The Transition Behavior Scale, Second Edition (TBS-2) has as its intention the identification of behaviors that are thought to interfere with successful societal transition and employment from high school to adult life for special needs students. There are two versions of the TBS-2: a self-report instrument (to be completed by the student) and a school
Traditional approaches to helping individuals change health behaviors focus on reflective processes. In other words, in these approaches, the first thing a practitioner might do is identify what a client thinks about a behavior. Thus, initial counseling may focus on increasing positive beliefs and perceived benefits associated with that behavior and challenging less positive beliefs. Support
Organizational behavior (OB) can be defined as the study of human behavior in the workplace. More specifically, investigators employ the principles of the scientific method to help them understand, predict, and manage employee behavior. The knowledge that follows rigorous, systematic study is used to enhance the productivity of organizations and the quality of work life
The term moral behavior is used with at least two different meanings in the literature. The first is when researchers explicitly define moral behavior and refer to the conditions in which an act is right, or ethical; when these conditions are met, the behavior can be called moral. For example, Augusto Blasi defined moral behavior
The Coventry, Aberdeen, and London—Refined (CALO-RE) taxonomy of behavior change techniques builds on initial work on classifying psychological techniques used in intervention to change behavior, with a particular emphasis on physical activity and healthy eating. The taxonomy aims to provide a common language for the organization, identification, and adoption of behavior change techniques in interventions.
Thin Slices of Behavior Definition Thin slices of behavior is a term coined by Nalini Ambady and Robert Rosenthal in their study examining the accurate judgments of teacher effectiveness. They discovered that very brief (10-second and even 2-second) clips of dynamic silent video clips provided sufficient information for naive raters to evaluate a teacher’s effectiveness
Counterproductive work behavior (CWB) is any behavior that is intended to harm an organization or its members. Common types of CWB include theft, sabotage, aggression toward others, and spreading rumors. Behavior on the part of employees that is intended to directly harm the organization, such as theft or sabotage, is commonly referred to as organizational
Counterproductive work behavior (CWB) refers to voluntary work behaviors that hurt or are intended to hurt the organization or its members. It includes acts with potential harm, such as theft, physical aggression, and sloppy work. These behaviors are voluntary in the sense that they go beyond task performance, and their occurrence, form, and intensity is
Organizational behavior management (OBM) combines the principles of B. F. Skinner’s reinforcement theory with applications in work settings. It espouses the same basic tenet as reinforcement theory: Behavior is shaped and maintained by its consequences. What occurs after rather than before the behavior of interest is the focus, as exemplified in the principles of reinforcement
Absenteeism (alternatively, absence) is an individual’s lack of physical presence at a given location and time when there is a social expectation for that person to be there. An absence is a behavioral outcome or state rather than a behavior itself, because many different actions can make up an absence, such as lying on the