diss 3

Description

Scenario: Your company, Acme Behavior Consultation, Inc., has asked you to review a new case. Your client is Care Relief, a large in-home respite care service provider for families with children who have special needs. Care Relief is funded by private pay from families, as well as payment from health insurance companies. Care Relief is having some issues in the area of staff performance and have asked for assistance with strategies to measure the performance of the staff. Quarterly satisfaction surveys indicate that families using Care Relief services are very dissatisfied with employees providing care to their loved ones with special needs. Issues include: Tardiness Unprofessional Behavior Care Relief is hoping that Acme can help decrease the number of client complaints and increase ratings in the area of client satisfaction. For this Discussion: Pinpoint one specific result for Care Relief and two behaviors to change. Include operational definitions for the two behaviors that are pinpointed for change. Describe why you selected the specific result and behaviors to pinpoint as they relate to the scenario at Care Relief. Discuss how you would measure the behaviors pinpointed for change, including the type of measurement that would be used. Discuss the importance of measurement and operational definitions to the creation of appropriate behavior management plans for staff. Guided Response Posts Instructions Students will review two of their classmate’s posts to assess the following: Were the pinpoints selected appropriate for the scenario? Why or why not? Critique your peers’ definitions. Were the definitions clear, concise, and accurate? Can anyone who reads these definitions accurately identify occurrences of the behavior? If not, provide suggestions on what would increase the clarity of the definitions. Allyson Kapuscinski posted Jul 17, 2020 1:29 PM Pinpointing needs to be tangible, have observable results and behaviors, and needs to be something you can see (Daniels, 2016). The company Care Relief expressed issues with their staff being tardy for work and displaying inappropriate work behavior. They want their employees to show up for work on time each day at 8 am and wear appropriate work attire. A result for Care Relief would be to increase the amount of positive feedback from clients at the end of each quarter. This will show the positive change in the employees areas there are current issues. Work attendance: Employees show up for work each day at the designated start time for shift. If shift begins at 8 am staff will be present in the home at 8 am no later. Work appropriate attire: Employees will wear clothing that is appropriate for the setting and child they are working with. Shirts will cover shoulders and mid drift and 5 inch shorts in length will be worn as well as pants. Attached to the daily program log there will be a calendar. Staff will need to initial the day they work and right the time they were in the home for. At the end of shift it will be given to the family to sign and approve that staff was present for the entire shift. These calendars will be emailed to management at the end of each week. This will help to keep track of employees showing up to work on time and leaving on time as well. Staff will be supervised twice a month on random shifts. When supervisors show up they will note what staff is wearing and make sure it is work appropriate attire. Clothes should be comfortable, clean and appropriate for the child and setting they are working in. Operational definitions are important because it gives a clear description of the specific behavior being tracked. This cuts down on judgement and interpretation and will make for more consistent results. Measurement also needs to be consistent and recorded precisely so that the data will give a true picture of the behaviors and whether they are improving or decreasing. Marjani Muhammad posted Jul 16, 2020 11:52 PM For this Discussion: 1. Pinpoint one specific result for Care Relief and two behaviors to change. One specific result for Care Relief will be an increase in positive feedback on quarterly satisfaction surveys from families using the services. The two behaviors to change will be on-time attendance and communication with the family. 2. Include operational definitions for the two behaviors that are pinpointed for change. On-time attendance means that the staff member has arrived at the home by the scheduled time, is in full-uniform and according to dress code and has all the necessary items required for child. Consistent communication with the family means that the staff member completes a shift activity log (with a minimum of five inserts) and goes over the activity log with the family member before ending their shift (signature of family member must be provided). 3. Describe why you selected the specific result and behaviors to pinpoint as they relate to the scenario at Care Relief. I chose this specific result because feedback from the client is all-telling. According to Daniels (2016), “results are usually defined as some outcome that is valuable to the organization” (p. 106). For Care Relief, positive feedback from the families would be valuable. If families are offering positive feedback, that essentially means that Care Relief has a positive word-of-mouth. Positive word of mouth is basically free advertising for Care Relief and can potentially lead to newly referred clients. I chose attendance and communication as the two behaviors to correct because they are both observable, measurable, and reliable, which leads us to a true pinpoint. Additionally, after pinpointing a result, these are the behaviors necessary produce that result. 4. Discuss how you would measure the behaviors pinpointed for change, including the type of measurement that would be used. According to Daniels (2016), “always evaluate changes in behavior against changes in results” (p. 99). Because continuous recording is the most precise measurement of recording, I would do a cumulative frequency behavior count. We would first record behavior prior to intervention for baseline purposes. After, we would record the frequency by counting the number of times the behavior occurs weekly. Every Monday, we would review the staff members attendance, as well as their shift activity logs from the week prior. This would be graphed and displayed quarterly on an AB design graph and compared with the quarterly satisfaction surveys to see if there is any change. Because special needs children are involved, we would not withdraw an intervention if signs of staff improvement and an increase in positive feedback have been demonstrated. 5. Discuss the importance of measurement and operational definitions to the creation of appropriate behavior management plans for staff. Operational definitions are important to the creation of a behavior management plan because they provide the observer(s) with an objective, clear, measurable, and complete understanding on what behaviors to be looking for. This removes the inaccuracy that comes with opinion. Furthermore, it leads to greater agreement between two observers collecting the same data. This is known as interobserver agreement (IOA). Having a strong IOA reassures the observer(s) that the behavior is being recorded accurately. Daniels states that “every behavior can be measured in terms of frequency or duration or both” (2016, p. 103). In doing so, analysis of the data collected can create a strong behavior management plan.