Abstract
As a behavioural consultant, one of the most common phrases used in referral information is that the individual is engaging in a series of behaviors “just to get attention”. Attention has been postulated as a motivation for behavior by the most widely used behavioral assessments such as the Motivation Assessment Scale, the Functional Assessment Screening Tool and others. This article will present the concept that people do not want attention, rather they want the things attention brings, such as safety, affection, acceptance and other needs. In a sense, attention is the means to an end, and not the end itself. A conceptualization for identifying the reinforcers sought by people using behavior to get the attention of others is presented within the context of a single case study.
Highlights
The Motivation Assessment Scale [1] is one of the most widely used assessments of its type, and categorizes behavior within four different possible motivational cues: sensory, escape, motivation, and tangible
Attention has been postulated as a motivation for behavior by the most widely used behavioral assessments such as the Motivation Assessment Scale, the Functional Assessment Screening Tool and others
Attention seeking through the use of negative behavior is exacerbated when there are many peers in the environment and she feels she has to compete with them for attention, as well as by the actions of adults who attempt to correct or limit her inappropriate behavior through direct confrontation, which tends to escalate the situation.” [3]
Summary
The Motivation Assessment Scale [1] is one of the most widely used assessments of its type, and categorizes behavior within four different possible motivational cues: sensory, escape, motivation, and tangible. Attention seeking through the use of negative behavior is exacerbated when there are many peers in the environment and she feels she has to compete with them for attention, as well as by the actions of adults who attempt to correct or limit her inappropriate behavior through direct confrontation, which tends to escalate the situation.” [3]. The fact that this referral was written jointly by a psychologist and occupational therapist is an excellent example of translational science and partnership [4]. An additional factor in the lack of affirmation, acknowledgement, acceptance and appreciation is the turnover rate of direct support professionals in some areas and organizations is over 60%, making relationships almost impossible [13]
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