Increasing Physical Therapy Equipment Preparation Using Task Clarification,Feedback and Environmental Manipulations

The purpose of this study was to increase completion of tasks related to morning preparation procedures among 2 full-time and 4 part-time employees at a physical therapy clinic. A functional assessment was conducted to aid in the development of the treatment package consisting of graphic feedback, task clarification, and equipment manipulations. Later, graphic feedback was replaced with verbal feedback from the manager to facilitate maintenance of the intervention by the manager. During baseline, the mean checklist completion percentage was 18.4% and 56.5% for the therapy area and the hygienic activity area, respectively. This improved to 82.1% and 90.3% during the first intervention phase and remained above baseline levels at 75.6% and 100% during the second intervention phase. The results of this study suggest that the package intervention derived from the assessment was effective at increasing preparation task completion. Performance maintained above baseline levels at a three-month follow-up observation for the therapy area (50%) and the hygienic activity area (83.3%). According to the treatment acceptability assessment, graphic and verbal feedback were viewed as favorable by employees.     

On the learning journey: what helps and hinders the development of social work students’ core pre-placement skills?

The development and assessment of core skills, including communication skills, are essential prerequisites before social work students are judged ready for practice placement. This paper presents qualitative data from the first year of a three-year study of an undergraduate module taught jointly to undergraduate and postgraduate students on two qualifying programmes at a university in England. The study considers the impact of video recording in a ‘skills laboratory’ on social work students’ skills development, and compares this with other feedback mechanisms at the pre-placement ‘Readiness for Direct Practice’ threshold for the different student groups. Responses from 88 students to two questions on factors they identified as the most helpful/least useful for core skills development were collected, using the same questionnaire at three stages of the module. These were analysed using a grounded theory approach. A separate, quantitative analysis showed that assessment outcomes for undergraduate and postgraduate students were not statistically different. In contrast, this qualitative analysis showed that while there was common value for students from self-observation using video, there were key differences in learning preferences between undergraduates and postgraduates in relation to feedback. While undergraduates valued peer support in group work, postgraduates preferred feedback from authoritative, independent and credible sources.     

Using Instructive Feedback to Increase Response Variability During Intraverbal Training for Children with Autism Spectrum Disorder

We evaluated the effects of instructive feedback on the variability of intraverbal responses for two children with autism spectrum disorder. Specifically, we used an adapted alternating treatments design to compare participants’ novel responses and response combinations during an intraverbal category program across conditions with and without instructive feedback. During instructive feedback, secondary targets were presented during the consequence event of the learning trial and consisted of a therapist’s model of response variability. The results showed that participants engaged in more novel response combinations during instructive feedback conditions. We discussed the clinical implications of these results as well as areas for future research.     

二语习得中的作文纠错性反馈研究

在过去的40年里,作文纠错性反馈的功效一直是二语写作理论和实践关注的焦点,学者们纷纷就Hendrickson提出的5个问题阐明了各自的观点。有学者赞成,也有学者对纠错的功效提出质疑,甚至主张完全摒弃。但大量的研究表明,纠错的确有助于提高写作能力。国内教师应借鉴这些研究成果,深入研究影响纠错有效性的因素。     

Discussing feedback system thinking in relation to scenario evaluation in a balanced scorecard setup

Since the emergence of the Balanced Scorecard (BSC) at the beginning of the 1990s, literature has intensively discussed the problems of the cause-and-effect relationships, the time-delay elements between measures and perspectives and the concepts of feedback loops. This article focuses on the use of the System Dynamics Modelling approach to deal with these three problems, an approach first suggested by Forrester back in 1958. The wide scope of application of BSC as a decision-supporting instrument continues to spur the interest in BSC. We have used an actual case as inspiration on which our model construction and our simulation scenarios are based. Our findings suggest that the idea of linking BSC and System Dynamics together based on properties of the systems dynamic nature seem to be both a natural and a relevant development. Furthermore, our simulations demonstrate the ability to: (1) provide a scheme for the translation of the strategy into operational terms and at the same time (2) offer possibilities for the decision maker to be able to evaluate the plan–do–review results based on the feedbacks, specifically in a risk evaluating context.     

