Strengthen and Maintaining Behavior Flashcards
Problems with behavior
Can’t do: skill deficit
Problem with strength: won’t do
Does, but only under limited circumstances
Does at the wrong time or in the wrong place
Adaptive behavior
Those skills or abilities that enable the individual to meet standards of personal independence and responsibility that would be expected of his or her age and social group
Mastered tasks
Tasks for which the person has met the performance criteria set for the specific task within specific conditions
Examples of assessments used to identify skills to target for acquisition
VB-MAPP, essential for living, the MOVE curriculum
Discriminative stimulus
Antecedent stimulus correlated with the availability of reinforcement. Stimulus that should, after teaching, evoke the correct or an appropriate response
Prompts
Supplementary antecedent stimuli used to evoke the correct response in the presence of an EO or SD that will eventually control behavior
Artificial consequences and schedules
Consequent stimuli or schedules of presentation that may result in the learner making the correct or an appropriate response more frequently
Prompts maybe given
Before a response begins to occur or during a response cycle to aid the performance of the behavior
Prompts are used
In skill acquisition programs, to evoke a low probability behavior, to evoke a chain of behavior by prompting the first step, to prompt behaviors incompatible with an inappropriate behavior
Response prompts
Operate directly on the response
Types of response prompts
Verbal, modeling, physical
Stimulus prompts
Operate directly on the antecedent task stimuli to cue a correct response in conjunction with the critical discriminative stimulus
Position cue
Item being taught placed closer to the student
Movement cue
Pointing to, tapping, touching, looking at item being taught
Redundancy of antecedent stimuli
One or more stimulus/response demention paired with correct choice
Gestural prompts
Response prompt if the prompt operates on the response and stimulus prompts if the prompt operates on an antecedent stimulus
Fading
A technique used to gradually transfer stimulus control from supplementary antecedent stimuli to naturally occurring EO’s and/or discriminative stimuli
Procedures for fading response prompts
Most to least prompts, least to most prompts, time delay, graduated guidance
Single response skill
A single movement and can be taught without breaking it down into smaller steps
Multiple response skill
Requires breaking down the skill into multiple steps or responses to effectively teach it
Stimulus fading
Highlighting a physical dimension of the stimulus to increase the likelihood of the correct response
Effects of stimulus fading on problem behavior
Functions as an abolishing operation and abates problem behavior, evokes appropriate behavior
Stimulus shape transformations
Using initial stimulus shape that will prompt a correct response
Task analysis
Breaking down a chain into its component responses
Developing a task analysis
- Perform the task or watch someone perform the task
- write down each individual step in sequence
- Perform or have someone perform a task according to the steps listed
Types of chaining procedures
Backward, backward with leaps ahead, forward, total task
Forward chaining
The responses in the chain are taught, one at a time, in the same order as the naturally occur
Backward chaining
The responses are taught, one at a time, but beginning with the last step in the chain
Advantages of backwards chaining
The learner contacts the natural reinforcement contingencies in every learning trial
Backward chaining with leaps ahead
Same as backward chaining except some steps are skipped and probed instead
Advantage of backward chaining with leaps ahead
May reduce training time
Total task chaining
All of the steps are trained in a learning trial; works best with learners with an imitative repertoire
Procedures for teaching response chains
Chaining, modeling, instructions, behavioral skills training
Simultaneous discrimination training
Both discriminative stimulus and the S Delta stimulus conditions are presented to the learner at the same time
Successive discrimination training
Only one antecedent is presented to the learner in a given trial
Discrimination training
Reinforce a response in the presence of the stimulus, but not in the absence of that stimulus
Stimulus control
Situation in which the frequency, latency, duration, or amplitude of the behavior is altered by the presence or absence of an antecedent stimulus
Model
An antecedent stimulus that evokes the imitative behavior
Planned models
Prearranged antecedent stimuli that facilitate new skills
Unplanned models
All antecedent stimuli with the capacity to evoke imitation
Imitation training
Teaching the learner to imitate or do exactly what the person providing the models is doing
