The Following Are Behavioral Descriptions Except

In the fascinating realm of behavioral psychology, understanding the nuances of how we describe and interpret actions is crucial. Not every descriptor we use to depict behavior is truly behavioral. This article dives deep into what constitutes a proper behavioral description, highlighting the critical distinctions and equipping you with the knowledge to identify those pesky non-behavioral descriptions that often muddy the waters.

What is a Behavioral Description?

A behavioral description is, at its core, an objective and observable account of an action. It focuses on what someone does, not what we think about what they do. The key lies in its objectivity: it should be something that multiple observers could agree on, without needing to infer the person's thoughts, feelings, or motivations.

Here's a breakdown of the key components:

Observable: The action must be directly seen, heard, or otherwise sensed.
Objective: The description should be free from personal opinions, interpretations, or judgments.
Specific: Avoid vague language. The more specific, the better.
Focus on the Action: The emphasis is on what the person did, not why they did it.

Let's illustrate this with a simple example:

Behavioral: "John slammed the door and walked away quickly."
Non-Behavioral: "John was angry."

The first description sticks to the observable facts. We saw John slam the door and walk away. The second is an interpretation. We're inferring that John was angry, but we don't actually know that. He could be rushing to catch a bus, imitating a character in a play, or any number of other things.

Why is Accurate Behavioral Description Important?

The ability to accurately describe behavior is fundamental across various disciplines, including:

Psychology: Accurate descriptions are essential for research, diagnosis, and treatment.
Education: Teachers need to understand what students are actually doing in the classroom to manage behavior effectively.
Management: Leaders must observe and describe employee behavior to provide constructive feedback and improve performance.
Parenting: Understanding a child's behavior allows parents to respond appropriately and guide their development.
Law: Eyewitness testimony relies on the accurate reporting of observed behaviors.

When we rely on non-behavioral descriptions, we risk:

Misinterpretation: Our assumptions can lead us to misunderstand the reasons behind someone's actions.
Ineffective Interventions: If we don't accurately identify the behavior, our attempts to change it are likely to fail.
Bias: Our personal beliefs and prejudices can influence our interpretations, leading to unfair judgments.
Poor Communication: Vague or subjective descriptions make it difficult for others to understand what we're talking about.

The Culprits: What Are Non-Behavioral Descriptions?

Now, let's identify the common types of descriptions that masquerade as behavioral but fall short of the mark. Recognizing these will significantly improve your ability to differentiate between objective observations and subjective interpretations.

1. Interpretations and Assumptions

This is perhaps the most common offender. It involves attributing feelings, thoughts, or motives to someone based on their actions.

Non-Behavioral: "She was trying to annoy me."
Behavioral: "She repeatedly tapped her pen on the table while I was talking."

The first statement assumes intent. We can't know for sure what her intention was. The second describes the action itself, leaving room for multiple interpretations.

2. Generalizations and Labels

These are broad statements that categorize someone's behavior without providing specific details.

Non-Behavioral: "He's always disruptive."
Behavioral: "He shouted out answers without raising his hand three times during the lesson."

The first is a generalization. It doesn't tell us how he's disruptive. The second provides concrete examples of specific actions.

3. Evaluations and Judgments

These descriptions express an opinion or value judgment about the behavior.

Non-Behavioral: "That was a stupid thing to do."
Behavioral: "He walked into the street without looking."

The first is a judgment. It expresses a negative opinion. The second describes the action without assigning value to it.

4. Personality Traits

Describing someone using personality traits is not behavioral because traits are inferred, not observed directly.

Non-Behavioral: "She is lazy."
Behavioral: "She did not complete her assigned tasks for the week."

"Lazy" is a trait. We infer it based on observed behaviors. The second statement describes a specific lack of action.

5. Vague and Imprecise Language

Using words that lack specificity makes it difficult to understand exactly what happened.

Non-Behavioral: "He acted inappropriately."
Behavioral: "He made a loud, sexually suggestive comment to a colleague."

"Inappropriately" is vague. The second provides a clear and specific example of the behavior.

6. Outcomes Rather Than Actions

Focusing on the result of an action rather than the action itself can be misleading.

Non-Behavioral: "She failed the test."
Behavioral: "She did not answer half of the questions on the test."

The first describes the outcome. The second focuses on what she did (or didn't do) during the test.

Examples in Action: Spotting the Difference

Let's put your newfound knowledge to the test with a few more examples:

Scenario 1: A Child Throwing a Tantrum

Non-Behavioral: "He's being manipulative." (Interpretation)
Non-Behavioral: "He's a spoiled brat." (Judgment & Label)
Non-Behavioral: "He's having a bad day." (Assumption)
Behavioral: "He is lying on the floor, kicking his legs, and screaming."

