Title: Final Fiesta

Name: Natasha KirklandClass: BSAP

Semester: Spring 2007TA Name: Allison Mueller

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.

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.

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.

Analyze the Natural Contingencies

Ineffective Natural Contingency

Will not get paidfor the entire

hour.

Employees walk into work on

time.

Will get paidfor the

entire hour.

Analyze the Natural Contingencies

Natural Competing Contingency

Will be able to eat breakfast in the

morning.

Employees walk into work on time.

Will not be able to eat breakfast inthe morning.

Baseline Graph

Department of Statistics Baseline

0

20

40

60

80

100

120

Employee 1 Employee 2 Employee 3

Employees

Perc

enta

ge o

f Tim

es

Empl

oyee

s Ar

rive

to

Wor

k on

Tim

e

W/E 2/9/07

W/E 2/16/07

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!

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.

Input-Process-Output ModelEmployees 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.

Goal Specification Form

Output Employees that arrive to work on time everyday that they are scheduled to work.

Standards

Quality

Current Ideal

Employees are on time about 75% of the time.

Employees are on time about 95% of the time.

Quantity 1 out of 3 employees All 3 employees

Timeliness N/A N/A

Cost N/A N/A

Process Implementing proper PM techniques

Production: XDistribution_ __ R&D__ _

InputEmployees that do not arrive to work on time everyday that they are scheduled to work.

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.

Design the InterventionPerformance Management Contingency

Will not get paid for entire hour.

Employees walkinto work on time.

Will get paid for theentire hour.

No praise or prizes for

attendance.

Employees walk into work on time.

Praise and prizes for

attendance.

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.

Evaluate the InterventionEmployee 2

0

20

40

60

80

100

120

1 2 3 4 5 6 7

Weeks

Pe

rce

nta

ge

of

Da

ys

on

Tim

e

Employee 2

Employee 3

0

20

40

60

80

100

120

1 2 3 4 5 6 7

Weeks

Pe

rce

nta

ge

of

Da

ys

on

T

ime

Employee 3

Employee 1

020406080

100120

Weeks

Employee 1

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!!

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.

Evaluate the Recycle

Employee 3

0

20

40

60

80

100

120

1 2 3 4 5 6 7

Weeks

Pe

rce

nta

ge

of

Da

ys

on

Tim

e

Employee 3

Employee 2

0

20

40

60

80

100

120

1 2 3 4 5 6 7

Weeks

Pe

rce

nta

ge

of

Da

ys

on

T

ime

Employee 2

Employee 1

0

20

40

60

80

100

120

1 2 3 4 5 6 7

Weeks

Per

cen

tag

e o

f D

ays

on

T

ime

Employee 1

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.

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!!!!

Manager and Employees’ Experience

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

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!!!

Questions or Comments???