OBM

Question 1

OBM stands for which of the following?

Answer 1

Organizational Behavior Management

Question 2

Abernathy (2013) states “In most cases, the results of an employee’s performance are more important to the organization than are the details of the behavior that produced the result.” Which of the following is an example of a result of employee performance?

Answer 2

decrease in challenging behaviors

Question 3

Colleen completes yearly performance reviews for her employees, but otherwise does not provide formal feedback on performance. A few times a year an employee is fired for overall poor performance, and usually they are surprised. When this happens, she sees a decrease in late arrivals and sick calls among her others workers, and an increase in worker productivity overall. She thinks this is a good thing-seeing colleagues being fired definitely works to get her workers “in line”. Which principle of behavior analysis is demonstrated by the change in the other worker’s behaviors?

Answer 3

negative reinforcement

Question 4

According to Abernathy (2013), which of the following is an example of effective performance pay plans?

Answer 4

piece rates

Question 5

Performance management focuses on management’s attention on three events in the sequence of employee performance. These three events, more broadly know as the 3-term contingency are ________________. Select the option below that best fills in the blank.

Answer 5

antecedents, behaviors and consequences

Question 6

Many traditional wage and salary compensation systems tend to rely heavily on __________________ to manage employee performance than on _______________________________. Select the option below that best fills in the blanks.

Answer 6

negative reinforcement/positive reinforcement

Question 7

Which of the following is not a barrier to more organizations using applications of ABA in business settings?

Answer 7

using positive reinforcement can be more effective and efficacious

Question 8

In 1977, the Journal of Organizational Behavior Management was first published by a consulting firm called Behavioral Systems, Inc. The first editor to serve that publication has continued to contribute to OBM and now leads one of the most well known and successful international consulting companies. This man’s name is which of the following?

Answer 8

Aubrey Daniels

Question 9

Feedback is an important component of performance management. When a manager meets with an employee to discuss progress on a project, and provides positive feedback in the form of verbal praise the employee’s behavior is likely to be strengthened by that praise. This positive feedback likely functions as which of the following?

Answer 9

generalized conditioned reinforcer

Question 10

Taking a selectionist approach to understanding behavior means that the OBM technician will be especially interested in determining the __________________________ of employee behavior. Select the option below that best fills in the blank.

Answer 10

consequences

Question 11

What is OBM?

Answer 11

-The application of behavioral principles to individuals and groups in business, industry,
government, and human service settings (Wilder et al., 2008).
- A subfield of Applied Behavior Analysis (ABA) that focuses on applications in the
workplace (Abernathy, 2013).

Question 12

OBM Overview

Answer 12

OBM looks to effect organizational change
▪ Employees are more productive and satisfied with their jobs
▪ Organization is more effective and efficient in reaching organizational goals
▪ OBM looks at the organization whereas ‘traditional’ ABA applications of supervision /
personnel management focuses on clients and staff/supervisees
▪ Incorporates Performance Management (PM) and Behavior Systems Analysis (BSA)

Question 13

OBM Overview: Behavior Systems
Analysis (BSA)

Answer 13

▪ Across entire organizational system:
▪ Organization - how it’s set up
▪ Process - how is the product being delivered
▪ Job performance - what are the results

Question 14

OBM Overview: Performance
Management (PM)

Answer 14

▪ Identification and manipulation of the antecedents and consequences surrounding the
behavior of interest:
▪ Goal -setting, feedback, reinforcement, use of job aids, etc
▪ Very similar to the everyday application of interventions a BCBA employs w/ their
supervisees/trainees

Question 15

▪ Ken is an OBM consultant. He recently took on a big corporate client and is starting
with looking at the structure of the organization, then will move into the processes
which exist to deliver the product. Given this information, what aspect of OBM is Ken
implementing?

Answer 15

Behavioral Systems Analysis

Question 16

Sherri is a BCBA-D who just took on the role of Executive Director of Clinical Services for ABC
Agency, who provides insurance-based services for individuals diagnosed on the autism spectrum.
One of the first things she noticed upon starting her job was some dissatisfaction among the longtime employees. She decides to look at these issue from a Performance Management / OBM
perspective and after assessing some antecedents and consequences, she decides to implement an
intervention. Which of the following would NOT be an intervention that is appropriate for Sherri to
implement, given what we know about typical organizational structures

Answer 16

Negative Reinforcement

Question 17

OBM is “Pragmatic”

Answer 17

▪ Focuses on practical strategies that can be used to change behavior in work settings,
versus structural topics such as personality traits predictive of high performers.

