THE USE OF IMPOSED AND SELF-SELECTED TRAINING PACKAGES TO ESTABLISH CLASSROOM TEACHING SKILLS1

Although much is known about techniques for teaching elementary pupils in the classroom, no procedures have been consistently effective in training teachers to use these techniques. In the present study, six teacher trainees were observed individually and trained sequentially to use a variety of teaching skills: praise for academic responses, praise for appropriate classroom behavior, correction procedures for incorrect academic responses, and token fines. These skills were examined under four conditions: (1) baseline sessions were taught by the trainees before any instructions on the use of the teaching skills. (2) Instruction sessions were taught by the trainees after they were given instructions describing the use of several teaching skills. (3) During each Imposed-Package session, the trainees received modelling, verbal feedback, graphic feedback, and grade and quiz contingencies on their use of a particular teaching skill. (4) During each Self-Selected Package session, a grade contingency was in effect with the trainees choosing the components (modelling, verbal feedback, graphic feedback, quiz contingency) they wanted included in their training package for a particular skill. The effects of instructions were quite varied. Large increases on three of the four skills occurred with one trainee; almost no changes occurred with another trainee; and changes with the remaining four trainees fell within these extremes. The Imposed and Self-Selected Packages reliably increased the use of teaching skills, including those skills for which instructions had not been effective. The Self-Selected Package was considered to be as effective as the Imposed Package, since the time required for training a teaching skill varied from two to nine sessions with both packages. Under the Self-Selected Package, the trainees chose from modelling, verbal feedback, and graphic feedback, but none chose the quiz contingency. Questionnaire data collected after training showed that all six trainees preferred the Self-Selected Package to the Imposed Package. The effectiveness of the Self-Selected Package, together with the trainees' preference for it, suggests that it may be desirable for teacher training programs to specify the teaching skills, arrange a contingency for performance, and allow trainees to choose which additional components are to be used in each training session.     

VIDEO-BASED TRAINING OF RESPITE CARE PROVIDERS: AN INTERACTIONAL ANALYSIS OF PRESENTATION FORMAT

We conducted two studies to evaluate a video-based instructional package for training respite care providers and the role of presentation format (viewing the videotapes alone, with a partner, and with structured group training) as a contextual variable. In Study 1, the results of a within-subjects Latin square design nested within a multiple baseline showed that performance during simulated (role-played) respite care situations improved in five of the six skill areas for the 12 trainees following presentation of the videotape, with no differences between presentation formats. Correct responding generalized to respite care situations involving a developmentally disabled child, and in most cases, acquired skills were maintained for up to 6 months. In Study 2, we conducted a clinical replication of Study 1 under conditions more closely approximating those in which the training program would be implemented by respite care agencies. Results of the between-groups analysis were consistent with the findings of Study 1.     

THE INFLUENCE OF TRAINING METHOD AND TRAINEE AGE ON THE ACQUISITION OF COMPUTER SKILLS

This experiment examined the influence of training method and trainee age on performance during training in the acquisition of computer software skills. A behavioral modeling training method yielded consistently superior computer software mastery compared with a nonmodeling approach. Older trainees exhibited significantly lower performance than did younger trainees in both the modeling and the nonmodeling training conditions. Findings are discussed in terms of strategies for overcoming older worker technological obsolescence.     

THE EFFECT OF STUDY SKILL TRAINING ON LEARNING DISABLED STUDENTS' RETELLING OF EXPOSITORY MATERIAL

This research was conducted to determine the effects of a study skill training procedure on oral retelling of printed expository material read by three intermediate-grade learning disabled students. Measures of story retelling, study characteristics, and answers to comprehension questions were obtained during each session. The study skills taught during the intervention phase involved a modified Study, Question, Read, Recite, and Review technique (Robinson, 1941). Findings confirmed the existence of a functional relationship between the use of the study skill procedure and improved retelling. Experimenter directions and assistance were systematically faded so that during postchecks students used the procedure easily and quickly while obtaining their highest scores for retelling.     

COMPARISON OF STAFF TRAINING STRATEGIES TO PROMOTE GENERALIZED TEACHING SKILLS

Two studies compared the effectiveness of different strategies for promoting generalization of staff skills in teaching self-care routines to clients with developmental disabilities. In Study 1, 9 direct-care staff members of group homes were trained sequentially through four conditions: (a) the provision of written instructions, (b) performance-based training using a single client program exemplar and simulated clients (single case training), (c) performance-based training using actual developmentally delayed clients as trainees (common stimuli training), and (d) performance-based training using multiple client program exemplars with simulated clients (general case training). The results indicated that staff members did not reach all generalization criteria until general case training was provided. Because staff members had been trained sequentially through several conditions in Study 1, a second study controlled for potential sequence effects. In Study 2, 7 staff members were trained using only the general case strategy after baseline. All staff members reached generalization criteria with only general case training, replicating the findings of Study 1. Together, the two studies demonstrated that the general case training strategy was more effective at promoting generalized training effects across clients, settings, and client programs than other commonly used staff training approaches.     

