheid that continue to impact the lives of Black people living in the townships. In 1994, the new democratic government identified community engagement (CE) as a critical process that could help restore the values of Black people and the places they live in.

This chapter explores a CE process as storytelling to trace the spatiality of agency. As a researcher-architect living in a township, I examined the voluntary community organisation (VCO), Studiolight's CE process, and an exhibition entitled Who we are Macassar, which was conducted between 2016 and 2018 in the community of Macassar, a township in the Western Cape of South Africa. The VCO worked with local youth to produce story maps and a street photography project that reauthors (retells and rewrites) the stories of life in Macassar to critically engage the spatial legacies of Apartheid. Brazilian theorist Paulo Freire's writings on how neglected population groups can self-organise to create knowledge that can restore social narratives is useful to make sense of the CE process. I highlight the spaces of the CE process and use Freire's concepts of critical action, praxis and co-creation to structure the study. I then reflect on the nomadic and sporadic spatiality that emerges in Macassar to discuss how architects can think about forging places with a sense of community identity and belonging.

Using in‐depth life history interviews, this paper examines how workingclass black workers get jobs. It also offers an analysis of the ways networks generate resource information which then passes through a series of connections that in form those connected about available jobs, the application process, what personal information is required to get the job, employer expectations, the application process, wage rates and who will make the hiring decision. Black city residents have repeatedly had to reorganize their strategies for economic survival simultaneously evaluating what sort of information is passing through their net works about available jobs and what is re quired to get the job.

Women's rugby in South Africa is a recent development. Inaugurated four years after the professionalisation of the men's game in 1997, the ‘Springbok Women’ national team faced an uphill battle in their struggle to match the century-old reputation and international respect enjoyed by the male ‘Springboks’. The women's game grew slowly over the last two decades, starting from a low base with only a few clubs in 2000. Despite its designation as a national team with the title of ‘Springbok’ in 2012, the women's game on the national and club level remains an under-resourced largely amateur game with only a small group of semi-professionals. Given the country's lack of a dedicated professional league or national competition, the national team struggled in the international arena. Poor results, in the end, resulted in the prioritisation of rugby sevens, despite this shortened version retarding the growth of the traditional game. After two decades, the semi-professional ‘Women Springboks’, known as ‘Imbokodo’ or ‘grinding stone’ since 2019, is still facing salary discrimination, inadequate resourcing and a lack of genuine recognition as its exclusion from Team South Africa for the 2016 Rio Olympic Games demonstrated. At the start of the second decade of the millennium, the situation looks decidedly bleak for women's rugby in the country despite the South African Rugby Union's endorsement of World Rugby's international programme for game development.

Some people assert that the tendency of modern Governments is to be too grandmotherly. They urge that people must not depend on the Government preventing them from coming to harm, and that they should be self‐reliant. This is very true, but nowadays one individual cannot be a specialist in everything. The ordinary person has to take a great many things on trust. For instance, a passenger by train is not able to inspect the engine and look at all the wheels, examine the whole length of railway, and in other ways assure himself that he and his are fairly safe from the results of the carelessness of others. On the contrary, he has to trust to the “powers that be” that they have adjusted the laws concerning responsibility in case of accident to any train that, on the average, the proper amount of care has been exercised. It is the same with weights and measures; a purchaser cannot always carry about with him a pair of scales and a set of weights to ensure his not being cheated; he has to trust to the Government and its inspector. And the Food and Drugs Acts constitute an attempt to protect people who are not in a position to protect themselves from being cheated. It has been suggested that the same principle should be extended to ensuring the proper cooking of food. The digestibility of most foods depends very largely upon the cooking, and yet how many of those who keep restaurants or roadside inns are really capable of cooking food properly? A busy man at the lunch hour and a cyclist at an inn are usually in a hurry. They have to eat the food supplied or go for some hours without any, and there ought to be some means invented to ensure the food being fit to eat. There would, of course, have to be some legal definition of “well‐done” or “under‐done” meat, and what a cup of “fresh” tea ought to be. The exact hardness of potatoes allowable by law would give rise to appeal cases, and some glaring case of an egg boiled too hard might send a landlord to prison for a month. Boarding‐houses might even be brought within the administrations of the Proper Cooking of Food Acts.

Several job characteristics have been suggested to influence workers’ well-being. For example, Herzberg (1968) differentiated job characteristics that offset dissatisfaction such as social relations from job aspects that foster job satisfaction such as opportunities for advancement. While Hackman and Oldham (1976) focused on the motivational potential of job characteristics such as task identity and feedback, Karasek (1979) accentuated time pressure as a pivotal job demand. Together these models point out that various job characteristics may influence workers’ functioning.