Unit 7 Flashcards
A document that specifies a contingent
relationship between the completion of a
specified behavior or tsk and access to a
specific reward
Contingency contract
Contracts are not used for…
Skill Aquisition or permenant products
skill aquisition
Contracts are used for….Aquisition or permenant products
permanent products
The individual’s verbal repertoire must be
sufficiently advanced so that his/her behavior
comes under the control of the contract
Contracts
Task, signatures, reawards, and data collection are necessary elements of a _____
Contract
Should monitor progress of contract and provide interim rewards
Progress record
The opportunity to engage in a highprobability behavior contingent upon the
occurrence of low-probability behavior will
reinforce the low-probability behavior
Premack principle
Payoff should be immediate; Initially reward small approximations; reward frequently with small amounts; reward accomplishments, not obiedience; reward performance after it occurs; must be fair, honest, and positive; terms must be clear; used systematically; date begins and ends must be included
Contracting Rules
Derisi model
behavior; amount and kind of reward; signatures of all involved; schedule for review of progress
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 Contingency
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
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
Independent 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 a select members within the
larger group
Dependent group contingency
Dependent group contingency is also known as
Hero procedure; Consequence sharing
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
Interdependent group contingency
Group average: Advantages
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
work 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 of “hero” or all other peers
Peers may put too much pressure on the “hero” or other peers
Disadvantages of group contingencies
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
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
Indiscriminable group contingency
A system whereby participants earn
generalized condition reinforcers as an
immediate consequence for specific
behaviors
Token economy
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 of earning and exchanging
Develop procedures
Field testing and training
When selecting tokens consider….
Consider: Client characteristics Safety of the token Difficulty to bootleg Durability Cost Ease of delivery
Identifying target behaviors
Mostly behavior to accelerate; Observable; Measureable; Clearly defined; Criteria for earning token(s)
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-up reinforcers function as
a abolishing operation
ratio of earning
Approximately how often you will deliver
tokens for each behavior
How many tokens are needed before they
can exchange tokens
Establish exchange ratio and system
When to deliver tokens When to exchange tokens Plan for what happens when criteria are not met Data collection system
Develop procedures
Covertly record when tokens would have
been delivered
Field testing
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
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
Level system
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
The personal application of behavior change
tactics that produces a desired change in
behavior
Self-management
Self-management strategies
Identify target behavior
Self-monitor
Identify discriminative stimuli and establishing
operations
Arrange contingencies to support selfmanagement
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
Providing prompts Performing the initial steps of a behavior chain Removing necessary items Restricting stimulus conditions
Ways to self-manage
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 selfselected goals and standards
One of the ultimate goals of education
“feels good”
A procedure whereby a person systematically
observes his behavior and records the
occurrence or nonoccurrence of a target
behavior
Self-monitoring
Recording when the target behavior occurs
Data are collected as behavior occurs
Need to make sure monitoring is accurate
How to self-monitor
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
Elements of teaching self-management
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