Types of imitation
Fine motor, gross motor, object imitation
High probability request sequence
Antecedent manipulation in which 2 to 5 easy, known tasks are presented in quick succession immediately prior to a difficult task or response that is relatively infrequent
Listener responding
Following directions or complying with requests of others
Errorless teaching
Procedure in which the prompt is given right away
Differential outcomes procedure
Different reinforcers are provided in a discrimination task each of which is correlated with a given stimulus
Differential outcomes can be effective in
Difficult discrimination tasks
Discrete trial training
Antecedents I presented; teacher waits for the letter to respond, learner response, and teacher provides consequence contingent on the learners response
Components of a discrete trial
And antecedent stimulus that sets the occasion for the learners response. A response by the learner. The teacher provided consequence for the learners response
Task interspersal
Programming mastered items or tasks in between acquisitios trials during discrete trial instruction
Incidental teaching
One or more cues occur or motivating operations are captured in a naturally occurring situation. Naturally occurring consequences are delivered contingent on learners response
Capturing
Taking advantage of a teaching situation that arises without warning in a natural setting
Contriving
Setting up a prearranged teaching opportunity
Discrete trial training often results in
Rapid rate of acquisition
Incidental teaching or natural environment teaching often results in
Stimulus generalization and induction
Two effective behavioral approaches to measure education
Direct instruction and University of Kansas behavior analysis program
Available time in school
Total number of school days and hours
Allocated time in school
Amount of time scheduled for instruction
Instructional time
Number of minutes instruction is delivered
Engaged/on task time
Time spent attending to ongoing instruction
Academic learning time
The time that students actually spend learning
Role of behavior analysis and education
Principles of learning, the operant as the basic unit, interactive not passive, measurement and evaluation of educational outcomes, developed and validated an effective technology of instructional design instructional delivery
The challenge of behavior analysis in education
Be clear about what is taught, teach first things first, stop making all students advance at the same rate, program the subject matter, reconsider ABA instructional technology, determine how to cause more durable and extensive behavior change, develop methods that teachers can and will actually use
Elements of the ABA approach to education
Clearly specified and behaviorally stated instructional objectives.
Well designed curricular materials.
Assessment of learners entry skills.
On going frequent direct measurement of skills.
Focus on mastery.
Highly structured and fast-paced.
Systematic use of positive and corrective feedback.
Supported by empirical research.
Extensively field tested and revised based on data.
Consider how realistic the procedures are for classroom practice.
Behaviorally stated instructional objectives
A statement of actions a student should perform after completing one or more instructional components
Reasons for writing behaviorally stated instructional objectives
Guide the instructional content and tasks, communicate to students on what they will be evaluated, specify the standards for evaluating ongoing and terminal performance
Mastery
Level of performance that meets accuracy and fluency criteria
Accuracy
Correctness of the response
Fluency
Short latency, high rate of correct responses
Durable
Maintains across time even after instruction ends
Smooth
Free of pause and fall starts
Useful
Applies to the real world
Contextually meaningful
Socially valid
Resistant to distractions
Performance consistent even when there are environmental distractions
Criterion-based evaluations
Results of other students have no effect on one’a score
Normed referenced evaluation
Student scores are based on an compared with peers performance
Generative learning/adduction
A general pattern of responding that produces effective responding to many untrained relations
Generative instructions
Teaching procedures which lead to adduction
Stimulus equivalence
Describes the emergence of accurate responding to untrained and non-reinforced stimulus-stimulus relations following the reinforcement of responses to some stimulus-stimulus relations
Types of stimulus equivalence
Reflexivity, symmetry, transitivity
Reflexivity
In the absence of training and reinforcement the learner selects a stimulus that is matched to itself
Symmetry
After learning that A=B the learner demonstrates that B=A without direct training on that relationship
