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.     

The Effects of Graphic Feedback,Goal Setting,and Manager Praise on Customer Service Behaviors

Abstract

The current study used a multiple baseline design to investigate the effects of graphic feedback, goal setting, and manager praise on customer service behaviors in a large retail setting. Direct observation of customer greeting, eye contact, and smiling was used to collect data. After baseline data were collected feedback graphs were posted twice each week in the employee break room. A second intervention phase included goal setting and manager praise. Goals were developed based on employees' prior performance and were posted on the graphs. Managers then delivered immediate, verbal praise to employees. Graphic feedback produced slight increases in the customer interaction variables in the front of stores 1 and 2. Another small increase in performance was seen in the back of store 1 and the front and back of store 2 with the implementation of the interventions.     

A Comparison of Pyramidal Staff Training and Direct Staff Training in Community-Based Day Programs

This study evaluated two methods of training staff who were working with individuals with developmental disabilities: pyramidal training and consultant-led training. In the pyramidal training, supervisors were trained in the principles of applied behavior analysis (ABA) and in delivering feedback. The supervisors then trained their direct-care staff and, subsequently, provided ongoing performance feedback. In the consultant-led training, the direct-care staff was trained in the principles of ABA. Both groups learned similar amounts of knowledge of ABA principles, but pyramidal training was more effective in teaching staff to use correct teaching procedures with consumers. In addition, the pyramidal training group maintained the improvement in their teaching procedures at a 3-month follow up, while the consultant-led training group's performance declined.     

An Evaluation of Stimulus Preference Assessment Methodology in Organizational Behavior Management

The organizational behavior management literature has yielded few stimulus preference assessment methodologies for use with employees. The current investigation compared three preference assessments (ranking, survey, and multiple stimulus without replacement procedures) found in the organizational behavior management literature for their ability to predict reinforcers for direct care staff members’ behavior. In the first experiment all assessments were effective for predicting reinforcers, but the results were limited by a lack of control items in the assessment. In the second experiment the survey and ranking assessments both proved to be effective for identifying reinforcers and neutral or ineffective stimuli. Implications of these results and directions for future research are discussed.     

企业培训投资决策与员工职业生涯的关系研究

企业对员工进行培训投资可以增加人力资本存量,进而带来更高的收益,但培训投资也伴随着一定的风险。对处于职业生涯不同阶段的员工进行培训,其投资的收益和风险存在显著差异。在分析员工职业生涯特征与人力资本生命周期内在联系的基础上,指出企业在进行培训投资时,只有结合员工职业生涯不同阶段的特点,才能统筹考量培训时机和培训类型2个变量,故而做出低风险、高收益的培训投资决策。     

An Evaluation of the Effects of Very Difficult Goals

In 1968 the first cohesive theory on goal setting proposed that difficult goals produce higher levels of performance than easy goals and that specific goals produce a higher level of performance than “do your best” goals. While over 40 years of research supports this theory, there has been some discrepancy regarding the use of very difficult goals. This study was designed to examine the effects on performance of different levels of performance improvement goals and two different types of feedback, as feedback is often used in conjunction with goal setting. A group design was used with participants receiving one of two goal levels, and two different types of feedback. While no significant effects were found between the two types of feedback, goal level produced significant results in terms of performance and accuracy.     

Assessing and Increasing Staff Preference for Job Tasks Using Concurrent-Chains Schedules and Probabilistic Outcomes

The assessment and improvement of staff members' subjective valuation of nonpreferred work tasks may be one way to increase the quality of staff members' work life. The Task Enjoyment Motivation Protocol (Green, Reid, Passante, &; Canipe, 2008 Green, C. W., Reid, D. H., Passante, S. and Canipe, V. 2008. Changing less-preferred duties to more-preferred: A potential strategy for improving supervisor work enjoyment. Journal of Organizational Behavior Management, 28: 90–109. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) provides a process for supervisors to identify the aversive qualities of nonpreferred job tasks. Through participative management, the process reduces these aversive qualities while increasing the appetitive properties via the pairing of these tasks with enjoyable consequences. The present study provides an extension of Green et al.'s work through utilization of a concurrent-chains schedule arrangement via the pairing of reinforcing consequences with a target job task using probabilistic outcomes to directly assess job task preferences for eight direct support staff in a human service organization.     

Improving Closing Task Completion in a Drugstore

A within-subject ABAB reversal design was utilized to investigate the effects of graphic feedback and goal setting on employee closing task completion. Goal setting was contingent upon baseline performance and graphic feedback was posted weekly. It was found that goal setting and graphic feedback improved employee closing task completion.     

A Further Evaluation of Response Cards: Teaching Direct Care Staff Basic Behavioral Principles

Numerous studies have demonstrated the efficacy of response cards for teaching students in educational settings; however, the effectiveness of response cards has yet to be examined in organizational settings where such strategies may be very useful (i.e., in staff training). The purpose of this study was to evaluate the utility of response cards during in-service training to teach basic behavioral principles to direct care staff working in a human service setting. Results indicated that individuals who received the response card training participated more during training and were able to retain more information over time relative to those who received a standard in-service training.     

