This document outlines the six steps to conduct a behavior systems analysis for an organizational intervention project: 1. Analyze the ineffective natural and competing contingencies currently influencing the target behavior. 2. Specify the desired performance objectives. 3. Design an intervention to establish new contingencies to increase the target behavior to meet objectives. 4. Implement the intervention and analyze how it may influence the cultural change model within the organization. 5. Evaluate the intervention using data to determine if objectives were met and the intervention was successful or requires changes. 6. Recycle through the steps to refine the intervention if needed, adding new components to further influence the target behavior.

1. Project Title
Student Name
Course
TA Name
Date

2. Introduction
<Insert text>
Problem
<Insert text>
Six Steps to Behavior Systems Analysis
Step #1: Analyze the Natural Contingencies
<Insert a general description (i.e., explain and define them) of the ineffective natural and natural
competing contingencies here. Then tell how these contingencies apply to your organization.
All descriptions should precede the diagrams. You may use the diagrams given below or create
your own using the drawing toolbar. Right click on the diagram to add text. >
Ineffective Natural Contingency
Natural Competing Contingency
<Explain the possible causes why the response is not occurring at the desired frequency. This
should be an analysis/summary of the contingencies described and diagrammed above.>
Step #2: Specify the Performance Objectives
<In this section you should include a detailed description of the performance objectives you wish
to obtain through this intervention >
Step #3: Design an Intervention
<Insert here what the steps to developing the intervention are. What forms and contingencies did
you review above? Give a detailed explanation of all components of your intervention. Also
include a description and diagram of the Three Contingency Model of Performance
Management. Demonstrate your understanding of these contingencies. For example, what type
of contingencies are they?>

3. Three Contingency Model of Performance Management
Ineffective Natural Contingency
Performance Management Contingency
Inferred Theoretical Contingency

4. Step #4: Implement the Intervention
<Insert how the intervention you described above could be or will be implemented. Provide a
detailed description of the cultural change model, then analyze how the model applies to your
intervention/organization.>
Cultural Change Model
Sales person’s Contingency
Store Manager’s Contingency
District Manager’s Contingency
Regional Manager’s Contingency
CEO’s Contingency
Shareholder’s Contingency

5. Step #5: Evaluate the Intervention
<Insert a written description of how successful/unsuccessful the intervention was. Provide an
analysis of why it was successful or unsuccessful. Were there any additional variables that were
not part of the intervention but did occur?
Back up your description with a graph of the real or hypothetical data. This graph should contain
baseline and intervention data (label each phase), a dashed line separating these two phases, and
a dashed goal line.>
Step #6: Recycle through previous steps until you achieve your objectives
<Insert a written description of any new components that need to be added to the intervention so
that the response frequency increases or decreases to the desired frequency. YOU MUST PUT
A HYPOTHETICAL RECYCLE PHASE IF YOU DIDN’T HAVE A REAL RECYCLE
PHASE!!!>
Conclusion
<Insert text>