is defined as a change in the environment that follow a worker’s behavior which increases the likelihood the behavior will continue to be exhibited in the future. Consequences interventions in OBM play a primary role in maintaining behavior, and are seen as the one of the most important aspects of OBM. In OBM, feedback is a common and successful intervention method used in organizational settings. A study in 2012 found that feedback was the research of interest in over 70% of studies published in JOBM. This is due to the various types of feedback delivery which can be tailored to the organization and its goals in addition to having numerous research articles which provide empirical evidence of its effectiveness. Such types include feedback on individual performance, group performance, previous individual performance, previous group performance, and different group’s performance. Regardless of the which consequence intervention used, an important element of the OBM intervention involves using one of the principles of ABA known as reinforcement. This is due to the fact that when a behavior is reinforced, it is likely to continue to be exhibited in similar conditions to which the behavior was reinforced. Behaviors which will be reinforced it determined by the organizational setting and its goals. Management Scientific management OBM might be seen as one of the distant branches of scientific management, originally inspired by Taylor. The principal difference between scientific management and OBM might be on the conceptual underpinnings: OBM is based on B.F. Skinner's science of human behavior. Because different people behave differently in the same situation, studies from multiple disciplines using multiple research methods create confusion, hindering a unified concept of organizational behavior. Quality management The parallel between OBM tools and the process and procedures common to the so-called Quality Movement (SPC, Deming, Quality Circles, ISO, etc.) was documented by Wikoff in his ISPI Article of the Year, the quality movement meets performance technology. Relationship with industrial and organizational psychology While OBM and industrial and organizational (IO) psychology both take place in organizational setting, the two areas differ in ways such as theoretical basis, areas of interest/research, research methods, and publication of research. IO is seen as its own field and is described as the scientific study of working and applying the science to the workplace to address issues of relevance on the individual and organizational level, many of which use on self-report. OBM is seen as