A COMPARISON OF PEER-DIRECTED AND TEACHER-DIRECTED EMPLOYMENT INTERVIEW TRAINING FOR MENTALLY RETARDED ADULTS

Interview skills deficits may limit employment prospects of mentally retarded adults. Although numerous papers highlight the importance of interview skills, few have validated effective strategies for use with mentally retarded persons. Further, there has been a lack of research contrasting rival interview skills training strategies. The present study was conducted with two mentally retarded young adults. It contrasted peer-directed instruction, in which both participants were equally deficient in the target skills, with teacher-directed instruction. Results of the investigation indicated that instruction, rehearsal, and feedback may be effective strategies regardless of who provides instruction. Comparisons of teacher-directed and peer-directed instruction indicated little or no difference in the effectiveness of the two procedures. However, the peer-directed procedure involved considerably less staff time than did the teacher-directed procedure.     

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.     

PROBLEM SOLVING TO PREVENT WORK INJURIES IN SUPPORTED EMPLOYMENT

A problem-solving strategy was used to teach three groups of 3 individuals in supported employment how to prevent work-related injuries. The problem-solving strategy was taught in two training phases. The first training phase involved the use of cue cards, and the second involved the withdrawal of the cue cards. Interviews and staged generalization assessments in the participants' natural work environments were conducted before, during, and up to 12 weeks after training. In these assessments, situations were presented that were either similar or dissimilar to situations presented in training. Results of both the interviews and staged assessments indicated that the participants' newly acquired problem-solving skills generalized to similar and dissimilar situations.     

School adjustment, school performance and peer relations among first-graders in a Swedish suburban area

A study of 95 first-graders in one school management area used teacher ratings of problems and sociometric ratings to assess school adjustment and peer relations; 14% of the children had difficulties in reading/writing, motor skill, concentration and psychosocial function. Behavioural problems did not generally coincide with poor scholastic performance, but a small group (6.3%) exhibited problems in both reading/writing, concentration, gross and fine motor skill and psychosocial functions. Sociometric results showed only moderate agreement with teacher ratings. Extremely popular boys had no teacher-rated problems, but children with teacher-rated problems did not to any high degree tend to be isolated. Poor gross motor skill did distinguish isolated boys from others, a relationship that was not evident among the girls. The need to study the validity of teacher ratings as well as the prognostic value of school adjustment in first grade was stressed.     

Functional classes and equivalence relations

Three adult subjects were taught a set of two-choice simultaneous discriminations, with three positive and three negative stimuli; all possible combinations of positive and negative stimuli yielded nine different pairs. The discriminations were repeatedly reversed and rereversed, the former positive stimuli becoming negative and the former negative stimuli becoming positive. With all subjects, a reversal of the contingencies for one pair of stimuli became sufficient to change their responses to all of the other pairs. The reversals had produced functional stimulus classes. Then, all subjects showed conditional discriminations emerging between members of a functional class; given a sample from one class and comparisons from both classes, they selected the comparison that was in the same class as the sample. Next, 2 of the subjects showed that the within-class conditional relations possessed the symmetric and transitive properties of equivalence relations; after having been taught to relate new stimuli to existing class members, the subjects then matched other class members to the new stimuli. Subsequent tests of two-choice discriminations showed that the conditional discriminations had transferred functional class membership to the new stimuli. The 3rd subject, who did not show equivalence relations among functional class members, was also found to have lost the within-class conditional relations after the equivalence tests.     

TEACHING SUPPORTED EMPLOYEES WITH SEVERE MENTAL RETARDATION TO SOLVE PROBLEMS

Two individuals with severe mental retardation, employed by a janitorial supply company, were taught to use self-instruction in combination with multiple exemplar training to solve work-related problems. Use of the combined strategy resulted in generalization of the effects of independent variables, as well as generalization to nontrained problems. Use of the strategy is discussed in terms of promoting independent performance among supported employees.     

CO-WORKER IMPLEMENTED JOB TRAINING: THE USE OF COINCIDENTAL TRAINING AND QUALITY-CONTROL CHECKING ON THE FOOD PREPARATION SKILLS OF TRAINEES WITH MENTAL RETARDATION

In two studies, co-workers of persons with disabilities were taught to use coincidental training procedures while completing their own jobs. In Study 1, the effects of coincidental training on the salad-making skills of 3 trainees with mild and moderate mental retardation were evaluated. Coincidental training by co-workers resulted in improved accuracy of the salad-making skills of the trainees. In Study 2, trainees were also coincidentally taught to make quality-control checks of their salads. An alternating treatments and multiple baseline design indicated that the trainees more readily acquired the skills when taught to check the correctness of their work.     

Symmetry and transitivity of conditional relations in monkeys (Cebus apella) and pigeons (Columba livia)

In Experiment 1 six monkeys were tested with discriminative relations that were backward relative to their training in a 0-second conditional (“symbolic”) matching procedure. Although there was some indication of backward associations, the evidence was generally weak, and statistical evaluations did not reach conventional significance levels. Unlike children, who show backward associations to the point of symmetry, monkeys and pigeons display at best only weak and transient backward associations. In Experiment 2 associative transitivity was assessed across two sets of conditional matching tasks. All four monkeys tested demonstrated strong transitivity. In contrast, in Experiment 3 there was no evidence of transitivity in three pigeons tested under conditions closely comparable to those of Experiment 2. These results may identify some key features of interspecies differences and contribute to analyses of serial learning in animals.     

PRODUCING GENERALIZED JOB INITIATIVE IN SEVERELY MENTALLY RETARDED SHELTERED WORKERS

The development of generalized job initiative was examined with three severely retarded men working in an industrial assembly area of a sheltered workshop. Interventions included discrimination training, role-play training, and self-monitoring. For each participant, training was applied sequentially to three sets of job initiative behaviors. Intensive training was required to establish the first set of job initiative behaviors; however, the second and third sets of job initiative behaviors were learned with only discrimination training. The discussion summarizes the findings and suggests research needed to develop more powerful learning-to-learn paradigms.     

Stimulus class membership established via stimulus-reinforcer relations

In an arbitrary matching-to-sample procedure, two mentally retarded subjects learned conditional discriminations with two sets of stimuli. Each set included a spoken name (N1 or N2), an object (O1 or O2), and a printed symbol (S1 or S2). One subject selected conditionally (a) O1 upon N1, and O2 upon N2, and (b) S1 upon O1, and S2 upon O2. The other subject selected conditionally (a) S1 upon N1, and S2 upon N2, and (b) O1 upon S1, and O2 upon S2. For both subjects, selections of O1 and S1 produced one type of food, F1; selections of O2 and S2 produced a different type of food, F2. Both subjects also learned identity-matching performances, selecting O1, O2, S1, S2, F1, and F2 conditionally upon those stimuli as samples; F1 followed selections of O1, S1, and F1; F2 followed selections of O2, S2, and F2. Matching performances consistent with stimulus class formation involving the names, objects, symbols, and foods were demonstrated on probe trials, even though these performances had not been taught explicitly. Next, new objects, X1 and X2, were presented on identity-matching trials, producing F1 and F2, respectively. Without further training, X1 was selected conditionally upon N1, S1, and O1, and X2 was selected upon N2, S2, and O2. When the contingencies were changed so that selections of X1 and X2 were now followed by F2 and F1, respectively, X2 was selected conditionally upon N1, S1, and O1, and X1 was selected upon N2, S2, and O2. Class membership of X1 and X2 had apparently changed. This study provides evidence that reinforcers may become members of stimulus classes, and that new stimuli may become class members through relations with reinforcers.