Final Exam: EDF6224 / EDF 6224 (New 2026/ 2027 Update) Supervision and Management Fluency | Questions & Answers | Grade A| 100% Correct (Verified Answer)

Final Exam: EDF6224 / EDF 6224 (New 2026/ 2027 Update) Supervision and Management Fluency | Questions & Answers | Grade A| 100% Correct (Verified Answer) Q: Estimates of voluntary BA turnover annually is over ________ and ________ higher than national averages Answer 50% 17% Q: Emotionally healthy employees are a Answer social good Q: The job demands-resources model provides a framework that can be used to analyze the constellation of variable that may be __________ or ___________ the staff members ability to perform well. Answer supporting hindering Q: Which of the following areas was not discussed as a factor to evaluate when assessing factors related to work enjoyment Answer burnout personality perceived supervisor support job crafting behaviors Q: Catch 'em doing good is easiest when a supervisor engages in ___________ supervisions regularly Answer informal Q: 4 constructs/private events that have been demonstrated to impact performance and work satisfaction Answer 1. Hope 2. Resilience 3. Optimism 4. Self-efficacy Q: Hope Answer setting, planning strategies to achieve, and achieving goals/subgoals Q: Resilience Answer attempting difficult tasks multiple times, identifying barriers and determining actions based on failures Q: Optimism Answer realistic evaluations of their own behavior and environments and identifying the value of their accomplishments Q: Self-efficacy Answer independent task completion, autonomy and problem solving Q: Positive feedback can only be labeled as a ______________ if we have specific performance data that demonstrates an _______________ in behaviors related to the feedback Answer reinforcer increase Q: Amari a new BCBA supervisor, has an email scheduled to be sent to staff telling them "good job" once a week. This violates Daniels' feedback guideline of: Answer a. make it personal b. make it immediate c. make it frequent d. make it earned e. all of these E. All of these Q: Same reinforcers for staff is __________ but it doesn't mean ______________ Answer 1. Easier 2. effective Q: Reinforcers must _______________ behavior Answer increase Q: Environmental changes that increase staff behavior are key to creating a workplace of _________ to vs. ___________ to. Answer want have Q: NCR is Answer Costly doesn't produce behavior change difficult to stop once you start Q: C.A.R.E. Answer controllable available repeatable efficient Q: Potential reinforcers Answer 1. social 2. tangible 3. engineered 4. work-related 5. monetary Q: Why Non-monetary R+? Answer 1. Memory value- easier to recall why they earned it 2. Trophy value- proud to display or brag about 3. Flexibility- can be shaped to meet preferences 4. Cash award cost more Special recognition ideas 1. Peer awards 2. Formal staff appreciation events 3. Lotteries 4. Individual recognition meeting 5. "Taking home the goods" 6. Receiving the "goods" at home Supervision is not just a process we go through but a __________ we create with others. Relationship Rapport acts as a _____________- an antecedent for much of what needs to occur in a supervisory relationship. setting event What are the two types of rapport-building behavior 1. verbal 2. non-verbal Rapport practices in supervision 1. Ask about pets, children, partners and remember their names 2. Learn about their hobbies 3. provide undivided attention 4. Set aside 5-10 minutes at beginning of supervision specifically for rapport building 5. Share about yourself Discretionary effort was up ______________% with rapport building 14 Providing positive feedback and rapport building During which steps of BST is a high quality task analysis checklist helpful? a. instructions b. modelling c. rehearsal d. feedback e. all of the above e. all of the above T/F Feedback during training should focus on constructive feedback to increase the speed of skill acquistion F When we systematicaly track our trainees activities completed throughout the day, across a specified number of weeks we are conducting a: time study Describe what is related to this category of effective reinforcers: social social events, outings Describe what is related to this category of effective reinforcers: experiences shadowing, providing training Describe what is related to this category of effective reinforcers: skills and knowledge conferences, webinars Describe what is related to this category of effective reinforcers: values supporting a meaningful cause Describe what is related to this category of effective reinforcers: self-esteem private acknowledgement Which of these are strategies to increase work enjoyement? a. positive feedback b. identifying effective reinforcers c. reducing aversive control d. reducing aversiveness of job tasks e. professional development f. coaching self-care repertoires g. all of the above g. all of the above When we coach staff through proactively changing aspects of their job to make work more enjoyable we are encouraging what type of behaviors? job crafting *individual is making the changes If a staff member cannot identify what they did to earn reinforcement, this violates Daniels principle of make it... earned *this means specific T/F Using an open ended survey to identify potential reinforcers for staff is an effective strategy F * people often don't know what they want, things we can't give, offer an array instead. Major area of influence over intent to turnover, burnout, and job satisfaction is supervisor support Emotionally healthy employees are a ____ _____. social good A job crafting scale... is utilized by the individual to determine ways they can make work more enjoyable for themselves. The Oldenburg Burnout Inventory (strain and motivation data)... includes statements about the employees job and likert scale to rate. depending on the scores, burnout can be predicted Perceived Supervisor Support (PSS) Questionnaire (resource data) allows the employee to indicate whether they feel supported by their supervisor Which of the following was not discussed as a factor to evaluate when assessing factors related to work enjoyment? a. burnout b. personality c. perceived supervisor support d. job crafting behaviors e. all of these are valuable to assess for work enjoyment b. personality The phrase "catch 'em doing good" is associated with positive feedback Which phrase does this statement apply to: determine how your team members prefer to be recognized. make it.... personal Which phrase does this statement apply to: try to catch folks in the act of doing their jobs well make it... immediate Which phrase does this statement apply to: is it possible to provide too much positive reinforcement? make it... frequent Which phrase does this statement apply to: be specific about what you are providing the positive feedback for and why its important make it... earned Amari a new BCBA supervisor, has an email scheduled to be sent to staff telling them "good job" once a week. This violates Daniels' feedback guideline of: a. make it personal b. make it immediate c. make it frequent d. make it earned e. all of these e. all of these Reinforcers in the workplace need to be under the "CARE" of those providing the reinforcement: