Self%Monitoring-and- Self%Management- Brad-Wipfli,-PhD- Oregon-Ins<tute-of-Occupa<onal- Health-Sciences-
Olson-Lab-@-OHSU ! • Total-worker-health-interven<ons- • Isolated-work-and-self%management-
Goals/Outline- • What-is-self%management-and-self% monitoring?- • Why-is-self%monitoring-effec<ve?- • Self%monitoring-applied-in-the-workplace,- including-benefits-and-piNalls- • Evolu<on-of-suppor<ve-supervisory-self% monitoring- – WFHN-Phases-1-and-2;-SERVe-Study-
Self%Management- • Methods-by-which-people-purposefully-direct- their-own-behavior-towards-achieving- personal-goals- • Time-management,-scheduling,- self%assessment,-gra<tude-diaries,- etc.--
Behavioral-Self%Monitoring- • Repeated!self+observa0on,!evalua0on,!and! recording!of!one � s!own!behavior - • Effec<ve-and-widely-applied-by-clinicians- – Treatment-(mo<va<onal-tool)- – Assessment-(data-gathering)- • Growing-popularity-for-personal-use- – Self%tracking,-self%monitoring,-quan<fied-self-
Olson&Lab&Role:& Behavioral-Self%Monitoring- Self+Monitoring!Ac0vi0es!to!Support!Transfer!of!Training! • Increasingly-used-in- occupa<onal-interven<ons- – Research- Instruc<ons- • Ergonomic-Assessment- • Ecological-Momentary- Feedback-and- Assessment- Goal-Se`ng- Follow%up- • Diary-Studies- • Transfer-of-Training- Self% Monitoring- – Olson-&-Winchester-review- (2008)-average- d! =-2.8-
Why&Does&BSM&have&Mo5va5onal&Effects? -- An!Elaborated!Model!of!Self+Regula0on -
The-Value-of-Feedback- • Take-blood-pressure- reading- • Blood-pressure-is-high- • Your-BP-is-160/110- • Mo5va5ng&Discrepancy:& Desirable-BP-range-is- below-120/80,-yours-is- 160/110--
Poten<al-Workplace-Benefits-- • Treatment- – Improvements-in-produc<vity-and-safety- – Health-promo<on- • Assessment- – Hazard-and-error-tracking,-ergonomic-exposures- – Mood,-behaviors,-and-se`ng-events- • Theory- – Self%management,-mo<va<on-
Poten<al-Workplace-PiNalls- • The-helping-hand- strikes! again!- - • Workers-are-different- from-clients-of-medical- and-psychological- therapies-(e.g.,-choice)- • Self%monitoring-the- ‘wrong’-behaviors-can-lead- to-undesirable-outcomes-
Effec<veness-Influenced-by…- • Compliance- • Target-behavior-valence- • Mo<va<on-to-change- • Concurrent-response-requirements- • Monitoring-method-and-schedule- • Supplemental-interven<ons-(e.g.,-goal-se`ng,-feedback,-&- reinforcement)-- • Target-behavior-characteris<cs- Koro<tsch-&-Nelson%Gray-(1999)-
Behavior-Valence-&-Discrimina<on- Skills- • Olson-et-al.-(2009)-- 70 • Truck-drivers-( n =3)-- 69 t n e s e r p t • Hazard-tracking-checklist-vs.- n 58 a t s i 61 s d s n a u Video-( n =711-stops)- o r g / k c 51 o d – Best-for-environmental-context- k 43 c a j t e &-tools-( r! =-.58-%-.91)- l l a p 51 r e v 54 i t r f – Small%moderate-for-severe- d i l k r o f postures-( r! =-.28)- t n 36 a t s i s d 21 s a a – Rare-events-problema<c- o l Experimenter / w e Driver ( r! =.01%.20)- r 11 e v e 8 s h t a p d e r e 0 20 40 60 80 100 t t u l c Percentage of Stops
Target-Behavior-Choice ! 70 • Tell-vs.-Ask- 60 Percent Compliance 50 • Ask$=$+18%$ par-cipa-on $ No Training 40 Training 30 No Choice Choice (Olson&et&al.,&2011)&
Current-Best-Prac<ces-for-Treatment- Applica<ons- • Combine-with-other-interven<ons- – Validated-with-treatment-packages- • Offer-workers-choice-in-process-or-target- behaviors- • Enhance-involvement-with-looery-or-small- incen<ves- • Discernable-behaviors- • Implement-daily-for-at-least-one-week- • Choose-the-right-behaviors- • Customize-for-the-popula<on -
