|Refinement of Reinforcement Techniques in Organizational Behavior Management|
|Sunday, May 29, 2016|
|10:00 AM–10:50 AM |
|Vevey 3 & 4, Swissotel|
|Area: OBM; Domain: Applied Research|
|Chair: Byron J. Wine (Florida Institute of Technology)|
|Discussant: Byron J. Wine (Florida Institute of Technology)|
|CE Instructor: Byron J. Wine, Ph.D.|
This symposium presents two studies that examine aspects of reinforcement in Organizational Behavior Management. The first study investigates the effects of different payout percentages in lottery systems. The second study examines the effects of delayed reinforcer delivery on responding. Issues related to applied reinforcement systems for employees will be discussed.
|Keyword(s): Lotteries, OBM, Reward Delay|
Further Effects of Lottery Odds on Responding: Experimental and Practical Applications
|ANITA LI (Western Michigan University), Byron J. Wine (Florida Institute of Technology), Leigh Edgerton (Florida Institute of Tech), Emily Inzana (Florida Institute of Technology), Eli T. Newcomb (The Faison School for Autism)|
Lotteries are a commonly used intervention in Organizational Behavior Management. Although common, there are many permutations of lotteries used in the literature and they are often combined with other interventions. One key variable that may influence the effectiveness of lotteries are the odds that the lottery will pay out to those who earn entry. Experiment 1 in the current investigation extended literature concerning how thin the odds of winning could become while maintaining responding. Experiment 2 used the results from the analog setting of experiment 1 and applied the lowest effective percent chance of winning to an applied problem faced by a human service organization.
|Effects of Reward Delay on Staff Performance|
|ADRIANA FOX (Florida Institute of Technology/Connecticut Center for Child Development), Byron J. Wine (Florida Institute of Technology)|
|Abstract: In the Organizational Behavior Management literature rewards are not always delivered immediately when they are earned. This study examined the effects of four common delays (no delay, 4 days, 7 days, 1 month) on employee responding. The implications of various delays will be discussed.|