Transitivity
After learning that A=B and B=C, the learner demonstrates that A=C without direct training on that relationship
Learn unit
The smallest divisible units of teaching and incorporates interlocking three term contingencies for both teacher and the student
Stages of learning
Acquisition, fluency, application
Acquisition stage
Establishing a new behavior, skill, or repertoire
Fluency stage
Student practices acquired skill to increase the number of correct responses per unit of time
Application stage
Using learned material in new, concrete, and real life situations
Influences on the number of learning units
Wait time, response latency, feedback the way, enter trial interval
Response latency and IRT
Student variables that can influence the number of learn units delivered in a classroom
Active student responding
Frequency of detectable responses that a student emits during ongoing instruction
Passive responding
Pays attention, listens to the teacher, watches others respond
Active student responding correlated with
Increased academic behavior, improve test scores, reduced disruptive behavior
Hi ASR approaches to instructional activity
Programmed instruction, personalized system of instruction, direct instruction, precision teaching, Morningside model
Response cards
Cards, signs, or items that are held up simultaneously by all students to display their response to a question
Types of response cards
Pre-printed selection based response cards. Pre-printed selection based pincher response cards. Write on response cards
Choral responding
Students respond orally in unison
Guided notes
Teacher prepared handouts that organize content, guides the learner with standard cues for the learner to record key facts concepts and relationships, provides a take-home product for study, keeps teacher on task
Programmed instruction
Involves a presentation of small frames of information, which requires a discriminated response. Developed by Skinner, often uses a computer
Personalized system of instruction
Students achieve standards at their own pace
Direct instruction
Follows a logical analysis of concepts and procedures as it presents examples and non-examples and instructional sequence that fosters rapid concept
Precision teaching
Focuses on learners performances as a means to assess interventions as the frequency of responses are tracked and charted on a standardized chart
SAFMEDS
Say all fast minute every day shuffle
Prerequisite skills
Pre-attending skills, instructional control, verbal behavior, generalized imitation, derived relational responding
Behavioral momentum
The tendency of behavior patterns to persist once established
Hi P request sequence
A procedure in which a person presents a series of easy-to-follow requests with which the behavior has a history of compliance in a sequence and then finishes with target request
When to use high P request sequence
Tendency to become overly prompt dependent, too big to manage physically, extremely sensitive to being touched
Behavior cusps
Behavior change that has consequences for the organism beyond the change itself, some of which may be considered important
Pivotal behavior
Behavior, that once learned, produces corresponding modification or covariations and other adaptive untrained behaviors
Rules
Specify contingencies and tell the listener what to do to gain or avoid certain consequences
Contingency specifying stimuli
The verbal antecedent stimulus or rule actually alters the function of other stimuli, such as a previously neutral stimulus may function as a discriminate stimulus or reinforce
Rule governed behavior
Behavior controlled by verbal description of a contingency
Imitation
The learner emits behavior which is topographically identical or very similar to the antecedent stimuli, which consists of someone else performing a behavior, which is then imitated by the lawyer
Generalized imitation
Imitative behavior which occurs without person receiving training and reinforcement to imitate the specific behavior modeled
Imitation training
- Presenting a model that sets the occasion for a specific response by the learner
- Providing response prompts as needed, so the learner emits the imitative response within the designated interval
- Reinforcing the imitative response
Modeling procedure
Uses an individual’s imitative repertoire to train new behaviors or to evoke desirable behaviors occurring at a rate which is too low
Variables influencing effectiveness of modeling
If the model’s behavior is reinforced.
Similarity between the model and the imitator.
Physical attractiveness and prestige of the model.
Models emphasis of critical aspects of the target behavior.
Difficulty of the behavior.
Weather in mastery model or a coping model is presented.
Strength of the learners imitative repertoire.
Motivating operations in effect for the reinforcement.
