Training and Management of the Psychiatric Aide

This paper evaluates the research on training and management of inpatient psychiatric aides conceptualized in an operant conditioning paradigm. The training techniques reviewed include in-service training, modeling, prompting, and role playing. The management techniques reviewed include the use of posted feedback, money, trading stamps, supervisor approval, and days off. Recommendations for future research emphasize the use of direct and indirect approaches, analysis of reinforcers, group and individual data, social validity of training goals, teaching client skills, group contingencies, and the relationship between management and community, institutional and client goals.     

Notes from an Introspective Behaviorist

Abstract

Based on the three-contingency model of performance management, I make the following argument: (1) Often, we fail to behave as we should because the natural contingencies supporting appropriate behavior are ineffective; the natural contingencies involve outcomes for each individual response that are either too small, though of cumulative significance, or outcomes that are too improbable. The delay of the outcome is essentially irrelevant. The psychodynamic model of the cognitive motivational theorists provides a poor explanation for why we fail to behave as we should. (2) The performance-management contingencies in organizational behavior management (OBM) must usually involve deadline-induced aversive control, even when they are based on powerful reinforcers. Furthermore, such performance management succeeds only to the extent that the person's behavioral history, “Jewish mother,” has inculcated an appropriate value system. Wiegand and Geller's critique of the necessity of the use of aversive control fails to take into account the necessity of deadlines and the difference between instrumental and hedonic reinforcers; furthermore, it greatly over values the power of intrinsic reinforcement contingencies in OBM.     

A Preliminary Laboratory Evaluation: Effects of Consequence Quality and Ratio-Schedule Arrangements on Staff Performance

ABSTRACT

Supplementary, contingent pay arrangements can result in improved employee productivity and increased job satisfaction. We examined the effects of four stimulus delivery arrangements on performance in a computer-based task in a simulated work context. Three participants entered hypothetical client data onto a Microsoft Excel® invoice and earned gift-cards for task completion according to the following conditions: (a) fixed-ratio/high-preference stimuli (FR/HiP), (b) variable-ratio/high-preference stimuli (VR/HiP), (c) fixed-ratio/varied stimuli (FR/Var), and (d) variable-ratio/varied stimuli (VR/Var). For two of three participants varied reinforcers produced similar levels of responding to high-preference stimuli regardless of schedule type, whereas varied reinforcers did not support responding for the third participant. All participants preferred working under conditions of access to high-preference reinforcers. Results are discussed in light of creating efficient performance improvement plans in organizational settings.     

Performance Appraisal,Performance Management,and Firm-Level Performance: A Review,a Proposed Model,and New Directions for Future Research

Abstract

There has been a long history in management and industrial/organizational psychology of studying methods to improve performance at work. These efforts have traditionally been concerned with individual-level performance (with some attention paid to team performance as well); even when research began to more broadly consider the topic of performance management instead of just performance appraisal. However, the often unstated assumption was that, if an organization could effectively improve the performance of individual employees, this would accrue to improvements in firm-level performance as well. A review of the literature suggested that this link had never really been established in a direct way. Instead, we found considerable support for relating “bundles” of human resource (HR) practices to firm-level performance, and several models for how these practices could create the transformation from individual-level to firm-level performance. We drew upon several of these models, from somewhat diverse literatures, to propose a model whereby bundles of HR practices, when aligned with the strategic goals of the organization, can be used to create a climate for performance that could transform generic knowledges, skills, and abilities (KSAs) into specific KSAs needed to improve firm-level performance.     

Policy deployment: A case study analysis

Theaim of theresearch reported in thispaper wasto examine policy deployment in a business unit of the UK company operation of a major corporation, considered a world leader in business improvement. In this study, the application of policy deployment at an operational level was investigated to determine how managers deploy and manage direction, and assess the effectiveness of the catchball process. In the business unit studied, policy deployment could have a greater impact. For example, in deploying direction, cascade and catchball is used, however, the leadership, checks, control and communication elements could be more effective, and the respective shortcomings are described. A generic catch-reflect-improvescrutinize-pass (CRISP) approach to policy deployment is proposed by which vision, mission, goals, objectives, targets and means can be more effectively deployed.     