C: ontrollable A: vailable R: epeatable E: fficient T/F trooubleshooting is our first line of defense against employee performance issues false If someone can't tell you when a task should be done, according to the PDC-HS, this falls under which category? training What form do the most common assessments take in OBM? Interviews and surveys There is no past evidence of an employee accurately completing a task in the past, according to the PDC-HS this falls under what category? Training The employee does not know they are expected to perform the task, according to the PDC-HS, this falls under which category? Task clarification The employee can't explain the rationale behind a task, this falls under which category of the PDC-HS? Task clarification The employee is never verbally/textually or electronically reminded to complete their task, which category of the PDC-HS does this fall under? Task clarification and prompting The environment is not appropriate for the task to be completed, this falls under which category of the PDC- HS? Task clarification and prompting There are not sufficient trained staff avaiable, which category of the PDC-HS does this fall under? resources, materials & processes There are no materials available to complete the task, which category of the PDC-HS does this fall under? Resources, materials and processes The employee is not being monitored by a supervisor regularly, this would fall under which PDC-HS category? Performance consequences, effort and competition The employee is not seeing the effects of accurate task completion, this falls under which PDC-HS category? Performance conseqeunces, effort and competition? The task is simple and involves low response effort, this falls under which PDC-HS category? Performance consequences, effort & competition What are some sample interventions per the PDC-HS that can be used to address issues in the training area? BST Improved personnel selection What are some sample interventions per the PDC-HS that can be used to address task clarification and prompting issues? Task clarification & checklists prompts change/alter task location What are some sample interventions per the PDC-HS that can be used to address resources, materials & processes? Adjust staffing improve access to, redesign or reorganize task materials reassess task process and personnel What are some sample interventions per the PDC-HS that can address issues related to performance, consequences, effort & competition? increased supervisor presence performance feedback regularly highlight task outcomes reduce task effort reduce aversive task properties Teaching services are sometimes ineffective because: 1. the staff stop caring 2. teaching procedures are not being carried out proficiently 3. they are not carried out frequently enough 4. 2 & 3 4. 2&3 When addressing a lack of client progress we should first: 1. blame the RBT 2. check for competency based training 3. check for motivation to run more trials 4. ensure that programs written are high quality 4: high quality programs When teaching staff NET, ______ and ________ training for staff should occur after formal teaching strategies have been taught multiple exemplar / generalization T/F staff are most often at fault for their performance issues F What are some strategies for reducing non-work behavior? 1. activity schedules 2. supervisory monitoring 3. feedback on desired work performance 4. some non-work behavior is acceptable 5. all of the above 5. all of the above T/F Skinner considered a paycheck a reinforcer false T/F employee of the month is empirically proven to be a reinforcer False, others may give up trying to earn it if they can only win once and some see it as a gimmick. What did johnson and dickinson discover in their study on "Check Processor of the week"? little to no change in behavior and even decreases in performance after receiving it Creating a culture that drives behavior change through positive reinforcement results in: 1. staff open to change 2. better relationships between staff anf management 3. fewer motivational issues 4. increased job satisfaction 5. all of these 5. Relying on threats to improve workplace performance in the workplace can result in: 1. increased turnover 2. bare minimum performance 3. unethical behavior 4. increased workload on management 5. all of these 5. Extinction frequently occurs in business when we: 1. reinforce appropriate alternative behaviors 2. punish important, problematic behaviors 3. fail to reinforce people for doing what they need to do on a daily basis 4. abandon change effort due to staff resistance 3. fail to reinforce In order to continue professional development, during supervision and beyond, the BACB recommends all of the following except: 1. maintaining contact with scientific literature 2. engagement with professional communities 3. pursuing training and mentorship in new areas 4. obtaining other unrelated credentials 4. credentials Which of these is a strategy for encouraging self-care behaviors in supervisees and trainees? 1. help them create connections at work 2. identify hobbies they enjoy outside of work 3. coach them through emotional situations, identify their emotions 4. encourage regular breaks through prompting 5. all of these 5. all T/F providing positive feedback and building rapport are the same behavior F Engaging in self-reflection and analysis of one's role in power imbalances while striving to make systematic change is known as: 1. cultural awareness 2. cultural humility 3. cultural competence 4. cultural sensitivity 2. humility In order for a supervisor to engage in opportunities for learning about culture of their supervisees/trainees, they should: 1. learn about their supervisee's culture and treat them as the research says to. 2. have supervisees take assessments on bias and determine where they can further develop their awareness 3. observe the supervisee's responses to authority, communication strategies, emotion expression and adapt the supervision strategies as needed 4. treat all supervisee's the same "I noticed an abnormal number of errors on your session documentation with your new client from last week, and I had to take extra time to proofread the submission before sending it on to the billing department. Reviewing the document more thoroughly next time will help save everyone on the admin team some effort in making those corrections." which feedback type is this? evaluation "I was super impressed with how you conducted your caregiver training last week. You used caregiver-friendly language, provided clear and accurate models of the specific behaviors, and addressed all of their questions in full. I love how effectively you run your caregiver sessions!" which feedback type is this? appreciation "Given your excellent performance on your last session observation, you're on track for promotion to lead technician!" which feedback type is this? evaluation "Hey, you forgot to retry the missed target during your last error correction procedure. It's really important that we revisit the target that was missed after a couple mastered targets so the client has a chance to demonstrate the skill before we move on. Can we run a couple trials together in supervision today?" which feedback type is this? coaching