Behavioral skills training (BST)
A training package that utilizes instructions, modeling, rehearsal, and feedback in order to teach a new skill
Components of BST
Instructions, modeling, rehearsal, feedback
Verbal instructions
Vocal presentation of rationale and description of jobs. One of the most common procedures in staff training
Modeling in BST
Role playing with trainers/trainees. Often involves simulated work setting
Performance based training is effective with
Single client program and or simulated clients, actual clients, multiple clients
General case conditions
Provide broad range of program exemplars with which they are likely to interact for all skills needed
Ways to provide rehearsal feedback
Correct at the error, instruct the model and have the training rehearse step correctly.
At the end of the sequence, provide direction on which steps were incorrect and then instruct, model, and have trainee rehearse sequence.
Correct at error or at end without rehearsal of the sequence
Instruction training
Read instructions to a trainee, present instructions verbally, print out and hand instructions for the trainee to read
Relational frame theory
And explicitly behavioral account of human language and cognition. Provides a functional account of the structure of verbal knowledge and cognition
Arbitrarily applicable relational responding (AARR)
Learned relational responding that can come under the control of arbitrary contextual cues, not solely the formal properties of relata nor direct experience with them
Characterizations of AARR
Mutual entailment, combinatorial mutual entailment, transformation of stimulus functions
Mutual entailment
When given context, A is related in a characteristic way to B, and as a result, B is now related in another characteristic way to A
Combinatorial entailment
When two mutually entailed relations combine
Contextual cues
Establish what relations exist between stimuli
C rel
Relational context
C func
Functional context, qualify/quantify the specifics of the relation between stimuli
Stimulus transformers
When stimuli are brought into relations, any change to stimuli then changes all others in the network
Framing
Relating stimuli in a specific way
Types of relational frames
Coordination, opposition, distinction, comparison, hierarchal relations, deictic relations, temporal relationship
Teaching self rules
Pliance, tracking, augmenting
Pliance
Following rules because of socially mediated reinforcement for rule following
Tracking
Following rules due to a history of correspondence between the rule and the contingencies actually encountered
Augmenting
Rules that change the function of the consequence
Skills to teach self rules
Coordination, comparative, temporal, causal relational framing, perspective taking
Differential reinforcement of other behavior (DRO)
A procedure for decreasing problem behavior in which reinforcement is contingent on the absence of the problem behavior during or at specific times. Does not teach replacement behavior
Differential reinforcement of alternative behavior (DRA)
Procedure for decreasing problem behavior in which reinforcement is delivered for a behavior that serves as a desirable alternative to the behavior targeted for reduction and withheld following instances of the problem behavior. Just teaches to be a better listener
Functional behavior assessment
Systematic method of assessment for obtaining information about the purpose of a problem behavior serves for person
Functional communication training (FCT)
An antecedent intervention in which an appropriate communicative behavior is taught as replacement behavior for problem behavior usually evoked by an establishing operation
Verbal operants
Mand, tact, echoic, intraverbal, Codic, duplic
Nonverbal operants
Manded stimulus selection, manded compliance
Textual codic
Elementary verbal operant involving a response that is evoked by a verbal discriminative stimulus that has point to point correspondence, but not formal similarity between the stimulus, behavior, and consequence
Transcription codic
Elementary verbal operant involving a spoken verbal stimulus that evokes a written, typed, or finger spelled response
Echoic
Elementary verbal operant involving a response that is evoked by a verbal discriminative stimulus that has point-to-point correspondence and formal similarity with the response
Autoclitic
A secondary verbal operant in which some aspect of the speakers own verbal behavior functions as an SD or MO for additional speaker verbal behavior
Manded stimulus selection
Selecting a named item or following the direction to complete a task
Topography based response forms
Saying words, forming gestures or signs, writing words, making distinctive sounds
Selection based response forms
Pointing to pictures, symbols, or words on the board. Handing pictures, symbols, or words to another person.
