A Systematic Review of Research Evaluating the Use of Preference Assessment Methodology in the Workplace

Assessing the efficacy of and preference for positive and corrective feedback

“…Verbally stated feedback preferences corresponded to choice behavior for 7 out of 10 participants. Surveys and questionnaires in organizational settings are quick, easily administered across a large number of people, and generally accurate for incentive preferences (Simonian et al, 2020), but may not always provide useful information for other aspects of the workplace (Reid & Parsons, 1995). For example, Reid and Parsons (1995) found that employees rated two different supervision methods equally acceptable on a questionnaire, but primarily chose to experience one method over the other when given a choice.…”

“…Thus, employers may benefit from arranging the workplace environment in ways that are less aversive to employees. The literature regarding the use of employee preference assessments in organizational settings focuses primarily on identifying stimuli and activities that can serve as potential reinforcers (Simonian et al, 2020). However, there are many other features of the workplace for which employee preference is not typically assessed that could decrease the aversiveness of the workplace and increase productivity.…”

“…Given that feedback is a widely used method for improving performance, it is important to investigate how variations in the application of these characteristics influence its effectiveness as an intervention for behavior change. Further, because feedback can vary in its content and delivery along multiple characteristics, individuals may prefer receiving feedback in specific configurations (Simonian et al, 2020).…”

“…Preference for feedback has previously been assessed using indirect methods, such as surveys, questionnaires, and rating scales (Doll et al, 2007; Gravina et al, 2008; Hardesty et al, 2018; Slowiak & Lakowske, 2017). Although the use of indirect methods may be more practical within organizational settings (Simonian et al, 2020), they may not be as reliable as objective measures of preference, such as providing employees a direct choice of feedback either before or after completing a task (Bacotti et al, 2021; Carr et al, 1999; Ferguson et al, 2018; Hagopian et al, 2004; Northup, 2000; VanStelle et al, 2012). Indirect measures of preference between positive and corrective feedback may be especially prone to noncorrespondence with choice behavior due to the words ‘positive’ and ‘corrective’ being commonly paired with reinforcement and punishment, respectively.…”

Applied Behavior Analysis and the Abolitionist Neurodiversity Critique: An Ethical Analysis

“…Incorporating preferences into intervention, including idiosyncratic and/or repetitive interests, expresses a recognition that the preferences of individuals with autism are valuable, worthy of respect, and often constitute a unique strength generally not shared by neurotypical peers. There is a wide range of empirically validated preference assessments available for use across a comprehensive range of demographics and settings (DeLeon & Iwata, 1996;Dutt et al, 2014;Fisher et al, 1992;Lill et al, 2021;Pace et al, 1985;Resetar & Noell, 2008;Roane et al, 1998;Simonian et al, 2020;Virués-Ortega et al, 2014), and for a variety of types of preferences, including different types of social interaction (e.g., Butler & Graff, 2021;Conine & Vollmer, 2019;Morris & Vollmer, 2020;Nuernberger et al, 2012). Behavior analysts should be highly proficient in utilizing preference assessment methodologies, frequently assess clients' preferences, and incorporate these preferences into treatment whenever possible.…”