After you have completed the Reading, and without reviewing your classmate’s responses, post your initial response to the following Discussion. Your post should be at least 400–450 words in length and should extend the discussion of the group supported by your course materials and/or other appropriate resources.
After you have submitted your initial post, take time to review your classmates’ responses and to respond specifically and substantially to at least two of them. Refer to the Discussion Rubric for specific grading explanation.
Collaborating with other disciplines
Your textbook points to many similarities and many differences between OBM and OD. The text also highlights potential areas for collaboration. Throughout your future careers in Applied Behavior Analysis, you will often have to collaborate with others from other disciplines. This will require an understanding of other fields as well as the skills to determine where you can collaborate and create the most effective treatment environment for clients.
For this week’s Discussion you will compare and contrast OBM and OD as well as extend some of the points from this week’s Reading to your future practice:
- Identify and explain two key ways in which Organizational Behavior Management and Organizational Development are different.
- Describe one of the areas you feel OBM can contribute the most to in the field of OD and why.
- Discuss what is meant by “humble behaviorism,” as referenced in your textbook from Nuernger (1991).
- Discuss how the ideas of reciprocation and “humble behaviorism,” will impact collaboration with other disciplines in your future career in behavior analysis.
Required resourses.
Johnson, M., Redmon, W.K., and Mawhinney, T.C. (2001). Handbook of organizational performance:
Behavior analysis and management. Binghamton, NY: Haworth Press
In the textbook read:
Chapter 14: “Organizational Behavior Management and Organizational Development: Potential paths to reciprocation”
Read the following article from the Library:
Srivastava, A. K. (2015). Do smart goals lead to better performance?Human Capital, 19(2), 30–33.
Visit the following website and review the article:
Morrison, M. (2010). History of SMART objectives. Rapid Business Improvement. Retrieved from https://rapidbi.com/history-of-smart-objectives/
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