A skill instruction technique based on cognitive behavioral principles was applied to thermal imagery to determine if it could enhance either subjective or physiological responsiveness. The effects of imagery instruction were compared with the effects of muscle relaxation on imagery vividness, thermal imagery involvement, and the finger temperature response. The subjects were 39 male and 29 female volunteers from a minimum security federal prison. The personality characteristic of absorption was used as a classification variable to control for individual differences. It was hypothesized that high absorption individuals would reveal higher levels of imagery vividness, involvement, and finger temperature change; that imagery skill instruction and muscle relaxation would be more effective than a control condition; and that the low absorption group would derive the greatest benefit from the imagery task instruction condition. None of the hypotheses was supported. Finger temperature increased over time during the experimental procedure but remained stable during thermal imagery. The results suggest that nonspecific relaxation effects may best account for finger temperature increases during thermal imagery. Results were discussed in relation to cognitive-behavioral theory and the characteristic of absorption.

Made available in DSpace on 2016-04-29T13:17:35Z (GMT). No. of bitstreams: 1 Alexandre Jose Bernardo.pdf: 503505 bytes, checksum: 91e3deb80d00f17d171531e3fd5652cd (MD5) Previous issue date: 2011-06-03 / The behavioral analysis studies human behavior in various situations. Performance Management is a proposal for intervention based on scientific principles supported by this line of research. It can be defined as a functional system, where relations act as stimuli or consequences of workers' behaviors are closely interwoven, in which positive reinforcement can play an important role in controlling the behavior and the handling of the punishment. The proposed Performance Management, through its basic precepts, conveys that some behavioral principles act as facilitators in achieving a desired outcome. This study is aimed to identify contingencies and behavioral principles through the verbal report of human resource managers and company workers in São Paulo. The participants were two professionals in human resources from two different companies in the city of São Paulo working as industry representatives. This experiment was performed simultaneously with an application of 120 questionnaires, given to officials of the companies who belonged to the professionals in RH. The return of the questionnaires was 65%, completing the study with 78 workers. The aim of this study was to identify contingencies and the principles of Performance Management across the verbal report of human resource managers and employees of these companies. The results were as follows. In practical terms, there is a widespread ignorance on the part of managers regarding the principles pointed out by Daniels and Daniels (2006), identified in the introduction to this research. It can be seen that some principles are used in day-to-day business, but such use is due to an ancient cultural practice, not actually assigned to a technical or received by the manager. On the other hand, it can be seen that the discourse of personnel managers in business will identify many of the rules between them, although these are not completely compatible with the proposals of Performance Manager. It is believed that studies regarding the applicability of behavioral principles coupled with intervention projects in everyday organizations can promote knowledge and use intentional rational principles, which were studied here. Finally, it was noted that the discourse of the organization offers a way to implement the stipulations of PM. This will probably not be an easy path, even through the distance that was found between what was proposed by Daniels and Daniels (2006), and data collected in organizations / A análise do comportamento estuda o comportamento humano em diversos contextos. A Performance Management é uma proposta de intervenção com base em princípios científicos sustentada por esta linha de pesquisa, podendo ser definida como um sistema funcional, onde as relações atuam como estímulos ou conseqüências de comportamentos dos trabalhadores entrelaçados entre si, no qual o reforçamento positivo pode assumir um papel importante no controle do comportamento, assim como a manipulação da punição. A Performance Management propõe através de seus preceitos básicos que alguns princípios comportamentais atuam como facilitadores na obtenção de um resultado esperado. Este estudo teve como propósito identificar contingências e princípios comportamentais através do relato verbal de gestores de recursos humanos e trabalhadores de empresas da cidade de São Paulo. Participaram da pesquisa dois profissionais da área de recursos humanos de duas diferentes empresas da cidade de São Paulo como representantes do setor. Simultaneamente foi realizada a aplicação de 120 questionários aos funcionários das mesmas empresas as quais pertenciam esses profissionais do RH. O retorno foi de 65% dos questionários, finalizando a amostra desse estudo em 78 trabalhadores. O objetivo deste estudo foi identificar contingências e os princípios da Performance Management através do relato verbal dos gestores de recursos humanos e dos trabalhadores destas empresas. Os resultados encontrados foram os seguintes: em termos práticos há um grande desconhecimento por parte dos gestores acerca dos princípios apontados por Daniels e Daniels (2006) identificados na introdução desta pesquisa. Pode se perceber que alguns princípios são utilizados no dia-a-dia das empresas, mas essa utilização se deve a uma prática cultural antiga, e não de fato a um conhecimento técnico atribuído ou recebido por parte do gestor. Por outro lado pode-se perceber que o discurso dos gestores de pessoal nas empresas permite identificar boa parte das regras das mesmas, embora essas não sejam totalmente compatíveis com as propostas da Performance Management. Acredita-se que estudos que se relacionem a aplicabilidade de princípios comportamentais aliados a projetos de intervenção no cotidiano das organizações possam promover o conhecimento e o uso racional e intencional dos princípios aqui estudados. Finalmente, percebeu-se que o discurso da organização oferece um caminho para a implantação dos preceitos da PM. Este provavelmente não será um caminho fácil, até pelo distanciamento que se encontrou entre o que foi proposto por Daniels e Daniels (2006) e os dados coletados nas organizações