Why I Leave My Political Hat At Home

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Opinion piece time. I leave my political hat at home. Or, at least I try to. I leave my belief systems about policy and voting to conversations with friends, Twitter (if I can’t help myself), and the local networking events where local politicians from town hang out- that way it’s just contextual. I’m friends with the local school board. I’m on a first name basis with the mayor of my town. I catch up and chat with the local councilmembers. I have a political life which is just as strong as my professional life. It’s not easy to split the two. More often than not, me deliberating on a choice at work does hit on several pieces of what makes my moral compass orient the way it does. I believe in compassion. I am a behavior analyst- it’s from the behaviorist tradition. It is observational, data-driven, research-based. I don’t allow personal opinion impact what happens with decisions with clients. Thankfully, data does that for me. Is this effective? Yes or no. Why? Well, the data suggests…

I can’t just put up a phase change line on a client’s progress graph because my opinion about a far-reaching political event somehow relates. It’s unfair. It’s my lens getting shifted which impacts more than me if it’s not reined in. The clients are individuals, deserving of individual care. Outside of that, it also means that I have people working with that client which report to me- RBT’s (Registered Behavior Technicians). They worked hard to get that credential. They’ve passed their tests and went through their supervised hours. They are professionals. Would it be fair for me to walk into work with a political or ideological idea in my head and try to bring it up to them? Of course not. That’s not their job. Their responsibility is to the client, based on the real world observable responses and data they see and collect. They depend on my unclouded experience and judgment. Even if they were to be outspoken about a political view (which happens), I can’t let that color my opinion of them or how I treat their judgment. It could. It easily could. But that’s my professional line drawn in the sand.

Here’s a common counter I’ve heard: Things are getting bad here. We need to speak out. We need to take a political stance in our personal and professional lives.

If it involves the vaccine pseudoscience? I’ll bite. I can justify that because the evidence is there and it relates to my work.

But here’s the pickle. The people who bring up that counter argument assume something. They assume that just because we share a job title, and do the same thing, and care about the same pursuits that we have the same political opinion, and I’d be an addition to their circle. Now, when those political views have already been expressed, I can be pretty sure whether I agree or not- and it’s a mixed bag, but surprisingly to some- I don’t share the expected viewpoints. Were they looking for differing viewpoints? I can’t be sure, but it doesn’t feel like it. Is it worth turning a workplace contentious? Is the workplace the place, and the time, to deal with these issues?

“But Chris, surely you don’t support _____.”
“You work with kids though. How could you ____?”
“If you’re not ____ then you’re ____.”
“_____ did something terrible. You can’t support ____ could you?”

I have nuanced viewpoints. They don’t follow a single ideology, or politician. That potentially makes it even worse. My political stance might not align with anyone who is unipolar in their support or views. The world is a big place. The United States is a big place. Pennsylvania is a big place. There are a lot of different people with valid but different views. In my personal life, I can vote with my conscience. I can even refuse to vote if it aligns with my conscience. I can protest who I want to protest. I can talk to local politicians from both parties. I can talk with local third-party candidates. I’m outspoken on education in these settings and with these people. But they don’t report to me. They aren’t my professional peers either. It’s the context that makes sense to me. If I meet someone from work, off the clock, and they want to talk about these issues; then I would be perfectly fine putting my thoughts out there. Discuss. Change my mind. Sure. I’d have to draw a line somewhere though. It can’t get heated. Even the small stuff would have to be calm and rational and most importantly; wouldn’t be evident at work the next day.

In my profession as a Board Certified Behavior Analyst, the board (BACB) that governs how supervisors treat supervisees are pretty clear in many respects. Dual relationships, abuses of power, conflicts of interest- they all have some clear delineation. Politics isn’t mentioned specifically, but imagine a case where there was an outspoken supervisor who did espouse their views and acted on perceived implications of those views at work. Would that affect the people directly reporting to them? How sure could we be that it wasn’t? I stepped into work on November 9th, 2016. I felt it. Whatever it was, it was there. Putting that into the supervisory relationship is a dangerous game, in my opinion. I’m not saying other people can’t do it, but it’s not something I’d feel comfortable with given the potential to go bitter.