Question 18

OBM adheres to “Selectionism”

Answer 18

▪ *Behavior is controlled by events that occur after the behavior, not “motives and
attitudes”
▪ *Voluntary behavior (operant) isn’t driven or elicited but emitted and then selected by
the environment (consequences)
▪ *Behavior that produces positive consequences is selected by the environment,
behavior that produces no consequences is not selected by the environment, and
behavior with aversive consequences is selected against.

Question 19

▪ BCBA Lucy is interested in analyzing, from a behavior analysis perspective, more
about why her direct therapists come to work everyday in their small ABA Agency.
Which of the following would be most beneficial for her to look at during her analysis

Answer 19

Consequences

Question 20

Areas of Focus in OBM

Answer 20

▪ *Performance monitoring and management
▪ *Systems analysts and development
▪ *Safety precautions
▪ *Staff training
▪ *Quality assurance
▪ *Procedural integrity
▪ *Credentialing and professional development
▪ Question: Do any of your current jobs involve one, some, or all of the above? Type your
answer in the chat box.

Question 21

Which of the following describes a negative reinforcement contingency in the workplace?

Answer 21

Employee A spends most of her work day scrolling social media, but does enough of her
actual work that her boss never questions her. She is paid on a 2-week salaried
schedule.

Question 22

Negative Reinforcement and the
Workplace

Answer 22

▪ Employee works hard enough to avoid being fired (or losing a paycheck)
▪ Works enough to avoid being reprimanded or otherwise spoken to by supervisor

Question 23

Issues with Negative Reinforcement

Answer 23

-The focus is on time spent working instead of the more desired results
▪ Negative reinforcement produces side effects
▪ Motivation to meet the ‘standard’ or requirement but not to exceed it
▪ Requires a lot of expensive direct supervision to ensure people are working
▪ (Abernathy, 2013)

Question 24

Ineffective Positive Reinforcers in a
Workplace

Answer 24

▪ Annual Pay Raises
▪ Annual Bonuses
▪ Profit Sharing
▪ (Abernathy, 2013)

Question 25

Effective Positive Reinforcers (aka Performance Pay)

Answer 25

Piece rates ▪ Commissions ▪ Goal sharing (NOT profit sharing) - could be a percentage of a goal

Question 26

Other Types of Positive Reinforcers (non-monetary)

Answer 26

▪ Supervisor and peer recognition ▪ Public posting of performance ▪ Recognition awards ▪ Preferred work assignments or shifts ▪ Merchandise ▪ Time off ▪ (Abernathy, 2013)

Question 27

Performance Feedback

Answer 27

Information that follows a performance and describes the level or quality of the performance: ▪ Another common and useful form of positive reinforcement ▪ Functions in various capacities (as an antecedent or as a consequence) ▪ Should be paired with a reinforcer ▪ Should be delivered immediately and frequently

Question 28

Results vs Behavior

Answer 28

*In OBM, the focus (for desired behaviors, at least) revolves around results versus what response leads to the result when it comes to measurement (and providing positive reinforcement) *Skinner, for example, didn’t measure the rate of the rat pressing a bar with their right paw, left paw, chin, or sitting on the bar but, rather, when the bar closed (the result of pressing the bar)

Question 29

Targeting Results vs Behavior

Answer 29

Avoids targeting behavior that may have unintended effects or don’t lead to the desired result ▪ Measured behavior - calls made; Desired result - debts collected; Actual results - increase in calls made BUT not to those owing the debt (Abernathy, 2013) ▪ Measured behavior - input of email addresses/transaction; Desired result - valid email addresses to send advertisements to; Actual result - phony email addresses entered* (Student Example)

Question 30

▪ Which of the following is an example of a result of employee performance (vs the behavior)?

Answer 30

A. Increase in hours billed

Question 31

Supervision of Ongoing Services

Answer 31

1. The supervisor should be able to state the purpose of supervision to the supervisee or trainee (Objective #1) 2. The supervisor should be able to describe the strategies and potential outcomes of ineffective supervision (Objective #2) - introduced; covered more in a subsequent unit/meeting 3. The supervisor should be able to use behavioral skills training to improve supervisee or trainee performance (Objective #6) - introduced; covered more in a subsequent unit/meeting w/ practice activity

Question 32

* “The term supervision refers to the broad set of activities that constitute ongoing oversight of a supervisee’s work” (LeBlanc & Luiselli., 2016, p. 271)

Answer 32

* “The term supervision refers to the broad set of activities that constitute ongoing oversight of a supervisee’s work” (LeBlanc & Luiselli., 2016, p. 271)

Question 33

What does supervision involve?

Answer 33

Training new skill sets *Oversight of the implementation of previously learned skills *Modeling in making data-based clinical decisions *And much, much more!

