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Occupation & Vocation > Midterm > Flashcards

Midterm Flashcards

1
Q
  • Means of providing a financial or other source of reward to support our daily existence and help us to meet our need for food and shelter
  • Area of occupation encompassing an enormous number and wide variety of individual occupations
A

Work

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2
Q

Key drivers of change in work industry

A

Aging population, evolving technologies, increasing racial diversity and immigration

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3
Q

Includes work skills and patterns, time management, relationship with coworkers/managers/customers, creation, production and distribution of products and services, initiation, sustainment and completion of work, compliance with work norms and procedures

A

Job performance

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4
Q

Determining community causes, organizations, or opportunities for unpaid “work” in relationship to personal skills, interests, location, and time available

A

Volunteer exploration

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5
Q

Performing unpaid “work” activities for the benefit of identified selected causes, organizations, or facilities

A

Volunteer participation

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6
Q

Focus of legislation was federal funding for state vocational education programs

A

1917 Smith-Hughes Act

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7
Q

Focus of legislation emphasized that vocational rehabilitation of persons with disabilities is a social responsibility and provided permanent authorization of the federal Vocational Rehabilitation Program

A

1935 Social Security Act

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8
Q

Focus of legislation expanded the VR program, including emotionally and disturbed and intellectually disabled, began physical restoration services, authorized separate blind agencies to administer VR program, and required states to submit a written state plan to the federal government

A

1943 Barden-LaFollette Act

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9
Q

Expanded services to a broader population of rehabilitation clients and provided federal funds to help construct new rehabilitation centers and workshops

A

1965 Vocational Rehabilitation Act Amendements

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10
Q

Established the priority to serve persons with severe disabilities. Established title VI civil rights protection for people with disabilities, including section 504, which prohibits discrimination against otherwise qualified persons with disabilities in any program or activity receiving federal funds

A

1973 Rehabilitation Act

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11
Q

Authorized special cash payments and continued medicaid eligibility for individuals who receive supplemental security income benefits but nonetheless engage in gainful activity

A

1980 Social Security Act Ammendments

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12
Q

Broadened the act’s purposes, including rehabilitation engineering and supported employment services, and emphasizing services for persons with severe disabilities and individualized service planning. Specified that states must plan for individuals making the transition from school to work

A

1986 Rehabilitation Act Amendments

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13
Q

Provided a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities, including titles on employment, public services, public accommodations, telecommunications, and miscellaneous provisions

A

1990 Americans with Disabilities Act

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14
Q

Improve support services to students with disabilities, especially in the areas of transition and assistive technology. Placement in the least restrictive environment emphasized

A

1990 IDEA

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15
Q

Reversed many US Supreme Court decisions that restricted the protections in employment discrimination cases and authorized compensatory and punitive damages under title V of the Rehabilitation Act and title I of the ADA

A

1994 School-to-Work Opportunities Act

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16
Q

improved HC access to millions of Americans by guaranteeing that private health insurance is available, portable, and renewable and limited pre-existing condition exclusions

A

HIPAA

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17
Q

Consolidated several employment and training programs including the rehabilitation act into statewide systems of workforce development partnerships.

A

1998 Workforce Investment Act

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18
Q

Established the ticket to work and self-sufficiency program to provide SSDI and SSI beneficiaries with a ticket they can use to obtain vocational rehabilitation services, and other support services from an employent network of their choice

A

1999 Ticket to Work and Incentives Improvement Act

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19
Q

Rejected strict interpretation of the definition of disability, prohibited the consideration of mitigating measures such as medication, prosthetics, and AT in determining whether an individual has a disability, reasonable accommodations in the work place

A

2008 Americans with Disabilities Amendments Act (ADAAA)

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20
Q

Providing individual intervention and indirect consultation to prevent injuries at the workplace through job analysis, workplace redesign, and employee education in proper body mechanics and safety

A

Injury prevention

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21
Q

Assessment of a potential employee’s capacities to determine if the individual is capable of performing essential job duties

A

Pre-employment screening

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22
Q

Protective settings that provide employment opportunities for people with disabilities and.or those from disadvantaged backgrounds, such as ethnic minority groups, the long-term employed, and those returning to the workforce after a period of rehabilitation