Scenario 2: A Colleague Missing a Deadline

Non-Behavioral: "She's irresponsible." (Personality Trait)
Non-Behavioral: "She doesn't care about her work." (Interpretation)
Non-Behavioral: "She messed up the project." (Outcome)
Behavioral: "She did not submit the report by the agreed-upon deadline of 5 PM on Friday."

Scenario 3: A Student Daydreaming in Class

Non-Behavioral: "He's not paying attention." (Interpretation)
Non-Behavioral: "He's bored." (Assumption)
Non-Behavioral: "He's a bad student." (Judgment & Label)
Behavioral: "He is looking out the window and not making eye contact with the teacher."

The Art of Behavioral Description: A Step-by-Step Guide

Now that you know what not to do, let's explore how to craft effective behavioral descriptions:

Observe Carefully: Pay close attention to the details of the action. Use your senses!
Record Immediately: Memories can be unreliable. Write down what you see as soon as possible.
Focus on Verbs: Verbs describe actions. Use them!
Be Specific: Avoid vague terms. Use precise language.
Avoid Adjectives and Adverbs That Imply Judgment: Choose words that describe the action itself, not your opinion of it.
Stick to the Facts: Resist the urge to interpret or explain.
Imagine You're a Video Camera: Record what you see without adding commentary.
Ask Yourself: "Could someone else observe the same thing and describe it similarly?" If the answer is yes, you're on the right track.
Consider the Context: While you shouldn't interpret, noting the surrounding circumstances can provide valuable information without adding your own spin. For example, "He slammed the door after receiving a phone call" is more informative than just "He slammed the door."

Beyond the Basics: Advanced Considerations

While the principles outlined above are fundamental, there are some nuances to consider as you become more proficient in behavioral description:

Antecedents and Consequences: Describing what happened before (antecedents) and after (consequences) the behavior can provide a more complete picture. However, be careful to describe these objectively as well.
- Example: "The teacher asked him to stop talking (antecedent). He then swore at the teacher (behavior). The teacher sent him to the principal's office (consequence)."
Frequency, Duration, and Intensity: Quantifying the behavior can be helpful.
- Frequency: "She interrupted the conversation five times in ten minutes."
- Duration: "He cried for twenty minutes."
- Intensity: "He spoke in a loud voice, banging his fist on the table." (Note: "loud" can be subjective, but in this context, it describes the volume of his voice, not your judgment of it).
Operational Definitions: For research or clinical purposes, you may need to create operational definitions. This involves defining a behavior in very specific, measurable terms.
- Example: "Aggression" might be operationally defined as "any instance of hitting, kicking, biting, or scratching another person."

The Importance of Self-Awareness

Our own biases and experiences inevitably influence how we perceive and describe the world. To become a more accurate observer, it's essential to be aware of your own potential biases. Ask yourself:

What are my assumptions about this person or situation?
Am I letting my emotions cloud my judgment?
Am I using labels or generalizations?
Am I focusing on what I think is happening, rather than what I see?

By acknowledging your own biases, you can consciously work to minimize their impact on your descriptions.

Behavioral Descriptions in a Digital Age

In today's world, much of our interaction happens online. Describing online behavior presents unique challenges. It's important to apply the same principles of objectivity and specificity, even when dealing with text-based or virtual interactions.

Non-Behavioral: "He's being a troll."
Behavioral: "He posted three comments containing insults and personal attacks on the forum."
Non-Behavioral: "She's always online."
Behavioral: "She has posted to social media at least 10 times per day for the past week."

Common Pitfalls to Avoid

Even with a solid understanding of the principles, it's easy to fall into common traps. Here are some pitfalls to watch out for:

Mind-Reading: Assuming you know what someone is thinking or feeling.
Overgeneralization: Using words like "always," "never," "everyone," or "no one."
Emotional Language: Using words that express your own feelings about the behavior.
Moral Judgments: Imposing your own values or beliefs on the behavior.
Cultural Bias: Interpreting behavior based on your own cultural norms, without considering the individual's cultural background.

Conclusion: Mastering the Art of Observation

The ability to provide accurate and objective behavioral descriptions is a valuable skill with far-reaching implications. By focusing on observable actions, avoiding interpretations and judgments, and being mindful of your own biases, you can significantly improve your understanding of human behavior. This, in turn, can lead to more effective communication, interventions, and relationships in all areas of your life. So, embrace the art of observation, and start describing the world as it is, not as you think it is.