I believe that if something needs changing, it can be done with every opportunity that a citizen has. That goes for maintaining a high held value or traditional ideal. People are free to do both. Bringing that explicitly to the workplace, with a position of influence and supervision responsibility, has risks. I’d much prefer to leave that particular hat at home.

 

References:
Just me.

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Symbols and Notation in Behavior Analysis

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Symbols and notation in behavior analytic research is fascinating. I find myself thrilled coming across the diagrams in the professional literature and getting so much from so little. A few letters, an arrow, a nice Δ (delta); it’s beautiful. If you are familiar with journals like the Behavior Analyst, The Journal of Applied Behavior Analysis (JABA), or The Journal of the Experimental Analysis of Behavior, you might have encountered some of these symbols. Now what these symbols and notations do, is help take large concepts like a Response, or Stimulus, or Reinforcement and Punishment, and lay them out into an orderly system of presentation without the need for paragraphs of explanation. Let’s look at this one for example:

SR

It shows some very common symbolic notation.

S, stands for stimulus.

The arrow, stands for “followed by” or “elicits” depending on whether it’s operant or respondent.

R, stands for response.

These are the foundational pieces of behavior analytic symbol and notation. I’ve created a chart below to show you these and some of the other variations you might come across.

Symbols

We can see some interesting variations between the notation symbols, mainly when it comes to how we use them in terms of conditioned and unconditioned. When we are talking about stimuli and responses that are not reinforcers/punishers, we use the abbreviations; S for Stimulus, R for Response, C for conditioned, and U for unconditioned. The status of the stimulus or response as either conditioned/unconditioned always comes as the first letter of the initialism.

When we talk about reinforcement, punishment, discriminative, and delta, the S for stimulus always comes first as a capital letter, followed by the type of stimulus in superscript. Now, unlike the basic conditioned/unconditioned stimuli/responses above, these superscripts use capitalization to distinguish between a conditioned reinforcer/punisher, and an unconditioned reinforcer/punisher, so remember to keep an eye out for that. Unconditioned punishers and reinforcers use a capital letter in superscript, while conditioned punishers and reinforcers use a lower case letter in superscript. Following the conditioned/unconditioned formatting, we distinguish between “positive” and “negative” by using + for positive reinforcers and punishers, and – for negative reinforcers and punishers.

This is very helpful when we want to nail down exactly what kind of contingencies we are seeing. You may remember that reinforcement is a process where a behavior is more likely to occur in the presence of an antecedent, because it has been reinforced in the past in those conditions. What that kind of reinforcer was, is important. Was it unconditioned? Things like food, water, etc. The basics things we as humans seek out naturally.  They are very effective, but can become subject to satiation. Now what about an unconditioned reinforcer? Something trained, or taught, through past experience. Money is a common one, tokens as well, or even art. The distinction between conditioned and unconditioned is no small gap, conceptually, so we want to be clear when we read these symbols as to what we are actually talking about.

Now that we have the symbols, let’s combine what we know to examine this example!

SR+

We would read this as, a Stimulus (S) is followed by a Response (R) which is followed by the presentation of an Unconditioned Positive Reinforcer SR+.

What kind of examples can you come up with? Leave them below!

 

 

 

Sources:

COOPER, JOHN O.. HERON, TIMOTHY E.. HEWARD, WILLIAM L. (2018). APPLIED BEHAVIOR ANALYSIS. S.l.: PEARSON.

Sundel, M., & Sundel, S. S. (2018). Behavior change in the human services: behavioral and cognitive principles and applications. Thousand Oaks, CA: SAGE Publications, Inc.

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