GENERALIZATION OF EMPLOYEE INVOLVEMENT TRAINING TO THE JOB SETTING: INDIVIDUAL AND SITUATIONAL EFFECTS

This study examined whether variables at individual, unit, and suborganization levels influence the extent to which the knowledge and skills learned in employee involvement (EI) training are generalized beyond specific EI activities. Training generalization occurs when the knowledge and skills learned in training for a specific purpose in one context (e.g., EI training for use in quality circles) are applied by trainees in another context (e.g., regular job duties). A multiple-cross-level design using data gathered from 252 employees and supervisors drawn from 88 units across 11 suborganizations provided support for both individual and situational effects. Hierarchical regression results demonstrated that characteristics at individual, unit, and suborganization levels significantly predicted the extent EI knowledge, skills, and attitudes were generalized to the core job activities. As predicted, trainees were more likely to use EI training in performing core job activities the more EI activities they participated in, the greater their commitment to the organization, and the less cynical they were about the likelihood of positive organizational change. Contrary to expectations, more generalization of EI training was found to occur in units and suborganizations with less participative climates.     

EVALUATION OF THE GENERALIZED EFFECTS OF A PEER-TRAINING PROCEDURE WITH MODERATELY RETARDED ADOLESCENTS

The use of peer-training procedures by moderately mentally retarded adolescents was evaluated in two experiments. In Experiment 1, 2 students received instruction on peer-training skills to teach a vocational task to 7 classmates. Following instruction, both peer trainers were successful in teaching their classmates to perform the target task and a second untrained (generalization) task. In Experiment 2, 1 peer trainer taught 3 peers to use picture prompts to complete one or two complex vocational tasks. Following instruction by the peer trainer, the trainees independently used novel pictures on novel tasks. The results of both experiments indicate that peer training with moderately handicapped students can be an effective instructional procedure, with generalization occurring for both the trainers (Experiment 1) and the trainees (Experiment 2).     

MICROCOMPUTER USAGE AS AN OPPORTUNITY: THE INFLUENCE OF CONTEXT IN EMPLOYEE TRAINING

This study presents a test of the influence of social context on training outcomes. Specifically, the effects of labeling microcomputer usage as an opportunity were examined on computer anxiety, computer efficacy beliefs, and learning. Nonacademic university employees enrolled in an introductory microcomputer training class were assigned to a session in which microcomputer usage was randomly established as an opportunity or neutral. Two studies were conducted. Study 1 ( N = 84) identified the issue characteristics of opportunities and threats as a basis to establish context. Study 2 (N = 79) reported the results of the training. Results indicated that, after controlling for pretraining expectations about microcomputer usage, trainees in the opportunity condition exhibited higher computer efficacy and learning, as well as lower computer anxiety, than trainees in the neutral condition. These findings suggest that labeling the context can be a relatively powerful training intervention. Implications for practice and future research are discussed.     

THE PERILS OF PARTICIPATION: EFFECTS OF CHOICE OF TRAINING ON TRAINEE MOTIVATION AND LEARNING

This study presents an empirical test of the effects of trainee choice of training on subsequent motivation and learning. 207 trainees were randomly assigned to one of three conditions: (a) no choice of training; (b) choice of training–but choice not received; (c) choice of training–with choice received. A pilot study was used to create a unique training context whereby trainees could be differentiated on the three conditions of choice, while all ultimately received the identical training module. Results indicated that, after controlling for cognitive ability, those trainees having a choice of training did have greater motivation to learn, provided they were ultimately given the training of their choice. On the other hand, trainees allowed to choose but whose choice was not the training module subsequently delivered were less motivated and learned less than those not asked to participate in the choice of training at all. These findings suggest that, in an organizational training context, there may be some "perils of participation." Implications for future research and practice are discussed.     

TRANSFER TRAINING METHOD: ITS INFLUENCE ON SKILL GENERALIZATION, SKILL REPETITION, AND PERFORMANCE LEVEL

This study contrasted goal setting and self-management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal-setting trainees as compared to the self-management trainees. While goal-setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self-management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.     

