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Association for Behavior Analysis International

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44th Annual Convention; San Diego, CA; 2018

Event Details

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Symposium #117
CE Offered: BACB
New Developments in Human Services and Organizational Behavior Management
Saturday, May 26, 2018
4:00 PM–4:50 PM
Marriott Marquis, Marina Ballroom F
Area: OBM; Domain: Applied Research
CE Instructor: Adam S. Warman, M.S.
Chair: Adam S. Warman (The Faison Center)
Abstract: Organizational Behavior Management (OBM) has a long history of improving employee performance in human service settings. As human services continue to grow the need for OBM will also expand. It is essential for OBM to refine its current techniques, and develop new intervention strategies so that it can meet the ever changing demands of human services. This symposium contains three data-based presentations on key aspects of human services. The first two presentations present data on refining two common staff management procedures: antecedent prompts and training. The last presentation addresses safety for employees by means of a retrospective analysis. These studies add to the existing repertoire of OBM practitioners as they assess and design treatment plans to increase employee safety and performance.
Instruction Level: Intermediate
Keyword(s): Antecedent interventions, Behavioral skilltraining, Employee safety
Target Audience: Practicing behavior analysts in applied settings who have an interest in OBM topics
Learning Objectives: 1. Attendees will identify specific characteristics of antecedent intervention stimuli that are most likely to evoke a consistent response from the verbal organism, in contrast to those characteristics that result in an ineffective antecedent intervention. 2. Attendees will describe how video critiques may be used in lieu of role play sessions when conducting behavioral skills training. 3. Attendees will identify the factors of human service workplaces that have been demonstrated to contribute to the likelihood of injury in both staff and patients.
An Evaluation of Static Versus Dynamic Antecedents on Human Service Employees
ADAM S. WARMAN (The Faison Center), Byron J. Wine (The Faison Center), Eli T. Newcomb (The Faison Center), Ting Chen (The Faison Center)
Abstract: Antecedents, in the forms of memos, signs, and emails are common in the work environment. These simple interventions are likely widespread due in part to the relative ease of delivery and low cost; however, antecedent interventions without correlated consequences may not have a significant or long-lasting effect. This study evaluated the effects of no signs, static signs (i.e., fixed and unchanging), signs that changed daily (i.e., color, size and location), and signs that changed daily and were humorous (i.e., presented the prompt with a character and a catch-phrase). Results suggested that signs that change daily in either form have a greater effect on changing employee behavior. Implications for antecedent interventions in organizations will be discussed.
Towards an Efficient Model of Group Staff Training: The Utility of Video Critiques
JULIA IANNACCONE (Kennedy Krieger Institute), Lynn G. Bowman (Kennedy Krieger Institute and Johns Hopkins University School of Medicine)
Abstract: Behavior Skills Training (BST) is considered best practice for teaching a variety of skills. However, of practical concern is the time required to rehearse these procedures (Parsons, Rollyson, & Reid, 2012). Another time-consuming aspect of BST, particularly in group training, is progress measurement, which is typically percent correct implementation within session (e.g., Nigro-Bruzzi & Sturmey, 2010). Video models with errors (henceforth referred to as video critiques) were developed in the current study which involved a confederate either implementing a behavioral treatment correctly or incorrectly. Newly hired direct care staff watched the video and documented treatment integrity. The purpose of this study was to evaluate the use of video critiques within the context of BST to teach direct care staff behavioral principles. First, total agreement to an answer key in a video critique was validated as a measure of performance against percent correct implementation in role play sessions. Twenty newly hired direct care staff participated and no statistical differences between the two measures were found. Next, in lieu of role play sessions, video critiques demonstrating multiple exemplars of treatment protocols were utilized. Results suggest video critiques may be a more efficient method to effectively train and monitor progress in large groups.
Injury Prediction in Human Service Settings Serving Individuals with Autism Spectrum Disorders and Related Intellectual Disabilities: Staff Injury Potential and Patient Injury Potential
SAMANTHA HARDESTY (Kennedy Krieger Institute), Lynn G. Bowman (Kennedy Krieger Institute; Johns Hopkins University School of Medicine), Louis P. Hagopian (Kennedy Krieger Institute), Sigurdur Oli Sigurdsson (Florida Institute of Technology)
Abstract: Staff working in human service settings (e.g., direct care staff) are at high risk of being injured on the job, and workplace violence initiated by the patient results in the largest proportion of injuries to staff in these settings (Bureau of Labor Statistics [BLS], 2014). While ample research exists for predicting staff injuries within psychiatric settings (e.g., Cunningham, Connor, Miller, & Melloni, 2003), little to no research has been conducted on risk factors in other human service settings, such as organizations who serve individuals with autism and related intellectual disabilities. This study involves a retrospective analysis of staff injuries documented in an inpatient unit specializing in the assessment and treatment of severe problem behavior for individuals 4-21 years old, and who are diagnosed with autism, intellectual disabilities, and related disorders. Purposes of this study include: 1) determining to what extent staff working in this particular setting are likely to be injured on the job; 2) examining the severity of injuries incurred by staff; 3) attempting to generate an actuarial model of staff injury potential (SIP); 4) attempting to generate an actuarial model of a patients injury potential (PIP); and lastly 5) using staff, patient, and contextual factors in an attempt to identify a statistical model that best accounts for staff injuries within this inpatient unit.



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