Unit 7 Flashcards
Contingency Contract
A document that specifies a contingent
relationship between the completion of a
specified behavior or tsk and access to a
specific reward
Contracts
The individual’s verbal repertoire must be
sufficiently advanced so that his/her behavior
comes under the control of the contract
Necessary Elements of a contract
Task
Signatures
Reward
Data collection
Progress Record
Should monitor progress of contract and
provide interim rewards
Premack Principle
The opportunity to engage in a high-
probability behavior contingent upon the
occurrence of low-probability behavior will
reinforce the low-probability behavior
Contracting Rules
Payoff should be immediate Initially reward small approximations Reward frequently with small amounts Reward accomplishments, not obedience Reward performance after it occurs The contract must be fair, honest, and
positive
The terms of the contract must be clear
Contracting methods used systematically
DeRisi Model
Date contract begins and ends Behavior Amount and kind of reward Signatures of all involved Schedule for review of progress
Contracting Guide
Involve the individual in some or all aspects of
developing the contract
Select behavior-negotiate
Describe behavior, must be observable and measurable
Identify rewards
Identify mediator, collect data, and reward
Write understandable contract
Collect data
Troubleshoot the system if no improvement
Rewrite contract
Monitor, troubleshoot, rewrite for improvement
Group Contingency
A contingency in which reinforcement for all
members of a group is dependent on the
behavior of a person within the group, a
select of group members within the larger
group, or each member of the group meeting
a performance criterion
Group of persons share certain problem
Unrealistic to set up individual programs
Difficult to identify the person responsible for x behavior
Singling out one person to reward may cause
problems with peers
Consider using a group Contingency plan
Types of Group Contigencies
Independent
Dependent
Interdependent
Independent Group Contingency
A contingency in which reinforcement for
each member of a group is dependent on
that person’s meeting a performance criterion
which is in effect for all members of the group
Dependent Group Contingency/Hero Procedure/Consequence Sharing
A contingency in which reinforcement for
each member of a group is dependent on
that person’s meeting a performance criterion
which is in effect for all members of the group
Interdependent Group Contingency
A contingency in which reinforcement for all
group members of a group is dependent on
each member of the group meeting a
performance criterion that is in effect for all
members of the group
Group Average: Advantage
Group members may continue to work hard
to meet criterion even when they see peers
failing to meet the criterion
Group Average: Disadvantage
Some group member may become “free
riders”
Advantage of Group Selection with Group Contingency
As it is uncertain who will be selected as the
person to be evaluated, all members may
work harder and try to meet the criterion
Advantage of Group Contingency
May save time as do not need to design multiple programs
May be easier to implement that individualized
programs
May work quickly
Takes advantage of natural peer-to-peer influence
Group members may encourage “hero” or all
other peers
Group members may discontinue reinforcing
undesirable behavior of “hero” or all other peers
Disadvantage of Group Contingecy
Peers may put too much pressure on the
“hero” or other peers
If the “hero” does not earn the reward or if
some peers lose the reward for the group,
others may retaliate
Guideline for implementing Group Contingency
Choose powerful rewards Determine the behavior to be strengthened or weakened Set appropriate performance criteria Combine with other procedures when appropriate Select the most appropriate group contingency Monitor individual and group performance
Indiscriminable Group Contingency
Can be used with independent, dependent,
or interdependent group contingencies
Members cannot predict which group
members, target behaviors, settings, and/or
times on which the reward will be contingent
Can be a powerful strategy for promoting
generalization and maintenance
Token Economy
A system whereby participants earn
generalized condition reinforcers as an
immediate consequence for specific
behaviors
System Development for Token Economies
Administrative issues
Ethical issues
Legal issues
Components of Token Economy Stystem
What do we want the individual to do?
What kind of “token”?
What will help motivate the individual?
Steps in Designing a Token Economy System
Select tokens
Identify target behaviors
Select back-up items that can be exchanged
for tokens
Establish the ratio of earning and exchanging
Develop procedures
Field testing and training
Select Tokens
Consider: Client characteristics Safety of the token Difficulty to bootleg Durability Cost Ease of delivery
Identify Target Behavior
Mostly behavior to accelerate Observable Measureable Clearly defined Criteria for earning token(s)
Select Back-up Items for Token Economy System
Try natural occurring activities/events before
using contrived reinforcers
If individuals can get back-up reinforcers for
“free,” tokens won’t be as effective
Can be tangibles, activities or privileges
Back-up Reinforcers and MO’s
Highly preferred back-up reinforcers function
as an establishing operation for positive
reinforcement
They increase the effectiveness of tokens as
reinforcement
Non-preferred back-up reinforcers function as
a abolishing operation
Field Testing
Covertly record when tokens would have
been delivered
Advantages of Token Economy Systems
Powerful behavior change system Immediate delivery of reinforcement Does not interrupt task or activity Depth and individualization Facilitate money usage Facilitates data collection
Disadvantages of Token Economy Systems
Complex and cumbersome Staff intensive Requires constant monitoring May be unnatural or intrusive System eventually requires fading
Phasing out Token Economy Systems
Always pair tokens with praise Gradually increase earning criteria Increase cost of items Switch to natural back-up reinforcers Fade out physical tokens Reduce amount of time in effect Use self-monitoring and level system
Level System
A component of some token economy
systems in which participants advance up or
down throughout a succession of levels
contingent on their behavior at the current
level
Best to use Level System When
Multiple behavior change targets Behaviorally similar population Similar target environments Target population’s behavior is controlled, somewhat, by delayed or mediated contingencies
Advantages of Level System
Simplifies staff training
Provides systematic guidelines for decisions
Can offset the individual differences that
control decisions
May be used to fade out a token economy
program
Disadvantages of Level System
Can become punitive
Easily misused
Relying on level system too much
Self-Management
The personal application of behavior change
tactics that produces a desired change in
behavior
Self-Management Strategies
Identify target behavior
Self-monitor
Identify discriminative stimuli and establishing
operations
Arrange contingencies to support self-
management
Identify immediate and delayed positive and
negative consequences for engaging in the
target behavior
Get an accountability partner
Self-Management Strategies for Problem Behavior
Identify and display alternative responses
that compete with and/or are incompatible
with the target behavior
Identify private and public precursors
Ways to Self-Manage
Providing prompts Performing the initial steps of a behavior chain Removing necessary items Restricting stimulus conditions
Advantages of Self-Mangement
Can lead to lasting change Skills may contribute to a more efficient classroom, workplace, or home Some people perform better under self- selected goals and standards One of the ultimate goals of education “feels good”
Self-Monitoring
A procedure whereby a person systematically
observes his behavior and records the
occurrence or nonoccurrence of a target
behavior
How to Self Monitor
Recording when the target behavior occurs
Data are collected as behavior occurs
Need to make sure monitoring is accurate
Self Monitoring is more likely to be successful if
The behavior is recorded immediately after it
occurs
Effective prompts cue the person to observe
and record regularly
Permanent product of the behavior or a
record of its occurrence is made for
evaluation
Elements of teaching self management
Self-selection and definition of the target behavior to be managed Self-observation and recording Specification of the procedures for changing the target behavior Implementation of the self-management strategy Evaluation of self-management program
