A Review of Procedural Acceptability in Organizational Behavior Management

Abstract

Despite the documented benefits Organizational Behavior Management (OBM) applications can have on scrvice provision for people with developmental disabilities, O B M is not widely practiced in service systems. One variable that may impact the utilization of OBM is how acceptable the associated procedures are to staff. The research on procedural acceptability in OBM is summarized in terms of two primary methods for determining consumer satisfaction with management procedures-rating. scales and discrete choices. Results of acceptability assessments utilizing ratings scales have repeatedly indicated high degrees o f sta,ff acceptance for virtually all OBM procedures. However, when staff have been asked to choose among management procedures, clear and consistent differences in acceptability have been apparent. Suggested directions for future research focus on improving acceptability assessment methodology, developing guidelines for implementing effective O B M proccdures in a manner that is most acceptable to staff, and involving supervisory and professional staff in acceptability evaluations. IArficfe copies available for a fee /ram The Hawortli Docisnetri Delivery Service: 1-800-342-9678, E-mail address: gelitifo~ltawortl~pres~it~c.conl/ Marsha B. Parsons is affiliated with the Carolina Behavior Analysis and Support Center, Ltd., Morganton, NC. Correspondence concerning this article should be addressed to Marsha B. Parsons, Carolina Behavior Analysis and Support Center, Ltd., P. 0. Box 425, Morganton, NC 28680. [I-laworih co-indexing enlry note]: "A Review of Procedural Accepiability in Organizalional Brhavior Maiiagemenl." Parsons, Marsha B. Co-published simultaneously iti Jounml of Orgoirizorioiml Behavior Maimgenteirr (The Haworlh Press, Inc.) Val . 18, No. 2N. 1998, pp. 173.190; and: Organua. rhirrrl Brlioiior Maimgefiieirr m d De~alopnrenrol Dknbilirks Senrices: AccoiiiplirluiwtLs ond husre Direcrions (ed: Dennis H. Reid) The Hawonli R m Inc., 1998. pp. 173-190. Single or multiple copies of this article are availablc for a fee fmm l l e Hawurth Uocument Delivery Srrvicc [1400-342-9678. 9M) 8.m. ~ 500 p.m.

Teaching Practitioners to Conduct Behavioral Skills Training: A Pyramidal Approach for Training Multiple Human Service Staff

“…However, given that participant acceptance was based on verbal reports (i.e., the Likert scales), the acceptability results should be viewed with some caution. Verbal measures of acceptability, though relatively common in research on staff performance, do not always coincide with more behavioral measures (see Parsons, 1998, for a discussion). To illustrate, although participants in one pyramidal training program rated the procedures as acceptable, some chose not to continue to function as staff trainers when provided a choice (van den Pol et al, 1983).…”

Video training of support staff in intervention plans for challenging behavior: Comparison with live training

“…Second, and of particular concern when training staff to implement behavior intervention plans as noted previously, is the efficiency of training in terms of the amount of trainee and trainer time required (Phillips, 1998). Third, attention is warranted on the degree to which the training is acceptable to staff trainees (Parsons, 1998). The long-term success of staff training programs is likely to be enhanced if the training is efficient for staff trainers and well received by trainees (Parsons, 1998;Schwartz & Baer, 1991).…”

“…Third, attention is warranted on the degree to which the training is acceptable to staff trainees (Parsons, 1998). The long-term success of staff training programs is likely to be enhanced if the training is efficient for staff trainers and well received by trainees (Parsons, 1998;Schwartz & Baer, 1991). The purpose of this investigation was to compare the effectiveness, efficiency, and acceptability of video versus live training as components of a program for training support staff in intervention plans for individuals with challenging behavior.…”

Issues Affecting Staff Enhancement of Speech-Generating Device Use Among People with Severe Cognitive Disabilities

“…The outcome approach to staff training has repeatedly been demonstrated to be an effective means of learning important job skills (see Everson & Reid, 1999;Reid & Parsons, 2000, for reviews), and is usually well received by trainees (Parsons, 1998). The process has been used to provide training in a wide variety of support skills, including those associated with improving the frequency of interactions among staff and persons with severe disabilities they support (Schepis & Reid, 1993), and skills that are specifically associated with SGD use (Schepis et al, 1998).…”