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Learn about the 7 dimensions of Applied Behavior Analysis.

Baer, Wolf, & Risley (1968) Here is an infographic to help you remember the 7 dimensions of applied behavior analysis. Remember G.E.T. A. C.A.B.

Employee feedback is critical for personal and business success. Research on feedback shows that intentional and consistent feedback greatly improves staff expertise, productivity, and outcomes. But, knowing that feedback is important and delivering it effectively are two different things.

In the 1978 seminal article Social Validity: The Case for Subjective Measurement or How Applied Behavior Analysis is Finding its Heart, Montrose M. Wolf discusses, among other things, the inception of the Journal of Applied Behavior Analysis (JABA) in 1968. He writes that he was tasked with stating the purpose of the journal before it could go to press.

The typical performance appraisal is DDDD: Dreaded, Delayed, Done under Duress. Supervisors’ least favorite and most procrastinated task can be transformed into an ongoing source of feedback and positive reinforcement, spearheaded by the employee.

Of Course, You Use Evidence-Based Practice (EBP)! Doesn't Everyone?

Dr. Hank Schlinger has spent much of his career developing and nurturing new behavior analysts—ones who approach the science and its application critically and with skepticism. Schlinger is known for questioning those things we take for granted. For instance: What does it mean to call oneself a behavior analyst?

The OBM specialist certificate is ABA Technology's comprehensive course in the concepts methods practical approaches to utilizing the science of organizational behavior management. 

It is the difference between a science focused on the self or personality as an initiating agent of action and a science focused on behavior-environment relations.

While ABA is often talked about with early intervention, it is crucial to discuss and know how to work with adult individuals with developmental disabilities. Dr. Gerhardt describes the selection of target behaviors that may be most valuable to adult clients and how to effectively implement these adaptive interventions. He then discusses the conditions which promote the generalizability of said skills and ethical considerations when working with adults. 

We are back talking about personality and states vs. traits, but Dr. Geller will expand on this and bring it into a social context. How does an old dog learn new tricks? Can we influence pro-social and cultural changes that will ultimately influence personalities? Is our current culture of independence going to sustain or must we switch to a culture of interdependence? There are so many considerations when talking about how our behavior influences others, but shouldn't we be trying to make this a better world for all (instead of just for ourselves)?

“A lot of people get queasy when thinking about this; we’re considering an individual with an established set of preferences and related utility for reinforcers associated with those preferences, and then we want to start manipulating those preferences. Well, some people think that’s not a good idea—preferences are what preferences are.”

Join Corey Robertson, M.S., BCBA, LBA-NY, LBA-VA as he asks you to contemplate, "Why are YOU here?" For feedback, comments, and suggestions, contact operantinnovations@abatechnologies.com