Question 34

Additional purpose of supervision

Answer 34

Model assistance-seeking skills Improve and maintain beneficial repertoires of the supervisee or trainee Model effective supervision practices (BACB, 2018)

Question 35

Common Supervisor Roles of a Behavior Analyst

Answer 35

-Fieldwork supervisor (of a trainee). -Case supervisor (of ongoing services). -Supervision of a Behavior Technician.

Question 36

The importance of supervision

Answer 36

The effectiveness of human services agencies is most tied into the performance of the direct care staff High quality supervision, in turn, is what is most associated with such performance

Question 37

Supervision of the Behavior Technician - Improve

Answer 37

Improve inadequate performance

Question 38

Supervision of the Behavior Technician - Support and Maintain

Answer 38

Support and maintain effective performance *Consider supervisory practices that are meaningful to the supervisee - help them to enjoy their job!

Question 39

Supervision helping with burnout

Answer 39

Quality supervisory relationships play an important role in the well-- being of ABA professionals (Austin & Fiske, 2023) Perceived compassion from the supervisor contributes to lower burnout This, in turn, contributes to less turnover (Eisenberger et al. 2002)

Question 40

Staff enjoyment

Answer 40

* Low enjoyment of direct care staff can: – Cause an increase of complaints from that staff – Increase unpleasant interactions - potentially affecting the agency – Negatively affect the supervisor’s enjoyment of their job – Increase absenteeism and staff turnove

Question 41

Steps to Providing Evidence-Based Supervision

Answer 41

1. Identify desired outcomes for clients 2. Identify what staff must do to help clients so desired outcomes are attained 3. Train staff skills needed to perform designated duties 4. Develop and implement a system to routinely monitor staff performance relative to their specific duties 5. Support proficient performance 6. Correct non-proficient performance 7. Evaluate both staff performance and if clients are attaining desired outcomes on an ongoing basis – (Reid et al., 2021)

Question 42

How Do Behavior Analysts Disseminate?

Answer 42

Writing / publishing Public speaking Social media Consulting Training Team meetings ….and more!

Question 43

Why Write for Publication?

Answer 43

-Ton contribute to the professional practice -To learn more about a subject area -To improve communication skills (Written and verbal) -To develop further professionally

Question 44

Obstacles to Writing for Publication

Answer 44

-Lack of knowledge about the process of publishing -lack of knowledge about publication options -lack of time

Question 45

How to Develop the Skill of Writing

Answer 45

* Read professional literature * Establish a writing schedule * Take advantage of unexpected free time to engage in writing * Complete pre-writing tasks

Question 46

Pre-writing Tasks

Answer 46

* Organize your materials * Set goals * Identify several publication targets * Determine if it publishes what you’re writing about * Check for ‘calls for paper’ * Be knowledgeable about style requirements for various publications

Question 47

Writing is a Behavior

Answer 47

➔ Define the behavior ➔ Measure current performance ➔ Set goals ➔ Use reinforcement ➔ Monitor progress

Question 48

Carlos is a rising star in the field o f behavior analysis and has several data sets that he has collected from his clients with the intent of publishing a manuscript . However, he is having difficulty finding the time to sit down and write the document ! What is a behavioral strategy grounded in antecedent manipulations that Carlos can use in order to get those manuscripts writ ten?

Answer 48

Set writing goals and schedule them into his day

Question 49

Possible Outcomes when Submitting a Manuscript for Publication

Answer 49

* Rejected - Most common outcome * Revise and resubmit * Accepted pending revision * Accepted without revision - least common outcome Rejection should NOT stop the process - rejection is feedback that can inform additional work

Question 50

Professional Practice

Answer 50

We MUST stay current with the field Our field is ever changing In order to provide the most effective treatment, we need to grow and learn every day

Question 51

1.05 Practicing within Scope of Competence

Answer 51

Behavior analysts practice only within their identified scope of competence. They engage in professional activities in new areas (e.g., populations, procedures) only after accessing and documenting appropriate study, training, supervised experience, consultation, and/or co-treatment from professionals competent in the new area. Otherwise, they refer or transition services to an appropriate professional.

Question 52

2.01 Providing Effective Treatment

Answer 52

Behavior analysts prioritize clients’ rights and needs in service delivery. They provide services that are conceptually consistent with behavioral principles, based on scientific evidence, and designed to maximize desired outcomes for and protect all clients, stakeholders, supervisees, trainees, and research participants from harm. Behavior analysts implement nonbehavioral services with clients only if they have the required education, formal training, and professional credentials to deliver such services.

