Unit 7 Flashcards
Contingency contract
A document that specifies a contingent relationship between the completion of a specified behavior or task and access to a specific reward
Contracts are not used for
Skill acquisition
Contracts are used for
Permanent products
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 reinforcement the low-probability behavior
(You can eat ice cream after you eat your broccoli)
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, an positive The terms of the contract must be clear Contracting methods used systematically
DeRisi model
Date contract begins and ends Behavior Amount and kind 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 group of members within the larger group, or each member of the group meeting a performance criterion
Consider using group contingencies when
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
Types of group contingencies
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
A contingency in which reinforcement for all members of a group is dependent on the behavior of one member of the group or the behavior of select members within the larger group
Dependent group contingency is also known as
Hero procedure
Consequence sharing
Interdependent group contingency
A contingency in which reinforcement for all group members of a group is dependent on each member of the group is meeting a performance criterion that is in effect for all members
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 members may become “free riders”
Advantage of random selection with group contingencies
As it is uncertain who will be selected as the person to be evaluated, all members may word harder and try to meet the criterion
Advantages of group contingencies
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 or “hero” or all other peers
Disadvantages of group contingencies
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
Can be tricky to implement successfully depending on the makeup of the group
May have other undesirable effects
Guidelines for implementing group contingencies
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 economies
What do we want the individual to do?
What kind of “token”?
What will help motivate the individual?
Steps in designing a token economy
Select tokens
Identify target behaviors
Select back-up items that can be exchanged for tokens
Establish the ratio for 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 behaviors
Mostly behavior to accelerate Observable Measurable Clearly defined Criteria for earning token(s)
Select back-up items that can be exchanged for tokens
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 as MOs
Highly preferred back-up reinforcers function as an establishing operation for positive reinforcement
They increase the effectiveness of tokens as reinforcement
Non-preferred back-p reinforcers function as an abolishing operation
Establish the ratio of earning
Approximately how often you will deliver tokens for each behavior
Establish exchange ratio and system
How many tokens are needed before they can exchange tokens
Develop procedures
When to deliver tokens
When to exchange tokens
Plan for what happens when criteria are not met
Data collection system
Delivering tokens/praise
Immediately after behavior
Use specific descriptive praise
Field testing
Covertly record when tokens would have been delivered
Training with tokens
Train staff
Train participants
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 system
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 systems 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 systems
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 systems
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 behaviors
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 to self-management
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 likely to be more effective 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