Manufacturing in the Nineties By H.J. STRUDEL and P.DESRUELLE(Van Nostrand Reinhold,New York, 1992). £31.50.

Abstract

Looking for a world model for the manufacturing information flow diagram has brought us to the conclusion that it is impossible to build an all-encompassing, all-inclusive system. The redundancy and overlap would make the system excessively complex and ineffective. The best way to generalize a model of this type is to simplify. The result is that we eliminate nearly the entire production control mechanism that is found in the labour intensive MRP system (Fig. 1). We come up with a system that is much closer to the material intensive JIT system (Fig. 2). The conclusion is that effective production control requires that you choose which resource you wish to optimize, and then select a system that controls the plant around the selected resource base. This is the function of books like International Management and Production. A second conclusion would be that complexity (MRP—Fig. 1) gains very little over simplicity (JIT—Fig. 2 or World Model—Fig. 4) in productivity or efficiency. As Shozo Hibino says in his book Breakthrough Thinking, we need to run our plants smarter, not harder.     

The Effects of Temporal Placement of Feedback on Performance With and Without Goals

ABSTRACT

This report from the field evaluated the effects of temporal placement of feedback, and presence or absence of stated goals, on employee skill acquisition in the context of an organization-wide training. Four conditions were examined: feedback before performance with goals, feedback before performance without goals, feedback after performance with goals, and feedback after performance without goals. The results of this study found no statistically significant difference in performance across the four conditions.     

Parkinson,Peter and probability: Implications for productivity

Improving productivity and effectiveness in society and organizations is a need which is not being met satisfactorily in most countries. Goals of society and organizations are defined in circular and spiral terms, one leading to the other, as encouraging the development of individual capabilities, achieving greater effectiveness, attaining a better quality of life, and enhancing human dignity. Parkinson's Law, Peter's Principle and Robinson's Law (“in a bureaucracy, work alters upon advancement”) illustrate in satirical form many truths about why organizations and society are not increasing their levels of goal attainment. Clues for overcoming this adversity are the treatment of such laws as probability concepts to demonstrate that future performance of a specific organization cannot be predicted, and the recognition that unstated assumptions—we know how to apply accumulated knowledge and the research approach should be followed—need to be converted to much different explicit ones. Evidence demonstrating why this is so and what ought to be done is reviewed. A planning and design approach based on an orientation of purposes-target-results is presented, and some different change principles that result from the approach are described.     

Cumulatively Large Benefits of Incrementally Small Intervention Effects

Abstract

Metacontingencies are relations among practices within an organizational culture and their molar environmental consequences for the culture. They can be summarized by the ratio of all revenues from operations (or budgets received) to all expenses paid for operations. Rates of attendance/absenteeism have consequences in terms of effects on a culture's ratio of revenues received (budgets funded) to expense payments that appear as profits (losses) or budget surpluses (deficits) over some time interval. For a host of reasons OBM researchers place a premium on identifying and adopting practices that result in large immediate effects on behavior and performance in the short run. However, some practices created by OBM interventions can have small short-term effects and appreciably larger cumulative effects on revenue to expense and budget to budget expenditure ratios in the longer run. The importance of estimating cumulative benefits and/or costs of OBM interventions when intervention effects are small is demonstrated in this article using data from an operant based intervention that produced an immediate small increase in attendance.     

Behavioral Perspectives on Variability in Human Behavior as Part of Process Safety

ABSTRACT

Process safety involves worker decisions at various points in an extended process, and much remains unknown regarding sources of variability in worker behavior at these decision points. This paper seeks to explain why some workers may be deviating from sanctioned policies and procedures. Risky choice is analyzed through discussion of positive and negative reinforcement, habituation in terms of respondent and operant behavior, risk discounting, and consequence dimensions that include a review of prospect theory, heuristics, and behavioral decision theory. Recommendations are made for improving our understanding of sources of variability in process safety by conducting systematic research on the perspectives reviewed.     