A

Sheltered workshops

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23
Q

Provision of job coaching, employment counseling, skills training, and other supportive services to a worker who is employed in a competitive paid position

A

Supported employment

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24
Q

Designing work systems and environments by applying theory, principles, data, and methods in order to optimize human well-being and overall system performance

A

Ergonomic assessment and intervention

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25
Q

Preparing students to leave the school setting and enter employment and community living as part of services mandated under IDEA

A

Transition planning in school settings

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26
Q

Promote a healthy balance of the mind, body, and spirit to result in an overall feeling of well-being. Focused on enabling people to increase control over and improve health

A

Wellness and health promotion

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27
Q

Intervention, including exercise and work simulation, focused on increasing an individual’s biomechanical, neuromuscular, cardiovascular, behavioral, and vocational functioning

A

Work hardening and work conditioning

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28
Q

The process of assessing, planning, facilitating, and advocating for options and services to meet an individual’s health needs through communication and available resources to promote quality cost-effective outcomes

A

Case management

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29
Q

Services provided at a variety of community and nonprofit organizations, including prevocational training, skills training, development of work habits, resume, interview preparation

A

Community-based organizations

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30
Q

Piaget’s 4 stages in cognitive development

A

Sensorimotor, preoperational, concrete operational, formal operational

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31
Q

A composite sense of who one is and wishes to become as an occupational being generated from one’s history of occupational participation

A

Occupational Identity

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32
Q

The incorporation of a socially and/or personally defined status and a related cluster of attitudes and behaviors

A

Internalized role

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33
Q

The degree to which one sustains a pattern of occupational participation that reflects one’s identity

A

Occupational Competence

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34
Q

Patterns of thoughts and feelings about oneself as an actor in one’s world that occur as one anticipates, chooses, experiences, and interprets what one does

A

Volition

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35
Q

Internalized readiness to exhibit consistent patterns of behavior guided by habits and roles and fitted to the characteristics of routine temporal, physical, and social environments

A

Habituation

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36
Q

The ability to do things provided by the status of underlying objective physical and mental components and corresponding subjective experience

A

Performance capacity

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37
Q

Particular physical and social features of the specific context in which one performs an activity that impacts what one does and how it is done

A

Environment

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38
Q

Refers to the goals or rewards people seek through their work

A

Work values

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39
Q

4 types of work values

A

Intrinsic, extrinsic, social, power values

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40
Q

Values of personal growth, autonomy, interest, and creativity

A

Intrinsic values

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41
Q

Values of pay and security

A

Extrinsic value

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42
Q

Value of contacting people and contribution to society

A

Social value

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43
Q

Values of prestige, authority, and influence

A

Power value

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44
Q

The principle that all people are equal and deserve equal rights and opportunities

A

egalitarianism

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45
Q

The exchange of rewards on the basis of personal needs such as love, service, or status

A

Particularism

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46
Q

Individualism or collectivism? Self-expression

A

Individualism

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47
Q

Individualism or collectivism? Communicating dissatisfaction with services

A

Individualism

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48
Q

Individualism or collectivism? Assertiveness

A

Individualism

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49
Q

Individualism or collectivism? Self-advocacy and self-realization

A

Individualism

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50
Q

Individualism or collectivism? Individual’s existence is inseparable from family and community

A

Collectivism

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51
Q

Individualism or collectivism? Holding a different view of services than views of a family unit or community

A

Individualism

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52
Q

Individualism or collectivism? Self-interests are sacrificed for those of the family or larger group

A

Collectivism

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53
Q

Individualism or collectivism? Focus is on the individual’s unique set of talents and potential

A

Individualism

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54
Q

Individualism or collectivism? Group activities are dominant

A

Collectivism

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55
Q

Individualism or collectivism? Individual may not accept transportation and work outside his or her community

A

Collectivism

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56
Q

Individualism or collectivism? Supports to achieve self-sufficiency are not welcomed

A

Collectivism

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57
Q

Integrated pattern of behaviors, norms, and rules shared by a group and involving their beliefs, values, expectations, worldviews, communication, common history, and institutions

A

Culture

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58
Q

Having the capacity to function properly

A

Competence

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59
Q

HC system that acknowledges and incorporates at all levels the importance of culture, cross-culture relations, vigilance toward the dynamics that result from cultural differences, the expansion of knowledge, and adaptation of services to meet culturally diverse needs

