Functional assessments - ANS Not commonly used in obm. Why?
1) interventions effective without assessment
2) rule governed behavior
3) obm is concerned with increasing behavior
Types of functional assessments - ANS Records review
Informant assessment-interviews with staff and ma...
Functional assessments - ANS Not commonly used in obm. Why?
1) interventions effective without assessment
2) rule governed behavior
3) obm is concerned with increasing behavior
Types of functional assessments - ANS Records review
Informant assessment-interviews with staff and managers
Descriptive assessment- abc analysis
Experimental analysis (structural functional analysis)
Records review: historical data - ANS 1. Planning documents
2. Organization chart
3 industry productivity standards
4 industry conditions
5. Competitors
6. Job descriptions
ABC - ANS An analysis of events that precede and follow a pinpoint
-conduct for both the undesired and the desired pinpoint. Two basic format.
The datasheet can't be open ended or contain antecedents and consequences, to the
performance.
Open ended requires more skilled data collectors
What makes abc hard? - ANS -must observe it occurring (esp hard if Beth rarely occurs)
-time consuming
- targeting results
A _______assessment requires employees to engage in a pinpoint well a _______assessment
does not? - ANS ABC does, interview does not
Interview- 2 types - ANS Interviews are beneficial, but not accurate
Advantage of interview - ANS Do not require that behavior is occurring to dt ermine the
function.
2 types- structured and unstructured
Structured interview - ANS Follows a script
, Unstructured Teri were develops a list ahead of time, but informant answers determine which
direction the interviewer takes - ANS
Interviewing techniques - ANS 1. Make sure the staff member is relaxed.
2. A good idea is to start with a grand tour question.
3. Reinforce their responding.
4. Don't allow for Attacks.
6. Don't use behavioral jargon keep it simple. Give them time to answer. Go from general
questions to specific. And with is there anything else that you think is important.
Performance diagnostic checklist PDC - ANS An interview assessment that covers for areas
that could contribute to performance problems. The PDC is one of the most common
assessment tools in OB and literature
4 parts to the PDC - ANS 1. Antecedents
2. Equipment and processes
3. Knowledge and skills
4. Comsequences
Antecedents - ANS -Is there a written job description.
-Having employees received adequate instruction about what to do.
-Are the employees aware of the rationale of the behavior as a relates to the organization. If yes
can he explain the rationale.
-Are there job eight visible while completing the job. If yes what are they.
Antecedents cont - ANS -Are there reminders to prompt the task at the correct time/duration.
-Is the supervisor present during task completion.
-Are there frequent updated challenging and attainable goals that employees are comfortable
with.
-If yes do employees feel these girls are fair.
-If employees say that the goals are not fair what reason have they stated.
Equipment and processing - ANS -if equipment is required is it reliable? Is it in good working
order? Is it ergonomically correct? If no what is? Is the equipment and environment optimally
arranged in a physical sense?
Equipement and processing continued - ANS Our larger process is suffering from certain in
complete tasks along the way? Are these processes arranged in a logical manner without
unnecessary repetition? Are those processes maximally efficient? Are there any other obstacles
that are keeping the employees from completing the task?
Knowledge and skills - ANS Can you please tell you what they're supposed to be doing and
how to do it? If yes have been mastered it? His fluency necessary are they fluid? Can the
employees physically verbally demonstrate completion of the task? Have a master the test? If
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