Benefits of Applied Behavior Analysis
Applied behavior analysis is the combined science of behaviorism, experimental analysis and applied behavior analysis (Fisher, Piazza, & Roane, 2011). Initially called Behavior modification ABA has developed over the decades to be an empirically based method which is affected at the individual level (Bailey, & Burch, 2017). The key benefits of ABA include; a single subject focus on behavior modification applied to the individual (Bailey, & Burch, 2017; Kratochwill, 2015), the application of what is known and discovered within behaviorism (Leslie, & O’Reilly, 2016), the focus of results benefiting the subject (Cooper, & Heron, 1987).
As a single subject focused discipline ABA can be more effective with its focus on behaviors which effect social interactions (Applied Behavior Analysis, n.d.). As many of the disciplines of psychology have a broader focus, a narrow focus on social interaction related behaviors allows ABA to have a targeted affect. For example, Freud’s work was in general seeking to understand the psyche. His work applied to mania while also applying to the general understanding of how the psyche functions. Freud’s work would set a basis for the understanding of behavior with the pleasure principle (Hadley, 2017).
Applying what is known from the work of Freud, Watson, Skinner and more recent works as its name implies ABA applies what is known (Baer, Wolf, & Risley, 1968). Freud’s work with mania and the id help to understand cause behind behavior. Freud’s pleasure principle dictates a general understanding for motivation of behavior (Hadley, 2017). This motivation with ABA can be used to modify behavior to improve the subject’s ability to interact with others. Watson’s work in classic conditioning acts as a building block for ABA in the basic understanding of how behavior can be changed over time (Griggs, 2015). While Skinner’s work in rewarding desired behavior functions as a major cornerstone of ABA in producing desired behaviors to be socially capable (Morris, Smith, & Altus, 2005).
The focus on the person as the subject is the basic tenant of humanistic psychology and an approach which brings strength to ABA as a means by which to help the individual (Aanstoos, Serlin, & Greening, 2000). Focusing on the person allows ABA to assist the individual with improvement in social interaction. This individual focus can have a greater effect on society as it addresses the individual’s specific behavioral issue rather than a general broad approach (Resnick, S., Warmoth, A., & Serlin, I. A. (2001).
Benefits of Organizational Behavior Management
Organizational behavior management is the application of behaviorism within the business world and managing workers towards a common goal (Wilder, Austin, & Casella, 2009). The main areas of focus of OBM are; performance management, systems analysis, and behavior-based safety (Wilder, Austin, & Casella, 2009). These main areas benefit organizations ideally by increasing performance on the level of the worker and overall organizational level. The key benefits of OBM include; application of ABA on individual and organizational levels, prevention of safety related events and improvement in organizational performance.
While focusing on the individual and the organizational structure OBM is able to improve performance by addressing issues which are affecting employee performance and motivation. OBM uses the individual worker as the source of information seeking to understand what is affecting the individual with the individuals of the organization equaling the sum to the whole (Wilder, Austin, & Casella, 2009). As such, OBM is able to address the issues which affect the organization by addressing them from a humanistic psychology approach (Melé, 2003). As opposed to I/O psychology, OBM keeps the person as the center and as the point of view seeking improvement (Ones, & Viswesvaran, 2003).
With a focus on safety training and accident prevention OBM benefits organizations by decreasing safety related issues which could lead to delays in performance and decrease in morale. While safety related training benefits the organization it also benefits the employee as it prevents harm to the employee and keeps the employee trained to be able to prevent personal injury caused by being ignorant of equipment usage and safety procedures.
Another key benefit of OBM is the improvements it brings to the organization. As OBM observes opportunities for improvement through the individual it improves the individual’s and the organization’s performance (Daniela, 2013). Improving the organization’s performance provides the benefit to the organization to value the utilization of OBM.
Conclusion
In conclusion, ABA and OBM have key benefits to the person and to society. The key benefits of ABA include; single subject focus, the application of what is known and discovered within behaviorism, the focus of results benefiting the subject. The key benefits of OBM include; application of ABA on individual and organizational levels, prevention of safety related events and improvement in organizational performance. Both ABA and OBM apply the basic tenant of humanistic psychology by focusing on the person as the subject. Both seek to improve the social or work environment through behavior modification of the individual and from the viewpoint of the individual.
References
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Applied Behavior Analysis (n.d.). Retrieved from https://www.psychologytoday.com/us/therapy-types/applied-behavior-analysis.
Bailey, J. S., & Burch, M. R. (2017). Research methods in applied behavior analysis. Routledge.
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Cooper, H., & Heron, T. E. (1987). Heward. Applied Behavior Analysis.
Daniela, P. M. (2013). The interdependence between management, communication, organizational behavior and performance. Annals of the University of Oradea, Economic Science Series, 22(1), 1554-1562.
Fisher, W. W., Piazza, C. C., & Roane, H. S. (Eds.). (2011). Handbook of applied behavior analysis. Guilford Press.
Griggs, R. A. (2015). Psychology’s Lost Boy: Will the Real Little Albert Please Stand Up?. Teaching of Psychology, 42(1), 14-18.
Hadley, J. (2017). PSY Foundations of ED. New York, NY. McGraw Education.
Kratochwill, T. R. (2015). Single-case research design and analysis: An overview. In Single-Case Research Design and Analysis (Psychology Revivals) (pp. 13-26). Routledge.
Leslie, J. C., & O’Reilly, M. F. (2016). Behavior analysis: Foundations and applications to psychology. Psychology Press.
Melé, D. (2003). The challenge of humanistic management. Journal of Business Ethics, 44(1), 77-88.
Morris, E. K., Smith, N. G., & Altus, D. E. (2005). BF Skinner’s contributions to applied behavior analysis. The Behavior Analyst, 28(2), 99-131.
Ones, D. S., & Viswesvaran, C. (2003). Industrial-Organizational (I/O) Psychology to Organizational Behavior Management (OBM) Join the Family-Individual Differences Matter. Journal of Organizational Behavior Management, 22(2), 41-57.
Resnick, S., Warmoth, A., & Serlin, I. A. (2001). The humanistic psychology and positive psychology connection: Implications for psychotherapy. Journal of Humanistic Psychology, 41(1), 73-101.
Wilder, D. A., Austin, J., & Casella, S. (2009). Applying behavior analysis in organizations: Organizational behavior management. Psychological Services, 6(3), 202-211.