A

Culturally competent

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60
Q

Self-examination of cultural and professional background

A

Cultural awareness

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61
Q

Process of seeking and obtaining a sound educational foundation about diverse cultural and ethnic groups

A

Cultural knowledge

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62
Q

Ability to collect relevant cultural data regarding the client’s presenting problem as well as accurately performing a culturally-based assessment

A

Cultural skill

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63
Q

Process that encourages the healthcare provider to directly engage in cross-cultural interactions with clients from culturally diverse backgrounds

A

Cultural encounters

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64
Q

Motivation of the HC provider to want rather than to have to engage in the process of becoming culturally aware, culturally knowledgeable, culturally skillful, and familiar with cultural encounters

A

Cultural desires

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65
Q

Openness to examination of assumptions and beliefs and the possibility of personal change

A

Qualities of the therapist

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66
Q

Intervention planning and implementation should consider cultural norms of clients and their social groups, such as socially acceptable and expected behavior, customs and traditions, and personal factors such as work ethic, gender, age, race, and religion

A

Awareness of the sociocultural environment

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67
Q

The individual’s personal schema, societal roles, and expectations of therapy should guide the OT assessment, and the practitioner considers the client’s attitudes toward work, leisure, and productive occupation

A

Individual focus in assessment

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68
Q

The value and importance of specific work and other occupations to clients and their social groups are considered along with cultural norms in choosing what activities to include in intervention

A

Analysis of activities

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69
Q

Focusing on the functional ability gives the therapist a cultural advantage in choosing appropriate theory and models to guide intervention. Goal setting should be culturally sensitive and reflect the priorities of the client

A

Approaches to treatment

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70
Q

Attitudes, policies, practices, and structures that are destructive to a cultural group

A

Cultural destructiveness

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71
Q

Lack of capacity to respond effectively to culturally and linguistically diverse groups

A

Cultural incapacity

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72
Q

All people are viewed as the same, little value placed on training, encourage assimilation

A

Cultural blindness

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73
Q

Commitment to human and civil rights, hiring practices that support a diverse workforce, no clear plan for achieving organizational cultural competence

A

Cultural precompetence

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74
Q

Mission statement, implementation of specific policies and procedures, maintain diverse workforce, dedicate resources for competence

A

Cultural competency (business)

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75
Q

Employ staff and consultants to liaise with consumers with expertise in cultural competency standards, actively pursue resource development, advocate with and on behalf of populations who are traditionally underserved

A

Cultural proficiency

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76
Q

Tend to emphasize factual, logical communication, emotions assume a secondary role to logic and facts

A

Low-context communication

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77
Q

Many contextual elements help people understand the rules for communication, much is taken for granted, draws on physical aspects as well as time and situation in which the communication takes place.

A

High-context communication

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78
Q

Non-verbal communication AKA

A

paralinguistics

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79
Q

High or low context culture? Metaphors and reading between lines

A

High

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80
Q

High or low context culture? Simple, clear messages

A

Low

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81
Q

High or low context culture? Much nonverbal communication

A

High

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82
Q

High or low context culture? More focus on verbal communication than body language

A

Low

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83
Q

Includes conceptual practice models developed in the domain of the field and reflects the nature, purpose, and value of occupational therapy knowledge

A

Occupational therapy knowledge

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84
Q

Includes theories, concepts, and techniques developed from other fields but also incorporated into OT practice

A

Related knowledge

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85
Q

Structures behavior into the recurrent patterns that make up the routines and rhythms of every day life

A

Habituation

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86
Q

An individual’s underlying ability to do things, determined by the status of physical and mental cognitive components involved in work

A

Performance capacity

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87
Q

A composite sense of who one is and wishes to become as an occupational being generated from one’s history of occupational participation

A

Occupational identity

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88
Q

The beliefs of what is expected for the worker to be effective at the workplace- MOHO

A

Personal causation

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89
Q

What the worker sees as good or important in his or her job and about himself or herself as a worker- MOHO

A

Values

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90
Q

Enjoyment the worker finds inside and outside of employment- MOHO

A

Interests

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91
Q

How the individual sees himself or herself as a worker, student, son or daughter etc. MOHO

