Unit 8 Flashcards
Phylogenic provenance
The effect of a stimulus on a specific response may be innate, due to the evolutionary history of that species
Ontogenic provenance
The effect of the stimulus on a specific response may be learned, due to the experiential history of the individual organism in the environment
Rule-goverance
A rule specifies a contingency
It may evoke or abate behavior without the behavior having to directly experience the contingency
Organizational behavior management (OBM)
A sub-discipline of ABA, which is the application of the science of behavior
Guided by the single theory of human behavior and has historically emphasized identification and modification of the environmental variables that affect directly observable or verifiable employee performance
Components of OBM
Performance management (PM)
Behavior systems analysis (BSA)
Behavior-based safety (BBS)
Pay for performance
Performance management
The management of an individual employee or a group of employees through the application of behavior principles
Interventions used in PM
Goal setting Feedback Job aids Token systems Lottery systems
Behavior
Anything a living organism does
Result
What is left after a behavior
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 (IV integrity) Monitoring effectiveness of behavior plan (DV integrity)
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 4:1 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- Specify what it is the staff are supposed to be doing
Develop a tool that contains each component
The observer collects data as the staff implements a behavior plan
Determine if the staff meets a specified level of criteria
Often the target behavior can be collected simultaneously
Pinpoints
Observable
Measurable
Reliable
Develop a tool
Create a data sheet
Designate space for identifying information
List the key components for successful implementation and make room to note
Have a 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 a vital skill/dangerous problem behavior
New plan
Problems are noticed
When collecting data on deceleration
Arrange observations when problem behavior is most likely
More worried about low agreement
Integrity is more important in some procedures as opposed to others
Reactivity
A change in behavior when being observed
Reducing reactivity
Monitor frequently Self-monitoring Monitoring results Covert monitoring Using reactivity to your advantage
Identifying pinpoints
Identify the biggest opportunity
Select a few behaviors that will have the greatest impact
Don’t overwhelm with pinpoints
Operational definitions
Observable
Measurable
Reliable
Two or more people should be able to agree on whether or not the targets are occurring
Measurement dimensions
Quantity
Quality
Cost
Timeliness