Employee feedback technologies in the human performance system

Many authors have noted that organizations are realizing that employees can be a major source of competitive advantage. A hidden source of advantage can be the improved utilization of existing human capital. A method common to most organizations for improving existing human capital is using employee feedback technologies. During a review of the literature it was found that employee feedback is an expanding and poignant subject. This paper describes some of the current leading technologies in employee feedback, including coaching, 360 degree feedback, as well as other techniques found in the literature. Methodologies of employee feedback including approaches and timeframes will be investigated at the system and process level. Finally, the opportunities for dealing with a problem employee using feedback are discussed.     

The use of a personal development plan and the undertaking of learning activities,expertise-growth,flexibility and performance: the role of supporting assessment conditions

In the current search for tools that encourage and assess learning and development, personal development plans (PDPs) are being used ever more frequently by organizations. A PDP is an assessment tool used by the employee to reflect on, to document the competencies s/he has been working on and to present his/her plans for further development. This study conducted among employees working in a governmental organization in the Netherlands (N = 287) focused on the PDP practice as conceptualized by three supporting conditions: learning and reflection, information and feedback and the motivating supervisor. It examined which of these features enhance the undertaking of learning activities, expertise-growth, flexibility towards changing circumstances and performance. Results from the hierarchical regression analyses indicate that a motivating supervisor, information and feedback and reflection by the employee on the basis of his/her PDP affect whether or not a PDP contributes to the four measured output variables. Next, by conducting mediation analyses evidence is found for the mediating role of undertaking learning activities in the relation between the PDP practice and two output variables.     

The Impact of Wireless Technology on Order Selection Audits at an Auto Parts Distribution Center

Audits of store order pallets or totes performed by auditors at five distribution centers (two experimental and three comparison distribution centers) were used to check for picking accuracy prior to being loaded onto a truck for store delivery. Replacing the paper audits with wireless handheld computers that included immediate auditory and visual feedback was instrumental in increasing the number of audits by nearly 89% without incurring overtime hours for the auditors. Increasing the number of audits meant that more orders were checked for accuracy within an 8-hr shift. The errors and inefficiencies noted with paper audits were eliminated immediately at implementation. The role of the organizational behavior management (OBM) practitioner in designing work procedure changes using technical solutions to accelerate key operational processes was examined.     

Evaluating Preference for Graphic Feedback on Correct Versus Incorrect Performance

The current study evaluated preferences of undergraduate students for graphic feedback on percentage of incorrect performance versus feedback on percentage of correct performance. A total of 108 participants were enrolled in the study and received graphic feedback on performance on 12 online quizzes. One half of participants received graphic feedback on percentage of correct performance on the first four online quizzes and then received feedback on percentage of incorrect performance on the following four quizzes. The order was reversed for the other half of participants. Participants were then asked whether their feedback on the final four quizzes should depict percentage of correct or incorrect performance. Participants who completed the study overwhelmingly preferred feedback on correct performance. The type of feedback students received for the first four quizzes did not affect subsequent quiz performance, and feedback preference was not related to performance on quizzes.     

E-Mailed Prompts and Feedback Messages to Reduce Energy Consumption: Testing Mechanisms for Behavior Change by Employees at a Green University

E-mail is a common mechanism for communication within organizations. Extending prior research on effects of informational messages on behavior change, the present study evaluated effects of e-mailed prompts and feedback on energy consumption at a green university. A nonconcurrent multiple baseline design was used to evaluate the effects of messages to occupants of 5 campus buildings over a period of 12 weeks. Energy consumption changes were tracked using the university’s energy dashboard. Results and implications for further research and organizational behavior change efforts are discussed.