With signs
Learners can acquire more skills and communicate a greater variety of messages with more detail to a smaller audience
With picture selection
Learners will be able to acquire fewer skills and communicate fewer and less detailed messages, but to a larger audience
VB-MAPP
A norm-referenced, developmental assessment, and curriculum
Essential for living
A functional assessment and curriculum
Developmental instruments
Include skills that are typically acquired in a specific sequence by typically developing children
Functional instruments
Include skills that are required in other settings.
taught in the same circumstances as those in which they typically occur.
in the absence of wish someone would have to perform the skills for them selves.
result in increased access to preferred items, activities, and people
Echoic training
Echoic response is presented and successive approximations are reinforced
Tact training
pair MO with nonverbal prompts and echoic stimulus
Intraverbal training
Use MOs to facilitate stimulus control
Functional tasks
More closely resembles natural language. Does not require induction
Interspersed and mixed tasks
Improves attentiveness. Reduces the tendency to exhibit behavior that has resulted in escape
Varied and functional cues
More likely to result in stimulus generalization
Teaching functional discriminations and alternative responses
May increase the rate of acquisition and result in more useful discriminations. May decrease rote responding and result in more useful responses
Fast-paced intense instruction
Prompt out latency to achieve fluency, improves attentiveness, results in less frequent problem behavior
Fluency building
Improves retention, fluent component skills often result in the rapid acquisition of composite skills
Echoic to mand transfer procedure
Say the word, wait for the learner to repeat the word, provide the requested item or activity
Contingency contract
A document that specifies a contingent relationship between the completion of the specified behavior or task and access to a specific reward
Necessary elements of a contract
Task, signatures, reward, data collection
Progress record
Should monitor progress of contract and provide interim rewards
Contracting rules
Payoff is immediate, initially reward small approximations, reward frequently with small amounts, we were accomplishments not obedience, we were performance after it occurs, must be fair, honest and positive, must be clear, methods must be used systematically
DeRisi contract model
Date the contract begins and ends, behavior, amount and kind of reward, signatures, schedule for review of progress
Group contingencies can be used when
Group of persons share certain problem, unrealistic to set up individual programs, difficult to identify the person responsible, singling out one person may cause problems with peers
Independent group contingency
Each member of the group is able to earn reinforcement regardless of the others performance
Dependent group contingency
Whether or not reinforcement is provided depends on one or a small group of individuals in the larger group. Also called hero procedure or consequences sharing
Interdependent group contingency
Reinforcement for the group is dependent on each member meeting a performance criteria. Variations include a group average or random selection
Token economy
A system whereby patients earn generalized conditioned reinforcers as an immediate consequence for specific behavior
Steps in designing a token economy
Select tokens, identify target behaviors, select backup reinforcers, establish ratio of earning and exchanging, develop procedures, field test and train
Behaviors for token economies
Mostly behavior to accelerate. Observable, measurable, clearly defined, criteria for earning tokens
When developing token economy procedures decide
When to deliver tokens, when to exchange tokens, what happens when criteria are not met, data collection system
Disadvantages of token economy systems
Complex and cumbersome, staff intensive, requires constant monitoring, maybe unnatural or intrusive, system eventually require fading
Advantages of token economy system
Powerful behavior change system, immediate delivery of reinforcement, does not interrupt tasks, facilitates money usage, facilitates data collection
To phase out token economies
Pair tokens with praise, increase earning criteria, increase back up items cost, switch to natural reinforcers, fade out tokens, reduced amount of time and effects, use self-monitoring and levels
Level system
Participants advance up or down throughout a succession of levels contingent on their behavior at the current level
Level system is best for
Multiple behavior change targets, behaiorally similar population, similar target environments, target populations behavior is controlled by delayed or mediated contingencies
Advantages of level systems
Simplify staff training, provide systematic guidelines for decisions, can offset the individual differences that control decisions, maybe used to fade out a token economy
Disadvantages of level systems
Can become punitive, easily misused, relying on level system too much
Self management