Question 53

1.06 Maintaining Competence

Answer 53

Behavior analysts actively engage in professional development activities to maintain and further their professional competence. Professional development activities include reading relevant literature; attending conferences and conventions; participating in workshops and other training opportunities; obtaining additional coursework; receiving coaching, consultation, supervision, or mentorship; and obtaining and maintaining appropriate professional credentials.

Question 54

2.14 Selecting, Designing, and Implementing Behavior Change Interventions

Answer 54

Behavior analysts select, design, and implement behavior-change interventions that: (1) are conceptually consistent with behavioral principles; (2) are based on scientific evidence; (3) are based on assessment results; (4) prioritize positive reinforcement procedures; and (5) best meet the diverse needs, context, and resources of the client and stakeholders. Behavior analysts also consider relevant factors (e.g., risks, benefits, and side effects; client and stakeholder preference; implementation efficiency; cost effectiveness) and design and implement behavior-change interventions to produce outcomes likely to maintain under naturalistic conditions. They summarize the behavior-change intervention procedures in writing (e.g., a behavior plan).

Question 55

2.18 Continual Evaluation of the Behavior-Change Intervention

Answer 55

Behavior analysts engage in continual monitoring and evaluation of behavior-change interventions. If data indicate that desired outcomes are not being realized, they actively assess the situation and take appropriate corrective action. When a behavior analyst is concerned that services concurrently delivered by another professional are negatively impacting the behavior-change intervention, the behavior analyst takes appropriate steps to review and address the issue with the other professional.

Question 56

3.12 Advocating for Appropriate Services

Answer 56

Behavior analysts advocate for and educate clients and stakeholders about evidence-based assessment and behavior change intervention procedures. They also advocate for the appropriate amount and level of behavioral service provision and oversight required to meet defined client goals.

Question 57

Is a subdivision of ABA which is the application of the science of behavior. OPN is guided by a single theory of human behavior and has historically emphasized identification and modification of the environmental variables that affect directly observable or verifiable employee performance.

Answer 57

Obm

Question 58

The management of individual employee or a group of employees through the application of behavioral principles. P.m. process usually involves analysis of antecedents and consequences supporting the behaviors of individuals or groups within organizations and manipulating these variables to either decrease unproductive or increase productive behavior performance

Answer 58

Preformance management

Question 59

Performance management - Common interventions used in performance management include goalsetting, feedback, job eight, token systems, lottery systems etc.

Answer 59

Areas of emphasis in OBM

Question 60

-Involves outlining how the components of the system INTERACT including how each individual contributes to the overall functioning of the system. -The value of BSA is that it allows us to analyze the organization outside the basic three term contingency of antecedence behaviors and consequences to identify variables that can significantly impact individual and organizational performance.

Answer 60

Behavioral systems analysis

Question 61

By analyzing the entire organization as a system one can identify areas of improvement that will produce the largest positive impact on the organization and focus on planning and managing the variables that support desired performance.

Answer 61

Behavioral systems analysis

Question 62

A combination of PM and BSA. -Requires system wide measurement system that uses metrics (scorecards) and goals to track employee performance -performance is tied to pay through scorecards -aligns employee goals with the organization goals

Answer 62

Performance based pay

Question 63

Focuses specifically on analysis and modification of work environments to reduce injuries and promote the safe behavior of employees. In contrast to other disciplines that approach safety from the standpoint of mechanical or structural engineering, behavior based safety focuses on changing the behavior of employees so that injuries a reduced and safe performance becomes more common

Answer 63

Behavior based safety

Question 64

What do OBMers do

Answer 64

1. Increase safety 2. Increase performance 3. Increase quality 4. Improve conditions 5. Improve work conditions Also...advertising and public relations

Question 65

Why is this important if you are not going to be an OBM consultant

Answer 65

-Behavior analysts are not frontline employees. -Behavior analyst conduct assessments right behavior plans train staff and supervise implementation. -Behavior plans are only as good as the implementation. -behavior analysts require management skill - the principle of behavior influence us all. We should bring attention to our profession. - BEHAVIOR PLANS ARE ONLY AS GOOD AS THE IMPLEMENTATION. - this is an additional skill set which we will acquire

Question 66

Which of the following areas within OBM is best characterized as focusing on aligning pay so that it is contingent in performance?

Answer 66

PBP (performance based pay)

Question 67

Which of the following would most likely be targeted in and OBM intervention

Answer 67

Staff absenteeism. Absenteeism is a HUGE part of performance.

Question 68

OBM vs other approaches

Answer 68

Field which overlap with the goals and objectives of OEM are industrial psychology and organizational behavior

Question 69

Primary differences btwn the 2 fields are?

Answer 69

Areas of interest. Theoretical orientation. Research methods.