Fire and rescue operational effectiveness: the effect of alternative crewing patterns

Abstract

Decreasing demand and reduced budgets are driving changes to traditional crewing methods in the UK Fire and Rescue Service. Using an integration of two years' operational data within a novel framework, this paper assesses the impact of alternative crewing on operational effectiveness in one UK FRS. Changes in crewing patterns were implemented without substantial impact on overall operational effectiveness, but there may be a risk to wider operational resilience. The Overall Effectiveness of Fire Operations (OEFO) assessment tool can inform FRS decision making in an authentic way allowing stakeholder confidence in the outcomes, whilst being timely and not too complex or costly to evaluate. The OEFO approach is an important contribution to practice through its ability to assess public services at a time of challenging reform and demonstrates alterations can be made to crewing patterns to better match demand provided there is consideration of the potential wider impact.     

Evaluating basic research strategies

A model has been developed to describe the pharmaceutical research and drug innovation process. The model originally served to show the range of results that could arise from research in the field of infectious disease chemotherapy over a sustained period of time. The main goal of the model was to illuminate the risk/reward/time tradeoff faced by management in selecting a particular research strategy. The results obtained with this model were one of several considerations influencing the research strategy decision of CIBA-GEIGY in 1976 to adapt and strengthen its research effort in infectious disease chemotherapy.This model has so far been applied only for the comparative evaluation of infectious disease chemotherapy research strategies. However, there is no conceptual reason why it should be limited to this field of drug research or indeed to pharmaceutical research at all. This type of analysis should be applicable wherever clear, product-oriented research goals can be identified and defined, where some reasonable financial reward can be attached to achieving these goals, and where an assessment—albeit subjective—can be made of the likelihood of achieving these goals.     

Entrepreneurship and Epistemology: The Philosophical Underpinnings of the Study of Entrepreneurial Opportunities

Abstract

Two approaches to studying opportunities have emerged in the entrepreneurship literature. This paper shows that the first of these approaches—which focuses on how alert entrepreneurs discover objective opportunities formed by exogenous shocks in an existing market—adopts a critical realist perspective. The second approach—which focuses on opportunities that are endogenously enacted by the actions of entrepreneurs themselves and do not have an existence independent of those human actions—adopts an evolutionary realist perspective. Differences between these epistemological assumptions have an important impact on opportunity research in the field of entrepreneurship, and thus are likely to have an important impact on the evolution of research, practice, and teaching in the field of entrepreneurship as a whole.     

The project of a new of neural networks products line: An application

The aim of this paper is to propose a new approach to the issue ofpositioning and pricing a firm's new products line; it is shown here how to conceive an artificial neural system able to find the optimal solution. The formulation of the problem follows the model proposed by Dobson and Kalish, while the implementation is based on the Hopfield Neural Network, thus used here for a new class of problems. The model shows a capacity to converge to the optimal solution; besides its effectiveness, this technique appears to also be efficient if applied to such a production problem.     

Using Scorecards and a Lottery to Improve the Performance of Behavior Technicians in Two Autism Treatment Clinics

ABSTRACT

Performance scorecards are tools that measure staff performance across multiple criteria to produce a single, overall performance score, which can be used as feedback for employees. While scorecards are considered a low-cost and effective approach to improve performance, published research demonstrating the effectiveness of scorecards is limited. The current study attempted to first demonstrate the effectiveness of scorecard feedback to improve performance, then, evaluate the added effects of linking the scorecard feedback to a lottery. Current results suggest scorecard feedback can modestly improve average employee performance, and linking the scorecard to a lottery may result in further performance improvements.     

