Parent Conferences as Therapeutic Moments

This article presents a model for school-based parent conferences that is therapeutic and change focused in nature.     

DESIGNING INCENTIVE PLANS FOR UNIONIZED EMPLOYEES: A COMPARISON OF CONTINUOUS AND VARIABLE RATIO REINFORCEMENT SCHEDULES1

The relative effectiveness of incentive plans administered on continuous and VR-4 schedules of reinforcement was investigated with unionized employees using a within subjects design. Mountain beaver trappers working side by side were randomly assigned to one of two groups. In group A the trappers received $1.00 for every rat they trapped. At the end of four weeks, they were switched to a VR-4 schedule in which they received $4.00 contingent upon trapping a rat and correctly guessing the color of one of four marbles prior to drawing it from a bag held by the supervisor. In group B the order of the schedules was reversed. The results were analyzed in terms of cost-related, behavioral, and reaction criteria. The study increased employee productivity and decreased costs for the company. Inexperienced workers had higher productivity on the continuous reinforcement than on the VR-4 schedule; experienced workers had higher productivity on the VR-4 schedule than on the continuous schedule. Both the experienced and the inexperienced employees preferred the VR-4 schedule over the continuous schedule.     

The Effect of Self‐Control on Attentional Bias for Alcohol Cues in Male Heavy Drinkers1

Attentional bias for alcohol cues increases craving and subsequent alcohol consumption. Override processes can be used to disengage attention from alcohol cues. This requires self‐control and implies that depletion of self‐control would impair the ability to disengage attention from alcohol cues. This study examined the effect of self‐control on attentional bias among male heavy drinkers. To manipulate self‐control resources, an expression control task was used. Attentional bias was measured with a visual probe task. The Obsessive Compulsive Drinking Scale (OCDS; Anton, Moak, & Latham, 1996 ) assessed the urge to drink and persistent thoughts about alcohol. The results suggest that participants who scored relatively high on the OCDS showed more attentional bias after controlled emotional expression, compared to free emotional expression.     

EMPLOYMENT AT-WILL AND EMPLOYEE DISCHARGE: A JUSTICE PERSPECTIVE ON LEGAL ACTION FOLLOWING TERMINATION

In contrast to statutory constraints on employment-related discrimination, the primary legal context for employee discharge is the common law doctrine of employment at-will. Although some attention has been given to legal issues surrounding employee discharge, there has been little systematic effort to identify the psychological antecedents of the decision to bring suit against organizations for discharge-related reasons. This paper provides an overview of employment at-will and its history in the U.S. and reviews legal developments related to at-will since the late 1980s. We then offer a preliminary model addressing the decision by a discharged employee to bring suit against an organization and the factors influencing the likelihood of liability. We end with a number of practical suggestions that follow from the literature review and model.