A

Roles

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92
Q

Routines and use of time both at and away from the workplace- MOHO

A

Habits

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93
Q

Study of humans, objects, or machines and the interactions among them

A

Ergonomics

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94
Q

Any object, machine, or activity in which the worker must engage and the context in which they function

A

Systems

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95
Q

Determined by maximizing use of the skeletal system, minimizing joint and muscular stress, so that the lines of action flow through noncompressible structures

A

Center of gravity

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96
Q

With good posture, the ____ is aligned over the _____

A

Gravitation pull over base of support (p.307)

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97
Q

There are increased MSDs when forces are applied ____________

A

Outside a joint’s center of gravity

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98
Q

Measurements, sizes, and proportions of the human body

A

Anthropometrics

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99
Q

Standard light intensity for normal activities and intense activities (studying)

A

200-750 lux, 1000 lux

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100
Q

Best position to sit with sunny window

A

90 degree angle away from window

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101
Q

Occurs when occasional or constant contact occurs between a hard surface and a part of the human body, such as the wrists, elbows, fingers, thighs, feet. Can restrict blood flow, hinder nerve, tendon, or muscle function, and break down soft tissue over long periods of time

A

Contact stress

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102
Q

Organizational design structure that allows flexibility in the physical work environment

A

Macroergonomics

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103
Q

Detailed approach to the application of human anatomy and physiology, body mechanics, disease management, and psychosocial factors as they interact in an occupational environment.

A

Ergokinesis

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104
Q

______________ are sued for standardized measurements such as sink height, cabinet height, door width

A

Antropometrics

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105
Q

Sound of any kind, often considered loud and unexpected, unpleasant to the ears

A

Noise

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106
Q

Noise should not exceed ____ decibels

A

85

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107
Q

At under ____ decibels, intermittent sounds can cause significant distraction

A

30

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108
Q

Rare

A

0-4% of day or 0-23 minutes in 8 hour day

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109
Q

Occasional

A

5-33% of day or 24 mins to 2 ⅔ hours in 8 hour day

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110
Q

Frequent

A

34-66% of day or 2 ⅔ hours to 5 ½ hours of 8 hour day

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111
Q

Constant

A

67-100% or 5 ½ to 8 hours in 8 hour work day

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112
Q

Tasks that involve lifting, lowering, carrying, pushing, and pulling

A

Materials-handling

113
Q

Tasks that involve repetitive movements not associated with materials-andling

A

Nonmaterials-handling

114
Q

Types of nonmaterials-handling

A

Repetitive hand movements, reaching, bending, stooping, squatting, crouching

115
Q

Title I ADA

A

Employment practices

116
Q

Title II ADA

A

Public accommodations- state and local transportation

117
Q

Title III ADA

A

Public accommodations- commercial facilities

118
Q

Title IV ADA

A

Telecommunications

119
Q

Title V ADA

A

Miscellaneous Provisions

120
Q

Employers are not allowed to make employment decisions based on sex, race, or religion

A

Title VII of Civil Rights Act (1978)

121
Q

Requires fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, national origin, sex, marital status, age, or disabling condition

A

Civil Service Reform Act of 1978

122
Q

Prohibits sex discrimination on the basis of childbirth, pregnancy, or other related medical conditions

A

Pregnancy Discrimination Act of 1978

123
Q

The Pregnancy Discrimination Act of 1978 requires job testing NOT be gender biased, give example

A

Men and women must have same requirements, discriminatory to have different lifting requirements between men and women, more appropriate to use criterion-referenced assessments for employment decisions

124
Q

Protects individuals 40 years of age and older from employment discrimination

A

Age Discrimination Employment Act of 1967

125
Q

Precursor to the ADA

A

Section 501 of the Rehabilitation Act of 1973

126
Q

Prevents employment discrimination of individuals with disabilities by federal agencies and programs receiving federal funding, precursor

A

Section 501 of the Rehabilitation Act of 1973

127
Q

New law that prohibits discrimination by health insurers and employers based on individuals’ genetic information. Ex: genetic testing can be done to determine if at risk for breast cancer and/or a family’s genetic history

A

Genetic Information Nondiscrimination Act of 2008 (GINA)

