Begin by describing the three-term contingency, and explain why it is described as the basic unit of analysis for operant behavior. In reviewing the contingencies of reinforcement and punishment, discuss how each set of contingencies has an effect on an individual's behavior.
Choose a behavior from your own experience that has been reinforced, and identify whether that behavior was positively or negatively reinforced, outlining the specific three term contingency of that operant behavior. Next, choose a behavior from your own experience that has been punished and identify whether that behavior was positively or negatively punished; outline the specific three term contingency of that operant behavior. Finally, in either of those behaviors, discuss how matching law or schedules of reinforcement may contribute to the maintenance of the behavior under certain circumstances.
The Effect of Contingencies on Behavior
The consequence (C) determines whether the behavior (B) is likely to occur again in the presence of the antecedent (A). This is broadly categorized into two types: reinforcement and punishment.
Both positive and negative reinforcement operate to strengthen and maintain a behavior. For instance, if a child whines (B) and immediately receives a toy (Positive Reinforcement), they are more likely to whine again. If a person takes an aspirin (B) and their headache goes away (Negative Reinforcement), they are more likely to take aspirin when they have a headache in the future.
Punishment Contingencies (Decrease Behavior)
Both positive and negative punishment operate to weaken and decrease the future frequency of a behavior. If a person runs a red light (B) and immediately gets a traffic ticket (Positive Punishment—adding an aversive fine), they are less likely to run red lights. If an adolescent misses curfew (B) and loses access to their cell phone for the night (Negative Punishment—removing a preferred item), they are less likely to miss curfew in the future.
Reinforced Behavior Example
The behavior I have found to be positively reinforced is the act of meticulously creating and maintaining detailed digital organizational systems (e.g., sophisticated spreadsheets, complex database structures, or intricately tagged notes).
Element
Description
A: Antecedent
Starting a new, complex project with many moving parts and deadlines.
B: Behavior
Spending extra time creating a comprehensive, color-coded, and hyper-detailed system for tracking all tasks and dependencies.
C: Consequence
Receiving verbal praise and recognition from colleagues or a manager for the system's clarity, efficiency, and organization.
Type of Reinforcement: Positive Reinforcement (The pleasant, appetitive stimulus of verbal praise and social recognition was added immediately following the behavior, increasing the likelihood that I will employ similar meticulous organizational behaviors in the future.)
Punished Behavior Example
The behavior I have found to be negatively punished is interrupting another person while they are speaking in a professional setting.
Element
Description
A: Antecedent
A speaker briefly pauses, and I have a strong, relevant thought I want to share.
B: Behavior
Interrupting the speaker mid-sentence by starting to talk loudly.
C: Consequence
The speaker immediately stops, looks at me with a distinctly annoyed expression, and then turns their attention to someone else who was waiting their turn (losing the opportunity to immediately contribute).
Type of Punishment: Negative Punishment (The highly desirable, appetitive stimulus of the speaker's attention and the opportunity to contribute immediately was removed or lost following the interruption, decreasing the future likelihood of interrupting.)
Contribution to Behavior Maintenance
In the case of the reinforced organizational behavior, the maintenance of the behavior over time is strongly influenced by the Schedules of Reinforcement.
Initially, when first building this skill, the behavior may have been on a Continuous Reinforcement (CRF) Schedule—every time I created a system, I received positive feedback. This established the behavior quickly.
However, once the behavior is established, it is maintained by an Intermittent Schedule, likely a Variable Ratio (VR) Schedule where praise is delivered only after a variable number of organized systems are created. I don't get praise for every single spreadsheet, but I know that if I consistently produce high-quality systems, I will occasionally receive significant positive feedback (e.g., a formal commendation or inclusion in a key project). This VR schedule creates a high, steady rate of response that is highly resistant to extinction. Because I never know exactly when the next reinforcement (the praise or recognition) will come, I continue to maintain a high standard of organizational effort on every project, ensuring the behavior is well-maintained over the long term.
Sample Answer
Judging Ourselves, Judging Others: The Contingencies of Behavior
The Three-Term Contingency (The A-B-C Model)
The three-term contingency is the basic unit of analysis for operant behavior, and it is represented by the formula A-B-C, which stands for:
A: Antecedent (The environmental stimuli or event that immediately precedes the behavior.)
B: Behavior (The specific, observable action taken by the individual.)
C: Consequence (The event that immediately follows the behavior, which influences the future occurrence of that behavior.)
This model is considered the basic unit of analysis because it goes beyond simply describing an action (B) and instead establishes the functional relationship between the environment and the behavior. It explains why the behavior occurred by identifying the consequence that maintains or eliminates it. Behavior is always contextual; the A-B-C model ensures that behavior is analyzed as an interaction between an organism and its environment.
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