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Title: Final Fiesta

This project aims to address the issue of employees at the Department of Statistics arriving late to work. Using data analysis and performance management techniques, an intervention was designed and implemented, with incentives for punctuality. The intervention showed positive results, although further improvements can be made.

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Title: Final Fiesta

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  1. Title: Final Fiesta Name: Natasha Kirkland Class: BSAP Semester: Spring 2007 TA Name: Allison Mueller

  2. I recorded data on the start time of employees at the Department of Statistics at Western Michigan University. • My setting, pinpoint, data, and intervention are all real.

  3. Reason to Intervene • Employees of the main office at the Department of Statistics are not arriving to work on time. • Employees have to fill out timesheets and not punch a clock, so they tend to be more relaxed with when they decide to come in.

  4. Analyze the Natural Contingencies • Employees realize that if they do not come into work on time, then they will not get paid for full hour. • But, that is not enough to control the behavior of the employees walking into work on time.

  5. Will not get paid for the entire hour. Employees walk into work on time. Will get paid for the entire hour. Analyze the Natural Contingencies Ineffective Natural Contingency

  6. Will be able to eat breakfast in the morning. Employees walk into work on time. Will not be able to eat breakfast in the morning. Analyze the Natural Contingencies Natural Competing Contingency

  7. Baseline Graph

  8. Baseline Graph Description • My baseline data looks good, it almost look as though employees regularly come into work on time. • For the first two weeks, two out of the three employees were at work exactly on time. One of the employees was only late one day!

  9. Specify the Performance Objectives • The ultimate goal was for employees to arrive to work on time everyday that he or she was scheduled to work. • The following model illustrates the process through an outline of the organizational goals.

  10. Employees that arrive to work on time everyday that they are scheduled to work. Production: Ensuring employees arrive to work on time through PM techniques. Employees that do not arrive to work on time everyday that they are scheduled to work. Input-Process-Output Model

  11. Goal Specification Form

  12. Design the Intervention • The steps that I used to develop an intervention were not difficult! • First, I took baseline data from timesheets, • Secondly, I chose to use incentives for rewards of desired behavior, and • Finally, I designed the Three-Contingency Model of Performance Management.

  13. Will not get paid for entire hour. No praise or prizes for attendance. Employees walk into work on time. Employees walk into work on time. Will get paid for the entire hour. Praise and prizes for attendance. Design the Intervention Performance Management Contingency

  14. Implement the Intervention • I implemented my intervention by rewarding the employee(s) that has shown up on time everyday that he or she was scheduled to work. The rewards were candy, chips, and small snacks.

  15. Evaluate the Intervention

  16. Evaluate the Intervention • The added incentives was a good idea especially since there was a small group of participants BUT • The rewards were not enough to control the behavior of the participants!!

  17. Recycle-real or hypothetical? • My Recycle-Phase was real and more expensive! • After recycling through the previous steps, I realized that candy can not control college students behavior, • But treating them to lunch will definitely control their behavior better!!! • I recycled after the first four weeks of recording data.

  18. Evaluate the Recycle

  19. Evaluate the Recycle • I think that once after I recycled, I realized something, • Employees of the Statistics Department have their own agenda. • The data was pretty much the same, most of the employees were coming in on time, but not of all of them.

  20. Personal Experience I definitely enjoyed working with the Department of Statistics on this project, and I had a blast implementing an intervention that was a benefit to this organization. The start time was excellent by the last week of data, and I contributed. THANKS TO EVERYONE WHO MADE IT THIS A SUCCESS!!!!

  21. Manager and Employees’ Experience • The Manager and Employees of the Stats Department enjoyed the project, and they said, “BSAP is cool.”

  22. Discussions • I found out that the employees of the Statistics Department enjoyed this project. • They felt the Verbal Feedback and the rewards was worth the effort. • The overall Treatment Integrity was good • And • The Manager, Cheryl Peters, conducted IOA data with me to make sure I was correctly on task!!!

  23. Questions or Comments???

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