Organizational Behavior Management (OBM) and the Behavior Analytic Problem-Solving Model
In this assignment, you will play the role of a behavior-consulting intern. You are working as a behavior consulting intern for Acme, Inc. Your company is taking on a new client, Shoreside Community-Based Residential Facility.
Scenario: Shoreside Community-Based Residential Facility
Shoreside would like your company to provide consultation in their unit for adults with traumatic brain injury. Shoreside management and staff have expressed a concern over increasing rates of disruptive behavior during community outings and have had little success with their current interventions. They believe they may need assistance with staff training and behavior management techniques.
The company uses some Applied Behavior Analysis (ABA) with their clients but has never used ABA at an organizational level. The Director recently learned about Organizational Behavior Management (OBM) and wants to know more about how basic concepts of ABA could be used at Shoreside. The Director of Shoreside believes this would be an effective way to address the problems within the organization.
You have been tasked with conducting a preliminary assessment using the first few steps of the problem-solving model: Pinpointing and Measurement, as well as providing an overview of what the process will look like at Shoreside. Your manager has asked you to make a presentation to management and staff to provide more information about OBM and how fundamental principles of behavior can be used in the organization. Additionally, Shoreside is skeptical that the same principles they use with their clients could be applied to staff within the organization.
Using what you have learned about OBM and fundamental principles of behavior, you must create your assignment.
1-Provide an overview of Organizational Behavior Management (OBM):
- Define and describe OBM.
- Identify and describe at least one specific application of OBM that is applicable to the above organization.
2-Provide an overview of the problem-solving process:
- Describe the steps of a behavior analytic problem-solving model for organizations according to Daniels (2016).
- Identify the role that individuals within organizations hold in relation to the successful planning and implementation of interventions.
- Describe how problems are prioritized and addressed.
3-Define and describe fundamental principles of behavior and provide examples of how this is applied on an organizational level. Use non-technical language, when possible, so that all those attending the meeting understand your discussion:
- Reinforcement and punishment
. Define positive and negative reinforcement and punishment.
. Provide organizational examples of staff behavior for these principles.
. Conduct a PIC/NIC analysis for one staff behavior using the following information: (picture 1 chart)
Shoreside Observation # 1 - 10/10/10, 1:00 p.m.-2:00 p.m.; Location: Grocery Store Community Outing
Five clients were taken into a grocery store with 2 staff members and a group leader. One client started engaging in grabbing items off the shelf and yelling. Staff member #1 immediately yelled at the client, which is not the correct protocol reviewed by the behavior analyst prior to the outing. The Group Leader saw this and then turned away and began talking to Staff member #2. Staff member #2 gave attention to another client for asking to look at items before picking them up. The Group Leader was observed to be holding his phone and scrolling through social media throughout the remainder of the outing.
- ABC (PIC/NIC) Analysis
. Provide one example of a PIC/NIC analysis for Shoreside utilizing the following table in your presentation to organize the information.
(Picture 2 chart)
- Reinforcement and Punishment
. Describe the result of the PIC/NIC analysis.
. Discuss the roles of positive and negative reinforcement.
5- Identify 1 pinpoint for change at Shoreside and identify the measurement to be used.
- Include an operational definition for the staff behavior to be changed.
- Describe how behavior will be measured by selecting a measurement type, i.e., frequency, duration, etc. and how the data will be collected.
6- Introduce the next steps in the problem-solving process:
- Provide a general overview of the problem-solving process
- Include a research question related to a potential intervention based on the pinpoint identified.
- Describe why using a behavior analytic approach on all levels of the organization is preferred over a non-scientific approach and how the principles of ABA can be used to improve performance in organizations.
Organizational Behavior Management
Name
Institutional Affiliate
Organizational Behavior Management
Overview of Organizational Behavior Management (OBM)
Organizational behavior management (OBM) is a unique approach to applied behavior analysis (ABA) that focuses on positive behavioral change by assessing and transforming the work environment for improved performance in an organization. It offers an excellent platform for assessing and transforming an organization’s work environment to improve its workplace culture, leading to an overall improvement in employee performance. It is characteristic of three key areas of application; performance management, behavioral systems analysis, and behavior-based safety. Shoreside Community-Based Residential Facility’s scenario offers an excellent platform for the application of behavior-based safety principles of organizational behavior management. The scenario highlights disruptive behavior that may require the application of an organizational behavior management application that promotes safe behavior among employees and the management for a safer work environment.
Overview of the Problem-solving Process
The problem-process consists of five key steps; pinpointing, measurement, feedback, reinforcing, and evaluating. Pinpointing entails providing precise description of outcomes, while identifying observable and measurable employee’s behavior that produce the highlighted results CITATION Dan16 \l 1033 (Daniels, 2016). Measurement provides the intricate details involved in developing standardized set of rules for assigning quantitative or qualitative values to the identified employee behavior CITATION Dan16 \l 1033 (Daniels, 2016). Feedback generates the possible options, such as antecedents, processes and equipment, knowledge and skills, and the consequences of the identified problem. Reinforcing involves evaluating the outlined options and selecting or picking a particular option, with the final step of evaluation featuring a review of the chosen standard of measurement to understand the impact of the proposed behavioral changes in the organization. Members of the organization play a crucial role in showcasing the firm’s behavioral challenges and their consequences while also participating in the training programs within the problem-solving process, such as providing genuine feedback on the antecedents and consequences of the identified problematic behaviors. OBM thrives on the ability to detect and identify the problem within an organization followed by a precise and effective definition of the same CITATION Bai14 \l 1033 (Bailey, 2014). For instance, the increasing rate of disruptive behavior during community outings is an excellent example of an identified problem. However, priority should be given to identifying the root cause of the problem or defining the problem leading to non-optimal performance during the organization’s community outings.
Fundamental Principles of Behavior
The fundamental principles of behavior include the antecedents and consequences of the identified behaviors. These principles seek to find out why individuals behave in a particular way and the impact of such behaviors on their performances in the work environment. Antecedents refer to anything that tells an individual what to do and only has short-term effects on one’s performance at work. They are mostly over-used by the management of organizations and must be paired with meaningful consequences to achieve optimal employee performance CITATION Dan16 \l 1033 (Daniels, 2016). Consequences refe...