THE ENHANCEMENT OF BEHAVIOR MODELING TRAINING OF SUPERVISORY SKILLS BY THE INCLUSION OF RETENTION PROCESSES

Twenty-four first-line supervisors were randomly assigned to two behavior modeling workshops. The training was designed to improve the supervisors' skills in coaching and handling employee complaints. One workshop included both formalized symbolic coding and symbolic rehearsal processes (experimental group) and one did not (control group). Trainee reaction to the training did not differ between groups; however, generalization of observational learning to a novel context was significantly better in the experimental group. The results of this field study replicated Decker's (1980) laboratory results showing the efficacy of formalized retention processes over any retention processes performed by trainees spontaneously. The implications of this line of research are discussed as well as future research needs.     

THE TRAINING AND GENERALIZATION OF SOCIAL INTERACTION SKILLS WITH AUTISTIC YOUTH

Two experiments were conducted to increase the initiations and duration of social interactions between autistic and nonhandicapped youths. Experiment 1 taught two autistic youths to initiate and elaborate social interactions with three age-appropriate and commonly used leisure objects; a radio, a video game, and gum. The students were first taught to use the objects and subsequently instructed in the related social skills. The youths generalized these social responses to other nonhandicapped peers in the same leisure setting. A second experiment trained a third autistic youth to emit similar social leisure skills. The use of the leisure objects and the related social skills were taught at the same time. The autistic youth learned these skills and generalized them to other handicapped peers in the same leisure setting. The importance of teaching generalized social responding in particular subenvironments was emphasized.     

DEVELOPING GENERALIZED BEHAVIOR-MODIFICATION SKILLS IN HIGH-SCHOOL STUDENTS WORKING WITH RETARDED CHILDREN1

Seven high-school trainees each conducted training sessions with two profoundly retarded children. Each trainee was asked to teach one child to follow the instruction “Bring ball” and the other child to follow the instructions “Sit down” and “Come here”. During baseline sessions, before the trainees had been instructed in behavior-modification techniques, no trainee successfully taught either child to follow the instructions. After differing numbers of baseline sessions, trainees were exposed to training procedures designed to teach them to teach one child to follow the instruction “Bring ball”. The training procedures consisted of videotaped modelling, rehearsal, and corrective feedback and praise. Following the training procedures, four of the seven trainees successfully taught their child to follow the instruction “Bring ball”. Further, all trainees were able to teach their other children to follow the instructions “Sit down” and “Come here”, even though they had received no modelling, rehearsal, or feedback on how to teach the children to follow these instructions. The ability of the trainees to teach new behaviors to different children indicates the development of generalized skills in behavior modification.     

EFFECTS OF VIDEO-ASSISTED TRAINING ON EMPLOYMENT-RELATED SOCIAL SKILLS OF ADULTS WITH SEVERE MENTAL RETARDATION

Two studies investigated effects of video-assisted training on employment-related social skills of adults with severe mental retardation. In video-assisted training, participants discriminated a model's behavior on videotape and received feedback from the trainer for responses to questions about video scenes. In the first study, 3 adults in an employment program participated in video-assisted training to request their supervisor's assistance when encountering work problems. Results indicated that participants discriminated the target behavior on video but effects did not generalize to the work setting for 2 participants until they rehearsed the behavior. In the second study, 2 participants were taught to fix and report four work problems using video-assisted procedures. Results indicated that after participants rehearsed how to fix and report one or two work problems, they began to fix and report the remaining problems with video-assisted training alone.     

FUNCTIONAL COMMUNICATION TRAINING USING ASSISTIVE DEVICES: RECRUITING NATURAL COMMUNITIES OF REINFORCEMENT

We evaluated the effectiveness of functional communication training (FCT) as an intervention for the problem behavior exhibited by 5 students with severe disabilities both in school and in the community. Following an assessment of the function of their problem behavior, the students were taught to use assistive communication devices in school to request the objects and activities that presumably were maintaining their behavior. Multiple baseline data collected across the students indicated that not only did the students use their devices successfully, but the intervention also reduced their problem behavior. In addition, data from community settings showed generalization to untrained community members. These results replicate other successful efforts to use FCT with individuals having limited communication skills, and demonstrate the value of teaching skills to recruit natural communities of reinforcement in order to generalize intervention effects to meaningful nontraining environments.     

AN INSTITUTIONAL STAFF TRAINING AND SELF-MANAGEMENT PROGRAM FOR DEVELOPING MULTIPLE SELF-CARE SKILLS IN SEVERELY/PROFOUNDLY RETARDED INDIVIDUALS

Although considerable attention has been given to the development of institutional staff training and management programs, the generalized effects of such programs on staff and resident behavior have seldom been examined. This study evaluated a program for teaching institutional staff behavioral training and self-management skills during self-care teaching sessions with severely and profoundly retarded residents. Following baseline observations in three self-care situations (toothbrushing, haircombing, handwashing), four direct care staff were sequentially taught to use verbal instruction, physical guidance, and contingent reinforcement in the toothbrushing program. During maintenance, staff were simultaneously taught to record, graph, and evaluate resident and their own behavior in the toothbrushing sessions. Staff were taught use of the training and self-management skills through a sequence of written instructions, videotaped and live modeling, rehearsal, and videotaped feedback. Observer presence and experimenter supervision were gradually decreased during the maintenance condition. Results indicated that during training and maintenance staff: (a) learned to use the training skills appropriately and consistently in the example situation (toothbrushing); (b) applied the skills in the generalization situations (haircombing and handwashing); and thereafter (c) maintained consistent and appropriate use of the skills with infrequent supervision. In addition, important changes in retarded residents' independent self-care responding occurred as staff training skills developed. Results are discussed in terms of their implication for future research and continued development of effective staff training and management programs.     