Further Evaluation of the Accuracy of Managerial Prediction of Employee Preference

Previous research (i.e., Wilder, Rost, &; McMahon, 2007 Wilder, D. A., Rost, K. and McMahon, M. 2007. The accuracy of managerial prediction of employee preference: A brief report. Journal of Organizational Behavior Management, 27(2): 1–14. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) has suggested that managers perform poorly when predicting items and activities which their employees state that they might like to earn as part of performance improvement programs. The purpose of the current study was to replicate the earlier study conducted by Wilder et al. (2007 Wilder, D. A., Rost, K. and McMahon, M. 2007. The accuracy of managerial prediction of employee preference: A brief report. Journal of Organizational Behavior Management, 27(2): 1–14. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) with a larger and more diverse sample of managers and employees. One hundred employees and 15 managers were asked to rank order a list of items/activities they thought their employees would most prefer to be incorporated into a performance improvement plan. Next, employee preference for these same items was directly assessed using an employee reinforcer survey. Kendall rank-order correlation coefficients were used to compare the results of the managerial rank with the employee reinforcer survey. Correlations ranged from ?.6 to 1, with a mean of .25.     

An Initial Assessment of Effective Preference Assessment Intervals Among Employees

Previous research has shown that employee preferences for tangible items may change significantly from one month to the next. Although a 1-month interval may be too long to wait between preference assessment administrations, no guidelines exist with regard to how often to assess employee preference. This study examined changes in preference as measured by two different preference assessments across four different time intervals. We measured preference stability by assessing changes in designations of high- and low-preference items from one assessment to the next. Only the 1-week interval indicated no changes in item designation from high preference to low preference or low preference to high preference. These data suggest that if tangibles are used, preferences may need to be assessed over time.     

数据驱动下收货方质量偏好与电商配送服务质量优化

针对"互联网+大数据"优化电商配送服务质量问题,明确不同收货方的质量需求稳定性,引导电商根据收货方不同质量敏感性提供相对精准服务,提升配送服务质量。模拟投票结果的形成过程聚类得到收货方对服务质量偏好的记忆性特征：（1）"无记忆"型收货方;（2）"记忆"型收货方;（3）"不确定"型收货方;（4）收货方总体。进一步推导不同规划类型求解空间,设计得到"无记忆"型收货方动态规划精确求解方法,及其他三种类型近似求解粒子群算法。研究过程中,配送资源质量感知度被嵌入到模型约束;"无记忆"型收货方的质量需求规划问题转化为零库存策略最优解问题,进而证明存在精确解;"记忆"型收货方呈现出对质量感知的累积;"不确定"型收货方模型通过赋值即可得总体收货方表达式。结果表明：数据驱动研究框架借助大数据资源,使得电商更易通过收货方的质量偏好设计更加匹配的配送方案;不确定服务需求得到有效满足,投入成本的利用率更高;通过特征分类的方式,尽可能地抽取能够精确最优化的部分,缩小NP范围,提高整体求解的精确度。     

An Examination of Generalized-Conditioned Reinforcers in Stimulus Preference Assessments

Generalized-conditioned reinforcers (GCRs) are advocated for by practitioners when possible because of their ability to function as reinforcers across a wide array of motivative operations. In organizational behavior management 2 common GCRs are praise and money. Although many studies have demonstrated their usefulness, no prior study has compared relative preferences for GCRs (specifically money) and other potentially reinforcing items. A total of 24 direct care employees from a group home setting completed assessments for potential reinforcers. All participants in the current study identified items other than money as high-preference items, suggesting that some items may serve as alternatives to money in terms of preference.     

Effectiveness of Job Aids and Post Performance Review on Staff Implementation of Discrete Trial Instruction

Discrete-trial instruction (DTI) is a well-established instructional method for teaching children with autism. Accurate implementation of DTI procedures requires that staff be well trained. This study examined the effectiveness of job aids followed by post performance review of strengths, errors, and accuracy on discrete trial instructional accuracy in three participants who conducted DTI within their current job positions. Additionally, primary training procedures were embedded within a meta-shaping procedure, which involved the gradual and systematic introduction of three levels of behavioral components required for accurate implementation of the DTI sequence with mastery criteria set at 90% accuracy across all three levels. As demonstrated in a changing criterion within a multiple baseline design, staff demonstrated increases in DTI accuracy following the initiation of the job aid condition; however, some degree of performance-based feedback was required to establish high levels of procedural fidelity across the DTI sequence. Performance accuracy on maintenance probes remained at high levels. These findings provide support that job aids followed by performance-based feedback may be an effective and efficient method for shaping high levels of DTI procedural fidelity in staff. Additionally, gradual shaping of the DTI accuracy may scaffold performance, minimize errors, and increase social validity.     

