on 01-Aug-2018 (Wed)

TABLE 1.1. Structure of a Typical Cognitive Therapy Session

TABLE 1.2. Therapeutic Style Adopted by Cognitive Therapists

Bandura ( 1986 ) concludes that “ human behav- ior cannot be fully understood without considering the regulatory influence of response consequences ” (p. 228).

We use the term “ reinforcers ” rather than “ rewards ” throughout this chapter to recog- nize that the more common term reward is used in the behavioral management literature to refer to what managers think will have a positive impact, whereas a reinforcer is defi ned as a consequence that, indeed, increases the frequency of the behavior that preceded it (see Luthans and Kreitner, 1975 ; Luthans and Stajkovic, 1999 ).

The three types of positive reinforcers (treatment interventions) that have shown to increase the frequency of employee behaviors, and that are most often used to improve performance in the behavioral manage- ment literature/research, are money, feedback, and recognition.

dis- tinction between formal and informal (sometimes referred to in the literature as “ social ” , e.g. see Luthans and Stajkovic, 1999 ; Stajkovic and Luthans, 2001 , 2003 ) recognition

recognition refers to reinforcing employee accomplishments through formal company programs such as employee of the month or specific awards for attaining levels of per- formance. These formal recognition programs, if their psychological, reinforcing purpose is understood and taken seriously (e.g. by those who may be put in charge of administering these programs but may not necessarily be familiar with reinforcement theory), are typi- cally accompanied by some form of tokens of visual acknowledgment (e.g. plaques) and are administered publicly (e.g. company banquet, some other formal ceremony). If these formal recognition programs are promoted by the company, but are not enacted fairly or consistently (e.g. played out differently for different employees, i.e. no plaques and/or cer- emonies for you), they may be perceived as phony (or worse, discriminating) and not lead to performance improvement.

social or informal recognition. We defi ne this type of recognition as an individual and/or group (thus the use of the term social) provid- ing contingently informal genuine acknowledgment, approval, and appreciation for work well done to another individual and/or group. This informal recognition is provided typi- cally on a one - on - one personal level (thus the use of the term informal), verbally, and/or in writing/email. Besides social and informal, we also emphasize the qualifier “ genuine ” in this definition because it does not include phony praise, “ attaboys ” (or girls), a smiley face, or a pat on the back. This type of recognition is also given contingent upon exhibiting the desired/relevant behavior(s) that has a favorable impact on desired performance outcomes. In summary, though the term recognition as used in this chapter is social, genuine, and contingently administered, we will mostly refer to it as informal recognition to differenti- ate from formal recognition

“Humbert Hum- bert,” their author, had died in legal captivity, of coronary thrombosis, on November 16, 1952, a few days before his trial was scheduled to start.

Number theory (or arithmetic or higher arithmetic in older usage), is a branch of pure mathematics devoted primarily to the study of the integers. It is sometimes called "The Queen of Mathematics" because of its foundational place in the discipline.^[1] Number theorists study prime numbers as well as the properties of objects made out of integers (e.g., rational numbers) or defined as generalizations of the integers (e.g., algebraic integers).