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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40th Annual Convention; Chicago, IL; 2014

Event Details


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Poster Session #381
OBM Mon Noon
Monday, May 26, 2014
12:00 PM–2:00 PM
W375a-d (McCormick Place Convention Center)
57. The Effects of Visual Graphic Feedback, Performance Feedback, and Goal Setting on Increasing Staff Performance With Data Collection Procedures
Area: OBM; Domain: Applied Research
PAMELA GIL (Texas Tech University), Stacy L. Carter (Texas Tech University), Jim Forbes (Department of Aging and Disability Services)
Abstract:

The current study investigated the effects of providing visual graphic feedback, performance feedback, and goal setting with supervisory staff at a state supported living center for individuals with intellectual and developmental disabilities. The dependent variable being measured was direct care staff’s compliance with submission of behavior data cards to document the implementation of behavior support plans. The facility had been experiencing on-going difficulty ensuring proper documentation of the implementation of behavior interventions prescribed within behavior support plans. The interventions were implemented in isolation and as a package intervention and analyzed within a multiple baseline across residential homes format. Data collected over a period of more than 12 months determined that a packaged intervention including: performance feedback, goal setting, and visual graphic feedback resulted in increased levels of data card submission and subsequently improved the documentation at the facility. A discussion of the relevant effectiveness of the procedures along with potential barriers to implementation will be discussed.

 
58. Reducing Electricity Use on Campus: Using Feedback to Decrease Unnecessary Classroom Lighting
Area: OBM; Domain: Applied Research
SAMANTHA NESNIDOL (Youngstown State University), Michael C. Clayton (Youngstown State University)
Abstract: Energy conservation is an important component in the effort to reduce greenhouse gas emissions and reduce company overhead costs. Energy consumption itself represents the greatest environmental impact associated with college campus operations. Previous efforts towards increasing energy conservation have included instituting energy awareness campaigns on college campuses (Simpson, 2003) as well as instituting programs using monthly group-level feedback to employees and educators to increase awareness and promote energy conservation among businesses (Carrico and Riemer, 2010). The current study used a multiple baseline design to decrease excessive lighting in a large public university building. A visual prompt containing the school mascot was placed in each classroom. The sign asked users to help save energy by turning off the lights and provided visual feedback of the room's performance compared to the average performance of the building. Baseline data identified two floors (out of 5) as particularly problematic and it was those floors to which we directed our efforts.
 
59. Improving a Psychology Association´s performance with Behavioral Systems Analysis
Area: OBM; Domain: Service Delivery
GUILLERMO E. YABER OLTRA (Universidad Simon Bolivar)
Abstract: Complexity and selection analysis were used along with the total performance system in order to develop the Venezuelan Federation of Psychology associations´ plans, monitor their progress and improve the performance of the system. . By 2011, the Federation has no major financial resources to cover it expenses, the infrastructure of the building had some problems and only two out of 20 states chapters were operating across the nation. After two years working with the CEO members, the financial income improved; seven states chapters were re-instated; a new contract agreement with the government in the health sector was signed; and three annual meetings of the Federation with universities and state chapter’s collaboration were held after several years without meetings. Current efforts are made for developing the receptors feedback system, as well as to provide more and better services to the Venezuelan Federation of psychologists 8000 registered members, in order to guarantee the behavioral system’s maintenance and sustainability.
 
60. Effects of Graphic and A-B-C Recording Feedback on Decision-Making in a Japanese Foster Home
Area: OBM; Domain: Applied Research
GINGA SASAKI (University of Tsukuba), Fumiyuki Noro (University of Tsukuba)
Abstract: Performance feedback has been effective in improving a variety of staff's performance. But effects of performance feedback on decision-making during the meeting has not been clear. In this study, we attempted to develop the automatic performance feedback tool so that staffs could make data-based decision during the meeting of living support in a Japanese Foster Home. It consisted of graphic feedback about a child's performance and A-B-C recording about events when a child's target behavior is occurring or not occurring. We evaluated decision-making during the meeting using (a) concreteness scores of descriptions for a child's target behavior that written after the meeting, (b) percentage of words that staffs said during the meeting, and (c) times spent until the end of the meeting. Results showed that (a) concreteness scores of descriptions for a child's target behavior increased, (b) statements for evaluation and proposition of living support that made during the meeting increased, and (c) meeting times decreased after graphic and A-B-C recording feedback. In conclusion, the results suggest that the automatic performance feedback tool is useful for improving decision-making during the meeting for living support.
 