128
Q

Equal employment for veterans with disabilities

A

Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)

129
Q

Prohibits employment discrimination against a person on the basis of past military service, current military obligations, or intent to serve

A

Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA)

130
Q

Requires expanded job opportunities for veterans and disabled veterans

A

Veterans Education and Employment Program Amendments of 1991

131
Q

Establish minimum wage, youth employment standards, and wages for workers with disabilities

A

Fair Labor Standards Act of 1938 (FLSA(

132
Q

The FLSA establishes _______ years as the minimum age for employment based on job standards and hours

A

18

133
Q

Per the FLSA, minors ages _____ to _____ may work an unrestricted number of hours in non-hazardous jobs

A

16 to 17

134
Q

Minors ages ____ to _____ may work outside school hours in non-hazardous jobs in retail, food, and gasoline service. Work hours limited to no more than 3 hours on a school day, 18 hours in a school week, 8 hours on non-school day or 40 hours in non-school week

A

14, 15

135
Q

Can those with disabilities be paid less?

A

Yes. Must be approved by US Department of Labors’s Wage and Hour Division. Special minimum wage based on the productivity of the individual worker as compared to experienced workers who do not have disabilities to perform essentially the same type, quality, and quantity of work in the same geographic area.

136
Q

Provides individuals with up to 12 weeks of medical leave in a 12 month period for serious health conditions of the employee or a member of his/her immediate family. Immediate family includes spouse, child, and parent.

A

Family and Medical Leave Act (FMLA)

137
Q

United States’ basic health insurance program for 65+

A

Medicare

138
Q

HC program for those with low income and limited resources, state-administered

A

Medicaid

139
Q

Entitles individuals who lose their health benefits to chose to continue group health benefits provided by their group health plan for for limited periods of time under certain circumstances such as voluntary/involuntary job loss, death, divorce, transition between jobs, and other life events

A

Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)

140
Q

The nation’s primary source of occupational information, contains info on hundreds of standardized jobs

A

O*NET

141
Q

The Occupational Safety and Health Act of 1970 (OSH Act) created what 2 programs?

A

Occupational Safety and Health Administration (OSHA) and the National Institute of Occupational Safety and Health (NIOSH)

142
Q

Under US Department of Labor, responsible for developing and enforcing workplace safety and health regulations

A

OSHA

143
Q

Federal agency responsible for conducting search and making recommendations for the prevention of work-related injury and illness

A

NIOSH

144
Q

Part of CDC and Prevention

A

NIOSH

145
Q

Oversees the creation and use of thousands of voluntary consensus standards to assure the safety and health of consumers, employers, and and the environment. Oversees accreditation programs that asses conformance to standards

A

American National Standards Institute (ANSI)

146
Q

The ability to selectively focus on stimuli, includes our ability to shift what we are focusing on and even at times divide our focus between different stimuli

A

Attention

147
Q

Ability to respond to an auditory, visual, or tactile stimulus. Lowest level of attention

A

Focused attention

148
Q

Type of attention in which employee’s phone rings and employee turns to phone

A

Focused attention

149
Q

Attention types from lowest to highest

A

Focused attention, sustained attention, selective attention, alternating attention, divided attention

150
Q

Ability to maintain behavioral response during activity

A

Sustained attention

151
Q

Type of attention in ability to complete a budget task over a period of time

A

Sustained attention

152
Q

Capacity to maintain a behavior or focus in the face of competing stimuli

A

Selective attention

153
Q

Type of attention in ability to complete a budget task over time with people talking nearby

A

Selective attention

154
Q

Capacity to shift focus of attention and move between multiple tasks having different cognitive requirements

A

Alternating attention

155
Q

Type of attention displayed when able to work on budgeting task and also stop to answer phone when it rings and then go back to task

A

Alternating attention

156
Q

Highest level of attention, ability to respond simultaneously to multiple tasks

A

Divided attention

157
Q

Type of attention displayed in ability to answer phone while simultaneously working on budgeting task

A

Divided attention

158
Q

The process by which we encode, store, and retrieve information

A

Memory

159
Q

2 types of overall memory

A

LTM, STM

160
Q

LTM divided into?

A

Declarative (explicit) memory and non-declarative (implicit) memory

161
Q

Declarative (explicit) memory divided into?