Personal application of behavior change tactics that produces a desired change in behavior
Self-management strategies
Identify target behavior, self monitor, identify discriminative stimuli establishing operations, arrange contingencies to support self-management, identify immediate and delayed positive and negative consequences for engaging in target behavior, get an accountability partner
Ways to self manage
Provide prompts, performing initial steps of the chain, remove necessary items, restrict stimulus conditions
How to self monitor
Record data as behavior occurs and need to make sure monitoring is accurate
Self-monitoring is more likely to be effective when
Behavior is recorded immediately, effective prompts are used, permanent product of the behavior or a record of its occurrence is made for evaluation
Elements of teaching self management
Self-selection definition of the target behavior, self observation recording, specification of the procedures for changing behavior, implementation of self management strategy, evaluation of self-management program
Organizational behavior management (OBM)
A sub discipline of ABA. Used to evaluate employee performance
Components of OBM
Performance management, behavior systems analysis, behavior based safety, pay for performance
Performance management
Management of an individual employee or a group of employees through the application of behavior principles
Interventions used in performance management
Goalsetting, feedback, job aids, token systems, lottery systems
Clinical tasks
Implementing behavior plans, collecting data, implementing emergency procedures
Variables affecting performance
Antecedents, equipment and processes, knowledge and skills, consequences
Performance Monitoring
Procedural integrity and monitoring effectiveness of behavior plan
Problems with conducting monitoring
Monitoring is hidden, staff don’t know why they are being monitored, monitoring is done impolitely, results of monitoring are not shared
Incorrect use of monitoring data
Used primarily for punishment, typically delayed punishment
What to do with data
Reinforcement and corrective feedback for the staff member. Minimum of 4 to 1 instances of reinforcement to corrective feedback. Reinforcement every chance
Why data collection doesn’t sustain
Problematic definitions, unclear roles, insufficient materials, insufficient training, complexity of intervention, failure to generalize, competing contingencies, staff dissatisfaction
Types of integrity
Observation, permanent product, self-report
Steps to effective performance monitoring
Pinpoint, develop a tool, determine if staff meets criteria, often target behavior can be collected simultaneously
Pinpoints
Observable, measurable, reliable
Develop a tool
Create a data sheet, have space to take notes
How often to monitor
80% agreement for most plans at least once per week
Increase monitoring if
Data is being collected on vital skill/dangerous problem behavior, new plan, problems are noticed
When collecting data on deceleration
Observe when problems are most likely, more worried about low agreement, integrity is more important in procedures like extinction
Reducing reactivity
Monitored frequently, self-monitoring, monitoring results, covert monitoring, using the activity to your vantage
Identify pinpoints
Identify the biggest opportunity, select a few behaviors that will have the biggest impact, don’t overwhelm with pinpoints
OBM measurement dimensions
Quantity, quality, cost, timeliness
Identifying quality
Ask managers and employees what makes someone good at…
Engage in narrative recording
Look for recurring themes
Behaviorally anchored rating scale (BARS)
Anchors behavior to scores. The more behavior that an individual engages in, the higher the score
Benefits of BARS
Easy goal setting, allows for objective evaluation, negates the need for other forms of performance review
Training
Implemented for new staff, when new plans are introduced, when there is a skill deficit. Antecedent manipulation
Retraining
Decide if the staff can’t do or won’t do. May need task clarification
How to train
Provision of written description, brief explanation with questions, classroom training, performance and competency based training, behavioral skills training
Steps for staff training
- Verbally describe the skills and give the rationale
- Provide a written description
- Demonstrate how to perform the skills
- Observe training practice the skill
- Provide feedback
- Repeat steps 3 to 5 until proficiency is reached
Using classroom training
Provide instruction using lecture, watching videos, Internet broadcasting. Use ASR’s
When to use antecedent interventions
Real problems, competing contingencies, failure to generalize
Types of antecedent based interventions
Job description, supervisor presence, job aids
Job description
Proper evaluation of pinpoints, clarification of management duties, clarification of roles
Why reinforcement fails
Insincere, too thin, assumption of value, too delayed, too general, noncontingent, reaction from employee
Use for negative reinforcement
Can get behavior started
Performance feedback
Positive feedback, constructive feedback
Positive feedback
Provide immediate, specific, contingent, sincere statement.
