An evaluation of the teach-back method for training new skills.

There are several effective training packages (e.g., behavioral skills training, video modeling, and self-instruction packages) available to train staff. Despite their efficacy, these training procedures require substantial time or preplanning and resources to create materials. Teach-back, an empirically validated method used in the healthcare setting to enhance communication between clinicians and patients, does not require any preplanning or materials. However, this method has yet to be investigated in the context of training and supervision. The purpose of this experiment was to evaluate the efficacy of teach-back in training participants to implement preference assessments and a token economy. The teach-back method improved procedural integrity to at least 88%, and the addition of vocal-verbal feedback resulted in all participants achieving 100% integrity in all skills. We discuss the implications of these findings.

Reducing Response Effort to Improve Employee Preparedness in a Human Service Organization.

We examined the effectiveness of reducing response effort and an e-mail prompt for increasing preparedness of 17 therapists for a social skills group in a human services organization. We evaluated whether participants knew the correct lession and sport and whether they felt prepared for the session via a paper survey. The Performance Diagnostic Checklist-Human Services indicated deficiencies in all four domains. The most significant barriers were prompts and access to materials. Results showed that the reduced response effort to access materials and email prompt increased employee preparedness compared to the no e-mail condition.

Behavioral strategies for reducing disease transmission in the workplace.

The coronavirus pandemic highlighted that workplaces may serve as a hub of disease transmission if proper precautions are not enacted. The Centers for Disease Control recommends several strategies for decreasing the spread of illnesses in the workplace, including a) promoting proper hand hygiene, b) cleaning and sanitizing the work area, c) encouraging sick employees to stay home, d) personal protective equipment, and, e) social distancing. Research suggests that instructions are often not sufficient to change work behaviors, and behavioral interventions may be needed. Thus, the present paper reviews existing research that informs the implementation of behavioral strategies to reduce the spread of disease in the workplace, and makes recommendations for organizations to protect employees, clients, and customers. Intervention components such as training, prompts, the reduction of response effort, clear workplace policies, feedback, and consequences are discussed, and practical recommendations and suggestions for future research are provided.

Adventitious reinforcement during long-duration DRO exposure.

Differential reinforcement of other behavior (DRO) is a procedure often used to decrease problem behavior, but the processes responsible for behavior reduction are not well understood. This study assessed whether adventitious reinforcement of other behavior contributes to DRO effectiveness when, relative to previous research, DRO exposure is prolonged. Two response options were presented on a computer and target responding was reinforced on a variable-ratio schedule. Response rates were then compared during DRO versus yoked variable-time or extinction probes. Across 2 experiments, DRO decreased target responding and increased other responding more than control conditions. However, increases in other responding did not usually maintain despite target responding remaining at low levels. DRO might adventitiously reinforce other responses transiently but the decreases in target behavior could not be entirely explained by adventitious reinforcement of the other response. Instead, reductions in target responding likely depend on the discriminability of the DRO contingency.

The role of adventitious reinforcement during differential reinforcement of other behavior: A systematic replication.

Differential reinforcement of other behavior (DRO) is commonly used to decrease problem behavior by presenting reinforcers contingent upon the absence of a target response. Although it is well demonstrated that DROs decrease response rates, the processes producing these decreases are not well understood. The present study systematically replicated previous research assessing whether adventitious reinforcement of alternative behavior contributes to the effectiveness of DRO. We presented university students with two options on a computer and reinforced target responding on a variable-ratio schedule. Next, we compared decreases in target-response rates and any increases in alternative responding during DRO schedules versus yoked variable-time schedules or extinction probes. DRO schedules resulted in the lowest target-response rate and highest alternative-response rate. These findings generally provide some support for the adventitious reinforcement of "other" behavior.