Summary- • Self%monitoring-is-a-poten<ally-powerful- method-of-self%management- – Rela<vely-low-cost-and-low-effort- • Variety-of-func<ons-in-the-workplace-and- personal-use- – Changing-behavior,-transfer-of-training- • Several-ways-to-increase-effec<veness- – e.g.,-Goal-se`ng,-offering-choice,-incen<ves-
Work,-Family-&-Health-Network- Phase-1- • Iden<fy-supervisor-behaviors-that-are-family- suppor<ve,-develop-and-evaluate-a-training- and-tracking-interven<on-
Work,-Family-&-Health-Network- Phase-1- • 12-grocery-stores-in-the-Midwest- • Early-itera<on-of-Family-Suppor<ve- Supervisory-Behaviors-(Hammer-et-al.,-2009)- – Employee-interac<ons,-support,-performance- feedback- • 26-supervisors- completed-one-or- more-days-of- self%monitoring-
Work,-Family-&-Health-Network- Phase-1- • Paper-and-pencil- – Pros:-Portable,-low-cost,-not-reliant-on- technology/tech-support- – Cons:-Lacks-signaling-cues,-lacks-immediate- feedback,-less-visually-appealing,-more-<me- consuming-for-researchers-
Work,-Family-&-Health-Network- Phase-2- • Reduce-Work%Family-Conflict,-Improve-Health- • Increase-Supervisor-Support- • Increase-Control-over-Work-Time-
Work,-Family-&-Health-Network- Phase-2- Four%months-of-social-and-structural-changes-to- increase-support-and-control- • Face%to%face-training-(all)- – Group-interac<ve-training-sessions- – Group- selfGmonitoring& ac<vi<es- • weSupport-training-&-tracking-(supervisors)- – Computer%based-training-and- selfGmonitoring&
Work,-Family-&-Health-Network- Phase-2- Family&&&Personal&Support& Performance&Support& • Func<onal- • Feedback-&-Coaching- • Emo<onal- • Providing-Resources- • Role-Model- • Measurement-&-Direc<on- • Crea<ve-Management- • Support-for-Change- Tracking- Feedback- Training- Tracking- Feedback- #2- #2-
weSupport-Tracking:- iPod+iPhone!App!
Work,-Family-&-Health-Network- Phase-2-
Work,-Family-&-Health-Network- Phase-2- • Methods&Experiment:& Supervisors-choose-a- focus-behavior- • Changed-between-Site-1- and-Site-2- • Par<cipa<on- +8%&
Work,-Family-&-Health-Network- Phase-2:-Group-Self%Monitoring- � Sludge -is-any-unproduc<ve-comment-that- places-judgment-on-how-a-co%worker-is- spending-his-or-her-<me.--It-is-a-toxic-force-that- should-be-eradicated! � -
Work,-Family-&-Health-Network- Phase-2:-Group-Self%Monitoring- � Workers-challenged-to-take- greater-control-over-work- <me-and-provide-more- support-for-co%workers. � -
Work,-Family-&-Health-Network- Phase-2:-Group-Self%Monitoring- #$!!" ,-./0123411" #&$!" 0121)3$$)45,(/) 567" Typical-Site- ()!!" !"#"$%&'()!*"+,) ) ! F&!*(" ('$!" (&!!" 891/" &%$!" :46/;<6=>?" &'!!" ,@46@107" &!$!" AB>.0B@" %!!" ,-./01C"D.@" #$!" ,@>EE1/" !" &" (" #" '" $" *" %" )" +" &!" &&" &(" &#" &'" -%./)
Work,-Family-&-Health-Network- Phase-2:-Group-Self%Monitoring- Unintended-Experiment:-Outlook-event-not-repea<ng- No-Daily- Reminders-
Study-for-Employment- Reten<on-of-Veterans- • Improve-health,-well%being,-and-employment- reten<on-of-Oregon-Veterans- • Training-supervisors-to-beoer-support- employed-service-members- • Two-weeks-of-web%based-self%monitoring- Training- Tracking- Feedback-
Study-for-Employment- Reten<on-of-Veterans-
Study-for-Employment- Reten<on-of-Veterans-
Study-for-Employment- Reten<on-of-Veterans-
Summary- • Paper-and-pencil- ! -iPod- ! web- – Behaviors,-defini<ons,-examples-all-customized-for- each-popula<on- • Incorporated-methods-to-increase- par<cipa<on-wherever-possible- – Goal-se`ng,-choice,-cues-&-reminders,-daily- process- • Variety-of-feedback--
Ques<ons?- Acknowledgements& Ryan-Olson,-PhD- Kent-Anger,-PhD- Diane-Elliot,-MD- Leslie-Hammer,-PhD- Krista-Brockwood,-PhD- wipflib@ohsu.edu-
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