Question 70

Industrial psychology areas of interest

Answer 70

1. Selection and placement, performance, legal issues, leadership, employee stress, mentoring, turnover

Question 71

Areas of interest in OB include

Answer 71

Diversity, add that to the adaptability, international growth, group dynamics, politics and power, job stress. These programs are housed in business schools

Question 72

Identifying pinpoints

Answer 72

The best time points will impact results example: increased rate of assembly by team a, equals the result more units produced - OBM is mostly interested in behavior however there are times we look at the results.

Question 73

What is the goal of OBM?

Answer 73

Develop and evaluate a technology of performance improvement based on the scientific principles of behavior.

Question 74

Define Applied Behavior Analysis (ABA).

Answer 74

The application of principles of behavior, discovered and refined by basic experimental procedures, to change behavior of social significance

Question 75

What are the two main analysis/assessment frameworks within OBM?

Answer 75

Performance management (PM) Behavioral systems analysis (BSA)

Question 76

involves analyzing and improving the performance of individuals or groups within the organization.

Answer 76

Performance management (PM)

Question 77

involves analyzing and improving the performance of individuals or groups within the organization, as well as organizational factors across multiple individuals or groups.

Answer 77

Behavioral systems analysis (BSA)

Question 78

Define human behavior (for most purposes)

Answer 78

Any observable, measurable activity of a person

Question 79

What is performance?

Answer 79

Consists of a situation, one or more behaviors, tasks, and results, which are combined to produce a specific accomplishment.

Question 80

The relationship between behavior and results

Answer 80

You cannot have results without behavior, but you can have behavior without results. In order to change results, you must change behavior

Question 81

Identify the four things behavior is not and be able to explain why each of them fail the behavior test.

Answer 81

Generalities, attitudes, states, and values

Question 82

What is the best way to change someone's feelings or thoughts?

Answer 82

The best way to change someone's feelings or thoughts is to change their behavior.

Question 83

How do Bailey & Austin define Performance Management?

Answer 83

a complex process of analyzing human behavior in the workplace and subsequently implementing changes to the work environment that are designed to improve some aspect of productivity

Question 84

Select a problem that is obvious to everyone, that is not due to a failure of management to provide sufficient resources or to some political conflict within the company, and that is not a result of some structural deficit, supply problem or a lack of customers.

Answer 84

Select a problem that is obvious to everyone, that is not due to a failure of management to provide sufficient resources or to some political conflict within the company, and that is not a result of some structural deficit, supply problem or a lack of customers.

Question 85

human performance can be defined in two ways: as an actual observable behavior, or as a result.

Answer 85

human performance can be defined in two ways: as an actual observable behavior, or as a result.

Question 86

using outcome measures (results) whenever possible because, according to them, these are easier than behavioral measures to define and reliably collect.

Answer 86

using outcome measures (results) whenever possible because, according to them, these are easier than behavioral measures to define and reliably collect.

Question 87

Summarize the argument Gilbert (1978) made regarding pinpointing

Answer 87

To know which behaviors are important you must first know what results are important bc results bring in money

Question 88

1. What are the 4 reasons a supervisor must function as a staff trainer in human services agencies?

Answer 88

* To train staff in the skills to perform the designated duties. * Staff must have opportunities to be trained in relevant work skills once they are hired within a human service agency. * Ensure that staff have the required skills in their repertoire from human services. * Must be able to tro train staff in relevant works stills to deliver quality servies.

Question 89

2. Define competency-based staff training

Answer 89

The training is not complete until staff demonstrate competence in the area addressed by training.

Question 90

3. List each of the steps of Behavioral Skills Training

Answer 90

Step 1: Describe skills to be trained. Step 2: Provide staff trainees with a written summary of skills to be trained. Step 3: Demonstrate the target skills for staff. Step 4: Have staff practice performing the target skills and provide feedback. Step 5: Repeat Step 4 until staff demonstrate competence in performing the skills.

Question 91

4. The 2 main formats for training staff are

Answer 91

* Training Staff in a Group. * Training Staff Individually.

Question 92

5. List consideration when training in a group

Answer 92

The amount of time and effort to conduct BST and ensuring the training is conducted in a manner that is well received by staff.

Question 93

7. Who can be considered a responsible trainer of the 40 hour RBT training?

Answer 93

A BACB certificant such as a BCaBA, BCBA, or BCBA-D.

Question 94

The cumulative duration of the training must be at least 40 hours. The training must be completed within a 180-day period and in no less than a 5-day period.

Answer 94

The cumulative duration of the training must be at least 40 hours. The training must be completed within a 180-day period and in no less than a 5-day period.