History and Contribution of Organizational Behavior Management to Services for Persons with Developmental Disabilities

Abstract

This article traces the development of the field oforganizational behavior managcment (OBM) from its origins in early behavior modification studies, the development of a technology for modifying statf bchavior, to recent developments in the evolution of cultures. An ecological model of staff behavior is outlined using Bronfenbrenner's (1979) ecological model of human development. The technology used to modify staff behavior is briefly reviewed. In Peter Sturmey, PhD, is affiliated with the San Antonio State School, San Antonio, TX 78214. [Haworth co-indexing entry note]: "History.and Conlribulion of Orgaiiizalional Behavior Managcmciit 10 Services For Persons with Dcvclopmeiilal Disabililies." Siurmcy, Peler. Co-published simullatieously in the Jorirrinl oJOrgnihuiioiinl Behavior Muiiogenieiir (The Haworth Press, Inc.) Vol. 18, No. 2/3. 1998, pp. 7-32; and: Orgniiiznrioiinl Helinvior Muriugerneiii niid Developnieriml DisnOilirbs Srr-.vices: Atcoiuplislinierris nird Ftriwe Direcriorts (ed: Dennis H. Reid) The Haworth Press, Inc.. 1998. pp. 7-32. Single or multiple mpies of this article are available for a Tee from The Hawonh Dccummt Delivery Service [I -800-342-9678. 9:oO a.m. -500 pin. (EST) E-mail addrcss: getinT~hawonhpressi~ic.cnm], Q

Evidence-Based Staff Training: A Guide for Practitioners

“…These training programs have been criticized due to demonstrated ineffectiveness for establishing the targeted performance skills (Casey & McWilliam, 2011;Clark et al, 2004;Sturmey, 1998). The evidence-based protocol described here represents an alternative approach that applies the critical components of BST (i.e., instructions, modeling, rehearsal, feedback) to staff training with demonstrated effectiveness.…”

“…Researchers have continued to examine the effects of staff training strategies to allow for more effective and efficient use of behavioral procedures with individuals with disabilities. Despite this existing research, many staff in human service agencies often do not acquire the skills that the procedures are intended to train (Casey & McWilliam, 2011;Clark, Cushing, & Kennedy, 2004;Sturmey, 1998). Hence, if behavior analysts are to successfully fulfill their staff-training responsibilities, additional guidance on best-practice implementation of staff training strategies is warranted.…”

Familiarizing New Staff for Working with Adults with Severe Disabilities: a Case for Relationship Building

“…Rather, we suggest that it presents at least a case for relationship building. Nonetheless, we and many others (e.g., Baumeister & Zaharia, 1987;Larson, Hewitt, & Lakin, 2004;Sturmey, 1998;Test, Flowers, Hewitt, & Sollow, 2003) have observed a number of problematic issues when new or otherwise unfamiliar staff begin working with consumers in adult service agencies and hope that the results here and corresponding implications will be of benefit for other behavior analysts who encounter problems in this respect.…”

Análisis del proceso de medición de cargas de trabajo en el Instituto Nacional de aprendizaje –INA- Costa Rica

“…Esta situación se relaciona al concepto de Sturmey (1998) de interacciones por acomodación (combinación y fusión) en la que la dinámica organizacional puede verse influida por la dinámica grupal. La interacción se produce cuando una unidad de acción producida por A actúa como estímulo para una unidad de respuesta en el sujeto B y viceversa, constituyendo un proceso circular.…”

“…Resulta importante que se haya señalado la falta de control en cuanto al desempeño real de cada colaborador, lo que puede originar situaciones conflictivas que inciden en las mediciones de cargas de trabajo. Este contexto se relaciona con el concepto de las interacciones por oposición de Sturmey (1998), en las que el conflicto y competición inciden en los niveles de productividad, precisamente porque la interacción es entendida como la fuerza interna de la acción colectiva vista desde la perspectiva de los que participan, y esta puede generar resultados negativos si no hay una percepción generalizada de que el trabajo se distribuye de manera equitativa.…”