A closed loop automatic scheduling system (CLASS)

Abstract

CLASS is a production scheduling system, that is designed to function in either a stand-alone manner, or in conjunction with an MRP system. MRP systems innately do not have 'closed loop’ capability in the sense of being able to produce master schedules and order releases that are consistent and that respect capacity constraints. True closed loop performance requires detailed scheduling. In addition to interfacing with MRP systems, CLASS is designed to produce schedules that can be used in conventional shops or can be downloaded to automated facilities. The design goals for the system, its internal architecture, and its role in manufacturing control systems are described. The modelling and decision capabilities     

Bricks without clay: On urban myths in occupational health psychology

Abstract

There is a lack of intricate research into the relationships between work performance and other variables. This study examined the causal relationship between work, non-work stressors, and work performance. Using longitudinal multi-group data from three groups—university staff, trainee nurses, and part-time employees (overall N=244)—structural equation modelling was employed to explore one-way and reverse competing models. The results produced a good fitting model with one-way causal paths from work-related and non-work stressors (time 1) to job performance (time 2). Nested model comparison analysis provided further evidence to support this best fitting model, emphasizing the strong influence that non-work factors have within the workplace. This study has important implications for theory, methodology and statistical analysis, and practice in the field of work-related stressors and performance.     

Game Theory and Risk Analysis

Risk analysts often analyze adversarial risks from terrorists or other intelligent attackers without mentioning game theory. Why? One reason is that many adversarial situations—those that can be represented as attacker‐defender games, in which the defender first chooses an allocation of defensive resources to protect potential targets, and the attacker, knowing what the defender has done, then decides which targets to attack—can be modeled and analyzed successfully without using most of the concepts and terminology of game theory. However, risk analysis and game theory are also deeply complementary. Game‐theoretic analyses of conflicts require modeling the probable consequences of each choice of strategies by the players and assessing the expected utilities of these probable consequences. Decision and risk analysis methods are well suited to accomplish these tasks. Conversely, game‐theoretic formulations of attack‐defense conflicts (and other adversarial risks) can greatly improve upon some current risk analyses that attempt to model attacker decisions as random variables or uncertain attributes of targets (“threats”) and that seek to elicit their values from the defender's own experts. Game theory models that clarify the nature of the interacting decisions made by attackers and defenders and that distinguish clearly between strategic choices (decision nodes in a game tree) and random variables (chance nodes, not controlled by either attacker or defender) can produce more sensible and effective risk management recommendations for allocating defensive resources than current risk scoring models. Thus, risk analysis and game theory are (or should be) mutually reinforcing.     

Effective Leadership in Superior-Subordinate Dyads

Abstract

This paper describes and experimentally demonstrates the main tenets of an operant theory of leadership. Leadership is characterized in the current paper as involving problem solving operant behavior (Cerutti, 1989; Skinner, 1969) in a social context (Skinner, 1953). The theory was assessed under two experimental analogs modeled from generic formal organizational bureaucratic leader-follower role relations. Under a minimal leadership contingency (MLC) leaders and followers in N = 4 dyads interacted via button pressing and trigger pulling responses, respectively, and they received feedback on counters located on response panels in their separate rooms. Under the MLC every leader button press added a point worth money to one of the follower's counters but the leader received no points worth money based on follower responses. A leadership contingency (LC) was identical to the MLC except that for every 19th follower trigger pull the leader received a point worth money. As anticipated, high rates of leader-follower interaction evolved in all dyads under the LC and appreciably lower rates occurred under the MLC as leader button pressing extinguished under the MLC with repeated exposures to the two contingencies presented in ABABAB fashion. Results were discussed in terms of the theory and data as they may be related to assessment and maintenance of leader-follower interactions and performance in OBM lab and field experiments.     

The dangers of centralized economic planning

There is little evidence that there is much value in riveting attention on the question of strategic planning in an era of low growth or negative growth. Rather, there is value in discussing strategic planning in terms of the efficient realization of society's goals— whether expressed as economic goals or as non-economic aspirations. This article contains some observations on corporate strategic planning, provides perspective on the energy and materials scarcity question, and warns that detailed economic planning by government thwarts the optimal use of resources to improve living conditions for everyone. The author holds that renewed government reliance upon the workings of a competitive market economy is indispensable for achieving this goal.