61. Effects of Positive-Positive feedback and Positive-Negative Feedback on Work Performance and Emotional Response
Area: OBM; Domain: Applied Research
EUNJU CHOI (Chung Ang University), Kyehoon Lee (Chung-Ang University), Shezeen Oah (Chung Ang University)
Abstract: The current study examined the effects of two types of feedback sequence on work performance and emotional responses. Participants were asked to work on a simulated quality control task. Twenty eight undergraduate students participated in this study and they were randomly assigned into two groups: 1) positive-positive (P-P) feedback condition, 2) positive-negative (P-N) feedback condition. The dependent variable of this study was the number of correct response. In addition, emotional responses of feedback recipient were measured at the end of the experiment. The results showed that the average number of correct responses under the P-P feedback condition was higher than that under the P-N feedback condition at the intervention phase. For the emotional responses, the score of positive emotional responses under the P-P feedback condition was higher than the P-N feedback condition. On the other hand, the score of negative emotional responses under P-N feedback condition was much higher than the P-P feedback condition.
 
62. Effects of Rule with Deadline on Performance, Stress and Task Interest
Area: OBM; Domain: Applied Research
JAEHEE LEE (Chung Ang University), Seul Kim (Chung-Ang University), Kwangsu Moon (Chung-Ang University), Shezeen Oah (Chung Ang University)
Abstract: This study examined the effects of deadline on work performance, stress, and task-interest. Participants were asked to work on a simulated banking task. The dependent variable were performance quantity, quality, perceived stress and task interest A between-subjects design was used and 80 participants were randomly assigned to one of three experimental groups: (1) rule only, (2) rule with deadline, (3) no rule. The results showed that rule only and rule with deadline group were higher performance quantity than no rule group, but difference between rule only and rule with deadline groups were not significant. However, rule with deadline group was lower performance quality, task interest, and higher than rule only group.
 
63. Effects of Feedback Timing on Performance Quality and Feedback Acceptance.
Area: OBM; Domain: Applied Research
HWANG KYONG IN (Chung Ang University), Jaehee Lee (Chung Ang University), Shezeen Oah (Chung Ang University)
Abstract: This study examined the effects of feedback timing on performance quality, and feedback acceptance between delivering feedback after task performance and feedback before the next task performance. Between subjects design with counterbalancing was adopted. Ten participants were randomly assigned to one of two groups. They attended 7 sessions and performed ten tasks per session. One group received feedback after performance until five sessions and feedback before performance in the following two sessions. The other group was counterbalanced. Participants were asked to work on a computerized product selection task. The dependent variable was error rate of the completed tasks. The results showed that there is no difference between groups of feedback given after and before condition on performance quality. However, perceived feedback acceptance was higher in case of feedback before condition than after condition. Also, the majority of participants in both groups revealed a preference in favor of feedback before condition.
 
64. The Effects of Individual vs. Group Monetary Incentive Systems on Work Performance at a Gas Station
Area: OBM; Domain: Applied Research
HANGSOO CHO (Chungang University), Kyehoon Lee (Chung-Ang University), Shezeen Oah (Chung Ang University)
Abstract: This study examined the relative effects of individual and group monetary incentive systems on work performance at a gas station. The number of participants were three employees at the gas station. Four critical services and one up-selling behaviors were identified and measured daily. ABC within-subject design was adopted for this study. After baseline (A), the group monetary incentive system (B) was introduced. In the next phase, individual monetary incentive system (C) was introduced. Results showed that both monetary incentive systems were effective in increasing all target behaviors.
 
65. Transfer of Function in Consumer Choice
Area: OBM; Domain: Basic Research
Erik Arntzen (Oslo and Akershus University College of Applied Sciences), ASLE FAGERSTROM (The Norweigan School of Information Technology), Gordon R. Foxall (Cardiff University)
Abstract: Today, consumers are faced with a number of choices. For companies, creating strong brands have become a management imperative. The ability to understand consumer brand choice is crucial to its legitimacy for academic marketing as well as it is important to marketing practice. In the present experiment, we present stimulus equivalence as a framework for understanding consumers' brand choice. Hence, we asked if preference for specific stimuli is influenced by a test for transfer of function. In the present experiment, 15 college students were trained to form three 3-member classes with arbitrarily related stimuli in a many-to-one training structure (AC/BC). Following conditional discrimination training, a test including directly trained, symmetry, and equivalence trials were implemented. Then, a face (smiling (D1), neutral (D2), or sour D3)) was trained to the nodal stimulus (A1). A test was implemented to see if the functions were transferred to all the stimuli within the class. Finally, the participants were exposed to preference test in which the stimuli from the B set (B1, B2, and B3) were attached to three bottles water. The results showed that most of the participants picked the bottle with B1, indicating that the transfer of function test had influence the preference.
 