基于顾客渠道偏好的服务竞争模型

由传统零售渠道和在线直销渠道组成的双渠道供应链中,两种渠道带给顾客不同的购物服务体验,能更好地满足不同渠道偏好的顾客需要,但两种渠道之间又存在竞争关系。针对两种渠道带给顾客的服务体验的差异性,构建考虑顾客渠道偏好的双渠道供应链服务竞争模型,研究制造商的最优渠道选择策略以及在线渠道的增加给传统单渠道供应链和顾客带来的影响。研究结果表明,能否扩大市场需求是判断制造商是否选择双渠道策略的充分条件,但是增加在线渠道之后,供应链存在服务歧视现象,可能造成市场需求减少;在线渠道的增加始终损害零售商的利益,并且可能导致供应链整体收益减少和顾客整体效用水平下降,最终导致社会福利的损失。借助数值分析发现,如果存在大量未开拓的潜在市场需求,顾客对在线渠道偏好程度的提高将有助于提升供应链整体收益和顾客整体效用水平,反之亦然。     

企业核心员工生态位构建行为的探索性研究

本研究通过文献评述,分析了目前核心员工相关研究视角的先天缺陷,并首次将生态位构建理论导入核心员工的研究中;通过开放式和封闭式问卷调查,采用关键事件法、探索性分析和验证性分析方法,建构了7维度的核心员工生态位构建行为测量工具:职业忠诚行为、自我发展行为、创新行为、进谏行为、协调沟通行为、助人行为和组织忠诚行为;进一步研究发现,核心员工生态位构建行为与工作绩效和组织承诺呈现不同强弱的正相关。     

基于顾客公平偏好的服务机制与定价研究

由于顾客异质性（单位时间等待成本不同）,服务提供商通常对顾客采取分类服务策略,然而分类服务会引起服务系统中不同类型顾客之间等待时间和服务价值的差异性,从而给顾客带来心理上的不公平感,进而引起顾客在服务系统中的流动和转移,进一步影响企业收益和社会福利。本文针对非抢占M/M/1服务系统顾客分类情形为背景,由两种顾客之间期望等待时间的不同和公平偏好参数相结合构建普通顾客的公平心理效用模型,以垄断型服务系统为背景,分别从企业收益、社会福利与顾客效用三个视角进行分析。研究表明,服务提供商应对顾客采取可观测型的分类服务机制来获得最大收益;从社会福利视角,服务提供商应对顾客采取不可观测型的分类服务机制;从顾客效用视角,服务提供商应取消顾客分类服务,仅保留普通顾客。最后同现有结论进行比较分析,并进行拓展研究。本文研究对服务提供商采取合理的服务机制及相应的服务定价具有重要参考价值和指导意义。     

一种基于语言偏好关系的群体评价方法

针对专家偏好信息权重未知的基于语言偏好关系的群体评价问题提出了一种解决方法.首先,采用序关系分析法和唯一参照物比较判断法指导专家表达偏好信息;其次,在对专家偏好信息形式转换的基础上,定义了2个基于二元语义的诱导有序加权平均算子对权重未知的专家偏好信息进行集结,从而得出群体评价结论;最后,给出了一个应用算例.     

Graphic Feedback,Performance Feedback,and Goal Setting Increased Staff Compliance With a Data Collection Task at a Large Residential Facility

Because of budgetary constraints, human service organizations frequently expect consultants to recommend methods to enhance staff performance that require little or no additional funding. The current study utilized a multiple baseline across settings design to evaluate and compare the effects of a single intervention and a packaged intervention including graphic feedback and goal setting on approximately 200 direct care staff as a group, to improve the data collection procedure at a residential treatment facility. The single intervention showed some improvement, whereas the packaged intervention yielded substantial improvements and was maintained.     

The Role of Effort in Shifting Preference for Feedback Stimuli

ABSTRACT

Researchers have examined preference for the format of delivery of feedback, however little research has examined strategies to increase feedback and praise desirability. The current study aimed to evaluate whether preference shifted for stimuli that signaled work and for manager-praise stimuli that were delivered after work. Moreover, we sought to understand if these preference shifts were greater when the work was higher-effort compared to lower-effort work tasks (a phenomenon described in the basic literature as within-trial contrast). The study took place in a simulated work environment. Sixteen university students clicked on a shape that produced the work task, completed a mock medical data-entry task, and received manager-praise on an FR1 and FR20 schedule. At the start of the study and following each contingency exposure trials, they completed a preference assessment for both the shapes and the manager-feedback stimuli. The primary dependent variable was the percentage of preference change for two categories of stimuli – shapes presented at the beginning of trials that signaled which condition participants were in and manager-praise stimuli presented at the end of trials. Preference for the shape stimuli for both high- and low-effort stimuli decreased indicating that stimuli that signal work may become less preferred. Preference for the manager-praise stimuli for both high- and low-effort stimuli increased suggesting that stimuli that follow work may become more preferred. Overall, these data suggest that the conditions under which managers deliver feedback and praise may influence preference for those stimuli.