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21 Cards in this Set
- Front
- Back
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What does correcting consist of and when should you use it?
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Correcting consists of punishing or penalizing undesirable behavior and reinforcing desirable behavior. Use when performance is unhealthy, threatening, or dangerous.
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Three reasons not to correct when angry:
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-May reinforce the behavior
-May lead you to say things you shouldn't/can't follow through on -May lead other person to become very defensive |
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What does DRA stand for?
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Differential reinforcement of alternative behavior
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How is DRA different from correcting?
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-Correcting: punish undesired behavior
-DRA: extinguish undesired behavior |
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When should you use DRA?
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-No immediate threat to anyone
-Behaviors are undesirable, but not dangerous or illegal -When you have control over the reinforcement |
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When should you not use DRA?
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-When peer reinforcement is maintaining the behavior
-When the behavior is unsafe, unhealthy, or unfair (DRA will take too long) |
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If an extinction burst occurs when you are using DRA, what should you do?
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-After extinction begins, you can expect an increase in the frequency of unwanted behavior
-Key is to continue withholding reinforcement |
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What is resurgence?
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Reappearance of the undesired behavior
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Steps for a Performance Management (PM) Process:
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1. Pinpoint results and behavior
2. Set sub-goals for results 3. Develop a theme for improvement 4. Plan a variety of reinforcers for the behavior you want to increase 5. Plan celebrations for sub-goals and final goal 6. Develop reinforcement system |
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Define what a reinforcement system is:
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-Method of ensuring the effective delivery of reinforcement to all employees and does not rely solely on the manager to deliver it (graphic display or point system)
-Used to increase the amount of reinforcement |
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What are the two types of competition?
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-External (with another company)
-Internal (ex. employee of the month) |
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What is the problem with an Employee of the Month system?
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-Only one or a few people get the reinforcer
-Behavior of others ends up being extinguished or punished, despite the often small differences in performance |
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What is a forced distribution appraisal system? What are the problems?
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-Employees are ranked so that only so many people get a particular ranking
Problems: -Limits the number of outstanding performers -Differences may be very small -Does not reinforce best effort, only effort better than closest rival |
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AB design:
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-Baseline (A), intervention (B)
-Easy to do -Other factors may influence it though |
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Reversal design:
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-Baseline, intervention, then return to baseline conditions (ABA)
-Baseline, intervention, baseline, intervention (ABAB) |
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Difficulties with reversal design:
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-Not always practical
-Ethical considerations -May not be possible to return to baseline |
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Multiple baseline design:
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-Looks at performance across groups with staggered interventions
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What is the benefit of using a multiple baseline design, that is, what does it allow for?
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Allows you to be sure that intervention caused changes, not coincidental variable
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What are the three types of functional assessments?
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-Informant Assessment
-Descriptive Assessment -Experimental Analysis |
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What are the four areas of the PDC?
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Performance Diagnostic Checklist:
-Antecedents -Knowledge and skills -Equipment and processes -Consequences |
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Pampino, Heering, et al. (2003)
The Use of the Performance Diagnostic Checklist to Guide Intervention Selection in an Independently Owned Coffee Shop What were the independent variables? What assessment tool was used in the study? |
Independent Variable-Antecedents:
-task clarification -training for using 95-item checklist |