A MULTILEVEL ANALYSIS OF THE EFFECT OF PROMPTING SELF-REGULATION IN TECHNOLOGY-DELIVERED INSTRUCTION

Two studies were conducted to examine the effect of prompting self-regulation, an intervention designed to improve learning from technology-delivered instruction. In Study 1, trainees who were prompted to self-regulate gradually improved their declarative and procedural knowledge over time, relative to the other conditions, whereas test scores declined over time for trainees who were not prompted to self-regulate. In Study 2, basic performance remained stable over time and strategic performance improved over time for trainees who were prompted to self-regulate, relative to the other conditions, whereas performance declined over time for trainees who were not prompted to self-regulate. Trainees' cognitive ability moderated the effect of the prompts on basic performance and task-specific self-efficacy moderated the effect of the prompts on strategic performance. Prompting self-regulation resulted in stronger performance gains over time for trainees with higher ability or higher self-efficacy. These results demonstrate prompting self-regulation improved performance over time, relative to the other conditions, in both online, work-related training and laboratory settings. The results are consistent with theory suggesting self-regulation is a dynamic process that has a gradual effect on performance and highlight the importance of using a within-subjects design in self-regulation research.     

Increasing accurate preference assessment implementation through pyramidal training

Preference assessments directly evaluate items that may serve as reinforcers, and their implementation is an important skill for individuals who work with children. This study examined the effectiveness of pyramidal training on teachers' implementation of preference assessments. During Experiment 1, 3 special education teachers taught 6 trainees to conduct paired-choice, multiple-stimulus without replacement, and free-operant preference assessments. All trainees acquired skills necessary to implement preference assessments with 90% or greater accuracy during the training sessions and demonstrated generalization of skills to their classrooms or clinic. During Experiment 2, 5 teachers who served as trainees in Experiment 1 trained 18 preschool teachers. All preschool teachers met the mastery criterion following training. Training teachers to implement preference assessments may increase teachers' acceptance and use of behavior-analytic procedures in school settings.     

EFFECTS OF SELF-MANAGEMENT TRAINING AND REINFORCEMENT ON THE TRANSFER OF IMPROVED CONDUCT IN THE ABSENCE OF SUPERVISION

The instruction, maintenance, and transfer of training of social skills of 3 seriously emotionally disturbed adolescents were accomplished by a self-management training and reinforcement package. During baseline sessions these students, who were covertly filmed in their classroom, averaged over 90% off-task or socially inappropriate behavior while their teacher was out of the room. They showed similar behaviors when walking between classes, unattended by their teacher. Treatment was introduced in the classroom and consisted of social skills and self-management training and reinforcement. Treatment procedures included instruction, modeling, and role playing of social skills, as well as self-assessment, self-recording, and self-reinforcement for correct approximations of these skills. After 5 weeks of training, all subjects demonstrated substantial improvements in the classroom during the teacher's absence and when distracted by other students; however, transfer of social skills did not occur to the between-class setting until students were given explicit instruction to initiate self-managing procedures in this setting.     

IN VIVO VERSUS SIMULATION TRAINING: AN INTERACTIONAL ANALYSIS OF RANGE AND TYPE OF TRAINING EXEMPLARS

We analyzed the role of the range of variation in training exemplars as a contextual variable influencing the effects of in vivo versus simulation training in producing generalized responding. Four mentally retarded adults received single case instruction, followed by general case instruction, on washing machine and dryer use; one task was taught using actual appliances (in vivo) and the other using simulation. In vivo and simulation training were counterbalanced across the two tasks for the 2 subject pairs, using a within-subjects Latin square design. With both paradigms, more errors were made after single case than after general case instruction during probe sessions with untrained washing machines and dryers. These results suggest that generalization errors were affected by the range of training exemplars and not by the use of simulated versus natural training stimuli. Although both general case simulation and general case in vivo training facilitated generalized performance of laundry skills, an analysis of training time and costs indicated that the former approach was more efficient. The study illustrates a methodology for studying complex interactions and guiding decisions on the optimal use of instructional alternatives.