Association for Behavior Analysis International

The Association for Behavior Analysis International® (ABAI) is a nonprofit membership organization with the mission to contribute to the well-being of society by developing, enhancing, and supporting the growth and vitality of the science of behavior analysis through research, education, and practice.

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46th Annual Convention; Washington DC; 2020

Event Details

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Paper Session #144
Translational and Practice Issues in Organizational Behavior Management
Saturday, May 23, 2020
4:00 PM–5:50 PM
Marriott Marquis, Level M4, Capitol/Congress
Area: OBM
Instruction Level: Basic
Chair: Christopher Hebein (The University of Nevada, Reno)
 

An Investigation of Directive Feedback and Basic Feedback: Measuring Task Productivity, Perceived Stress, Control and Demand, Throughout a Forced Choice Progressive Ratio Schedule of Reinforcement

Domain: Applied Research
CHRISTOPHER HEBEIN (The University of Nevada, Reno), Ramona Houmanfar (University of Nevada, Reno)
 
Abstract:

Performance feedback may serve as one or more types of stimulus in the behavioral three-term contingency. In organizational settings, leaders, managers and workers benefit from well-designed behavior control systems. These systems may contribute, at differing levels of efficacy, towards maximizing measures of productivity, accuracy and problem-solving behavior through individual and group environmental intervention using feedback. An important challenge in designing effective feedback is to capture impact on productivity and promotion of worker’s well-being. In this study we investigated two styles of feedback, labeled basic feedback and directive feedback, using a counterbalanced repeated measures design. Each type of feedback was presented on progressive ratio schedules over fixed and free-choice conditions as independent variables. Dependent variables included self-reported productivity, accuracy, and social validity (task control, stress and response effort demands). The data demonstrate higher level of accuracy associated with directive feedback when compared to basic feedback conditions. Moreover, the results indicate perceived control in the context of increasing ratio schedule to be higher in the directive feedback compared to basic feedback condition.

 

Managing Staff and Clients Spanning a Large Geographic Area

Domain: Service Delivery
MEGAN BORLASE (Lojic Institute and University of New England)
 
Abstract:

In areas where behaviour analytic services are limited it can be necessary to step beyond the standard practice of office based services or work from home services where all staff are based out of company offices. In Australia our company has taken a work from home approach across two states to try and meet the large demand for quality behaviour services. This leads to many challenges for our clinical staff and managers in ensuring quality supervision, quality services, and managing the social needs of staff who are typically isolated from their team mates. This paper reviews the typical challenges we have faced as an organisation, the feedback strategies we have implemented, and the specific strategies that we have used to address the feedback we’ve received from staff.

 
Behavioral Interviewing: Strategies for Successful Hiring in ABA Organizations
Domain: Service Delivery
SHANNON BIAGI (Chief Motivating Officers)
 
Abstract: Employee selection has often been the focus of human resource professionals and industrial/organizational psychologists in mainstream businesses, and is not often considered one of the practice areas of organizational behavior management (OBM) professionals. Historically, the struggle has been that OBM practitioners (and behavior analysts in general) require direct observation and data to make educated decisions, and during the hiring process, decisions often need to be made based on self report from both employees and their references. However, this need not be the case. This presentation will focus on concrete strategies that organizations can implement to improve their employee selection process to ensure candidates have the necessary knowledge, skills and abilities for the position, are a good cultural fit, and increase overall employee retention and satisfaction in ABA organizations.
 

Supervisor and Supervisee Evaluations: How Can We Use Them, Do They work, Can We Make Them Stronger?

Domain: Service Delivery
HANA LYNN JURGENS (Positive Behavior Supports Corp.), Patrick O'Leary (Positive Behavior Supports Corp.), Shannon O'Leary (Positive Behavior Supports Corp. )
 
Abstract:

BACB student Supervision is one of the most important aspects within each company providing ABA services - the ability to bring in strong future BCBAs, provide them with ample opportunities to train, engage in experience both directly with clients and indirectly with all of the assessments and administrative needs, and make sure they are ready to be effective and ethical BCBAS when the time comes. So, how do companies guarantee their supervision is not only MEETING, but EXCEEDING the expectations and standards? Often times its by word of mouth. In the world of ABA it’s time to get data to support claims regarding the quality of site supervision, and we have created a system of evaluations to do just that. We will go through the data collected during a pilot study examining how to create an effective, and reliable system for evaluating supervisees and supervisors, and what needs to be done to strengthen this process.

 
 

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