66. The Relative Effects of Objective Feedback and Social Comparison Feedback on Work Performance according to Feedback Recipients' Performance Levels
Area: OBM; Domain: Applied Research
KYEHOON LEE (Chung-Ang University), Kyounga Lee (Chung-ang University), Shezeen Oah (Chung Ang University)
Abstract: The purpose of this study was to investigate the relative effects of objective feedback and social comparison feedback on work performance. In addition, the interaction effects of feedback type and the feedback recipients’ performance levels were examined. Participants were twenty one voluntary college students and attended 9 experimental sessions in total. We adopted a counterbalanced ABC/ACB within subject design (A=baseline; B=objective feedback; C=social comparison feedback) in which eleven participants were exposed to ABC sequence and the remaining ten participants were exposed to ACB sequence. The participants performed a simulated work task on the computers. The dependent variable was the number of work task completed. The results showed that the social comparison feedback was more effective than the objective feedback for the high performers, while the objective feedback was more effective than the social comparison feedback for the low performers.
 
67. The Importance of a Systems Approach to Analyze Organizations and Manage Performance
Area: OBM; Domain: Applied Research
JÓHANNA JÓNSDÓTTIR (University of Iceland), Z. Gabriela Sigurdardottir (University of Iceland), Heather M. McGee (Western Michigan University)
Abstract: The aim of this study was to use a systems approach to analyze a private company that sells and services computers and related products on the open market. The analysis took into account the structure of the organization, the connections between departments and units, employee performance, and work flow. With such an analysis one can identify disconnects in the organization and a possible problem in work flow that can lead to poor service and customer dissatisfaction. The tool that was used for the analysis is called The Behavioral Systems Analysis Questionnaire (hereinafter called BSAQ). This is an integrated tool with the purpose of collecting all the appropriate and relevant information in order to analyze the structure of the workplace, important processes and behaviors, and use that information to design an intervention to produce a better workplace and a more profitable system. The premise of the BSAQ and the systems approach is based on the idea that workplaces are systems that must adapt to their environment and there are many external variables that affect the performance of the system. The systems consist of people, processes, and the physical environment of the workplace. Each system is composed of many smaller systems that are all interconnected and dependent on each other and the communication pathways that link them together. In this study, the workshop was the focus of the analysis. Data was collected through interviews with staff and managers. Staff members where put into teams for each process to work together and come to a conclusion using BSAQ tool. The unit was mapped and Total performance system drawings and process maps were made. Such mapping allows the visualization of the service process and leads to improvements and necessary changes that allow the system to operate with greater success. The results of the analysis were in line with the premise and changes and implementation were made based on the information and teamwork achieved with the BSA analysis process.
 
68. The Effects of Self-Monitoring on Participant Fidelity of Reinforcement-Based Procedures
Area: OBM; Domain: Applied Research
JESSICA L. DOUCETTE (The University of Kansas), Sarah R. Jenkins (The University of Kansas), Jason M. Hirst (The University of Kansas), Amy J. Henley (The University of Kansas), Florence D. DiGennaro Reed (The University of Kansas), Robin Codding (University of Massachusetts Boston)
Abstract: This use-inspired basic research investigation sought to (1) evaluate the effects of self-monitoring on the procedural fidelity of reinforcement-based procedures using a multi-element design, (2) measure participant accuracy of different self-monitoring recording procedures, and (3) assess participant preference using a concurrent chains arrangement and a social validity questionnaire. Following baseline, undergraduate participants were trained to implement three reinforcement-based procedures (DRA, NCR, DRO) each associated with a different self-monitoring procedure. Self-monitoring procedures included completing a checklist during the session, at the end of the session, or while watching a video of the previous session. Fidelity increased or maintained during self-monitoring, but idiosyncratic differences were observed across participants. In addition, fidelity was highest during NCR regardless of the self-monitoring procedure. Mean self-monitoring recording accuracy was highest while watching a video of performance and lowest during post-session recording. Results of a concurrent chains arrangement documented a clear preference for a particular self-monitoring procedure for two of three participants. Participants indicated that post-session recording was the least preferred procedure. Fidelity improved or maintained during a follow-up probe. Mean IOA and fidelity was at least 85%. Note that data collection is ongoing.
 
 
Keyword(s): poster session

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