Deliver fairly and equally, based upon data.
Spend time pairing yourself with reinforcement.
Be sensitive to public versus private praise.
Characteristics of good constructive feedback
Done in private, soon after the behavior, describe the desired performance, talk specifically about behavior, use I statements, deliver when calm
Staff information
Should always be informed about what is expected and how they are doing in relation to what is expected
Goals
Antecedent that describes a terminal level of performance to be obtained.
Should be difficult and achievable, underperformer control, specific
Setting goals
Set the goal and market on the graph.
Obtain employee input for the goal.
Consider subgoals if significant improvement is required
Outcome management
- Identify outcome for consumer
- Specify target behavior for staff
- Provide training
- Monitor staff performance
- Provide data based reinforcement for correct performance
- Provide corrective feedback for insufficient performance
- Evaluate the effects of supervisory procedures
Guidelines for using punishment
Don't threaten just implement Punish the behavior not the person Immediate and consistent In private Don't mix with reinforcement Use an intense punisher
Goal of education
Create individuals who are capable of doing new things
Importance of generalization
Many students have difficulty generalizing the skills they learn.
Generalization
Occurrence of relevant behavior under different conditions without the scheduling of the same events in those conditions as had been scheduled in the training conditions
Stimulus generalization
Extent to which performance of the target behavior is improved in environments different than the original training environment
Response generalization
Extent to which the learner performs variety of functional responses in addition to the trained response
Maintenance
The extent to which the learner continues to perform the target behavior after a portion or all of the intervention has been terminated
Generalization across participants
Changes in behavior of untreated persons as a function of the treatment contingencies that are applied to the client
Techniques for programming the generality of behavior change
Introduced to natural reinforcement contingencies Train sufficient exemplars Train loosely Use indiscriminable contingencies Program common stimuli Mediate generalization Train to generalize
Introduce to natural reinforcement contingencies
Transfer control from trainer to stable, natural contingencies.
Choose behaviors to teach that will meet maintaining reinforcement contingencies after training
Train sufficient exemplars
Training multiple settings, with multiple trainers, with multiple stimuli
Train loosely
Training is conducted with relatively little control over the stimuli presented and the correct response is allowed, so as to maximize sampling to relevant dimensions or transfer to other situations and other forms of the behavior
Use indiscriminable contingencies
Use variable reinforcement schedules, delay reinforcement, hide
Mediate generalization
Establish a response as part of the new learning that is likely to be used with other problems as well. Language is the most common mediator
Train to generalize
Reinforce generalization, use instructions to facilitate generalization
Behavior contrast
If the behavior has been maintained in two or more contexts, and a procedure that decreases the behavior is introduced in one of these contexts the behavior may increase in the other contacts despite no changes in the contingencies in these other contacts
Direct consumers
Individuals we are paid to serve
Indirect consumers
Other individuals who benefit from the behavior change and clients
Terminating services
Never abandon clients, plan ahead and collaborate with other professionals
Criteria for terminating
Clients don’t need services, client is not benefiting, client is harmed by service, environment is unsafe
Risk benefit analysis
Potential gain must be weighed against risk of continuing. Done when deciding to take a case, continue with the case, and terminate the case
Steps in a risk benefit analysis
- Assess risk of behavioral intervention
- Assess benefits
- Discuss the analysis with involved parties
- Decision
Reasons for selecting target behavior
Helps individuals achieve outcomes. Behavior deficit makes the person too dependent on others
