绩效反馈研究的回顾与展望

绩效反馈是组织中鼓励先进、鞭策落后、激发员工潜能的很重要的管理手段。该概要回顾了有关反馈的研究,分析了反馈研究的发展趋势,认为不同反馈来源中上级反馈的影响越来越重要;表扬还是批评的信息对员工的影响值得进一步探讨;反馈接受者本人的特点对反馈效果的影响研究应更加深入。     

Stimuli inevitably generated by behavior that avoids electric shock are inherently reinforcing.

A molecular analysis based on the termination of stimuli that are positively correlated with shock and the production of stimuli that are negatively correlated with shock provides a parsimonious count for both traditional discrete-trial avoidance behavior and the data derived from more recent free-operant procedures. The necessary stimuli are provided by the intrinsic feedback generated by the subject's behavior, in addition to those presented by the experimenter. Moreover, all data compatible with the molar principle of shock-frequency reduction as reinforcement are also compatible with a delay-of-shock gradient, but some data compatible with the delay gradient are not compatible with frequency reduction. The delay gradient corresponds to functions relating magnitude of behavioral effect to the time between conditional and unconditional stimuli, the time between conditioned and primary reinforcers, and the time between responses and positive reinforcers.     

The ghost of Christmas future: didn't Scrooge learn to be good? Commentary on Magnuson,McMurray, Tanenhaus,and Aslin (2003)

Magnuson, McMurray, Tanenhaus, and Aslin [Cogn. Sci. 27 (2003) 285] suggest that they have evidence of lexical feedback in speech perception, and that this evidence thus challenges the purely feedforward Merge model [Behav. Brain Sci. 23 (2000) 299]. This evidence is open to an alternative explanation, however, one which preserves the assumption in Merge that there is no lexical–prelexical feedback during on‐line speech processing. This explanation invokes the distinction between perceptual processing that occurs in the short term, as an utterance is heard, and processing that occurs over the longer term, for perceptual learning.     

INCREASING NURSES' USE OF FEEDBACK TO PROMOTE INFECTION-CONTROL PRACTICES IN A HEAD-INJURY TREATMENT CENTER

This study established regular implementation of a simple feedback procedure by supervisory nurses with their assistants at a head-injury treatment center. Five nurses were trained to distribute brief written comments to their assistants about infection-control practices, including using gloves to avoid contact with body fluids. Following low rates of written feedback, nurses met with the trainer weekly to set goals for using the system, to review feedback rates, and to examine contingent letters of appreciation. Written feedback increased from 0.09 to 0.58 per day. When outcome data on glove use were subsequently added to the feedback provided to nurses, nurses' feedback on glove use increased and overall glove use by assistants increased by 36.7% for 66.7% of assistants who responded to feedback. Assistants rated feedback as highly accurate and indicated some interest in receiving future feedback. However, nurses and assistants expressed a preference for oral over written feedback.     

Teacher Use Of Interventions In General Education Settings: Measurement And Analysis Of The Independent Variable

This study examined the integrity with which 4 general education teachers implemented an intervention designed to improve the academic performance of elementary school students. Treatment integrity was measured daily using permanent products. The results showed that the 4 teachers markedly increased the integrity of the delivered treatment when they were provided with performance feedback. The results suggest that academic performance improved for the group of students as integrity improved.     

Clients Helping Therapists Find Solutions to their Therapy

This paper is offered as a beginning toward including client perspectives on treatment and client participation in supervision. Rather than see therapists as technical experts who do things to people, many of us now see therapists as nonexperts who create conversations with people (Goolishian & Anderson, 1992). This new shift challenges the traditional training positions of supervisor and supervisee, respectively. Including clients' voices the supervisor participate from a nonexpert position.     

DISCRIMINATIVE CONTROL OF THERAPISTS' PERFORMANCE1

In order to examine therapists' discriminative responding to normal and idiosyncratic patient responses, naive subjects were presented with a simulated “patient” for treatment. The subjects were made to believe they were reinforcing normal verbalizations emitted by this patient In fact, they were listening to a tape on which normal and idiosyncratic verbalizations had been recorded. Different probabilities of normal and idiosyncratic “patient” verbalizations could be presented to the subjects by means of a digital programming unit. In one of a number of conditions, the subjects' accurate reinforcing responses were followed by an increased probability of the patient's normal verbalizations. Accurate reinforcing responses emitted by the subjects were brought under the control of normal and idiosyncratic patient responses, by use of contingent feedback, change in patient responding, and monetary reinforcers. When the patient's normal verbalizations increased in probability, so did the subjects' accurate reinforcing responses following the patient's normal verbalizations, and to a lesser degree, the subjects' inaccurate reinforcing responses following the patient's idiosyncratic verbalizations. When the patient's idiosyncratic verbalizations increased in probability, the subjects' accurate and inaccurate reinforcing responses decreased in probability. The clinical implications of these tendencies are discussed.     

CONTROL OF ARITHMETIC ERRORS USING INFORMATIONAL FEEDBACK AND GRAPHING1

The effect of informational feedback and graphing on reducing the number of arithmetic worksheet errors was investigated. The present study replicated and extended earlier findings with other populations (Journal of Applied Behavior Analysis, 1974, 7 , 547–555; 1970, 3 , 1–4; 1970, 3 , 235–240) to a first-grade classroom. Ten first-grade pupils (four males and six females) served in an ABAB design. During the feedback-only phase, subjects were provided informational feedback, in the form of a written number, on the number of errors made on individual arithmetic worksheets. The feedback-only phase lasted seven days and was followed by the feedback-plus-graphing phase, during which subjects graphed the number (of errors written at the top of the individual worksheet) daily on individual graphs on their desks. The feedback-plus-graphing phase lasted 10 days and was followed by a reversal to feedback only for 10 days. The final phase was a replication of the feedback-plus-graphing phase. All subjects showed a change in number of worksheet errors, in the predicted direction, during the feedback-plus-graphing phases. An overall mean difference of ?2.66 was found to be statistically significant (P < 0.01), using a Wilcoxson Matched-Pairs Sign Test. The results were interpreted as being empirical support for earlier findings in other populations. In addition, the present findings represented a successful extension of feedback and graphing interventions to the management of academic behaviors in a first-grade classroom.     

A COMPARISON OF THREE STAFF-MANAGEMENT PROCEDURES

Even though administrators must have effective staff-management procedures to ensure implementation of desired programs, many traditional staff-management procedures remain unevaluated. This study investigated the effectiveness of three such procedures. The administrator of an institution for the retarded (1) sent a memo instructing all staff to lead daily recreational activities, (2) sponsored a workshop teaching staff to lead such activities, and (3) assigned staff activity leaders and provided performance feedback to staff by publicly posting the daily average number of active residents on each ward. Neither the memo nor the workshops motivated staff to lead activities, but after staff were scheduled to lead such activities and given performance feedback, the average daily number of residents engaged in activities on four wards for 95 retarded persons increased from seven to 32. The administration of this facility has adopted similar procedures to maintain such activities on all wards.