A

Semantic memory, prospective memory, episodic memory

162
Q

Non-declarative (implicit) memory divided into?

A

Procedural memory, sensitization/habituation (amplify/diminish), perceptual priming

163
Q

Memory that can be consciously recalled

A

Declarative (explicit) memeory

164
Q

General knowledge and facts about the world

A

Semantic memory

165
Q

Recollection of the personal past

A

Episodic memory

166
Q

Memory for future events/appointments

A

Prospective memory

167
Q

Memory that can not be consciously recalled

A

Non-declarative (implicit)

168
Q

Memory involving skills and motor learning

A

Procedural memory

169
Q

Memory involving identification of objects

A

Perceptual Priming

170
Q

Memory involving amplification or diminution of a behavioral response after a repeated stimulus

A

Sensitization/habituation

171
Q

2 types of ergonomic approaches

A

Marcoergonomics, microergonomics

172
Q

Organizational design structure that allows flexibility in the physical work environment. This flexibility emphasizes the connection between the individual and the interrelationship of social, physical, and technical factors. It is complex, multifaceted, time intensive, and utilized by many professions

A

Macroergonomics

173
Q

Marcroergonomics involves what type of approach?

A

Systems approach

174
Q

5 macroergonomics subsytems

A

Organizational, technological, personnel/management, environmental, and cultural subsystems

175
Q

An approach to ergonomics with a focus on the individual (person, department, job) and the human factor interaction with the work environment

A

Microergonomics

176
Q

Limited in scope and factors analyzed, less time intensive, can be a “starting point” to identify larger ergonomic issues, sometimes “quick fix”

A

Microergonomics

177
Q

Ergokinesis focuses on what?

A

Client factors, modification and accommodation, individual behavior and modification

178
Q

Benefits of ergonomics

A

Health and safety, quality of work life, operational benefits

179
Q

Accessible for all

A

Universal design

180
Q

Design suitable across lifespan

A

Lifespan design

181
Q

3 types of design in ergonomics

A

Universal, lifespan, user centered/ user-based

182
Q

How much risk should be controlled in job design?

A

80%

183
Q

5 things to consider in tool and equipment design

A

Ease of use, accuracy of tools, visibility, size and fore, location (reach)

184
Q

________ act as extension of the hand

A

Tools

185
Q

Heaviest a hand tool should be

A

9 pounds

186
Q

If standing, where should precision work be done?

A

Above waist height

187
Q

If standing, where should light lifting be done?

A

waist height

188
Q

If standing, where should heavy lifting be done?

A

Below waist height

189
Q

When lifting, loads should be where?

A

Close to body

190
Q

Add ________ for unstable loads

A

Handles, ex: mattress

191
Q

When lifting, maintain what position?

A

Slight lumbar lordosis

192
Q

On an uneven surface (ex: driveway), face what?

A

The slope. So, if one driveway with 2 people and heavy object, do not go side to side downward, go with one person back and one forward

193
Q

Legs straight, bend in lower back to pick up light load

A

Stoop lift

194
Q

Used for heavy loads, legs shoulder width apart, bend knees all the way down and keep back straight

A

Squat lift

195
Q

Lift used for heavy loads, legs shoulder width apart, bend partially in knees but not all the way to ground, keep back straight

A

Semi-squat lift

196
Q

Mix of multiple lifting methods

A

Freestyle lift

197
Q

Lift bending then extending knees just before lifting, process of bending 1 knee at a time in lounge-like position, then extending and standing

A

Trunk kinetic lift

198
Q

Load comes closer to body just before initial acceleration

A

Load Kinetic Lift

199
Q

Optimal height for pushing and pulling

A

Waist height

200
Q

Optimal foot placement in pushing/pulling

A

If pushing, dominant foot in front. If pulling, dominant foot steps back first. Always lead with dominant foot

201
Q

Sitting causes _____-____ PSI force, doubles with legs crossed

A

85-100

202
Q

If using chair back in sitting, _____ of body weight transferred to seat back

A

2/3

203
Q

Recommended chair options

A

5 point base, water fall edge, sufficient cushion, armrests at appropriate height, foot rest, lumbar support

204
Q

The science of measurement of the human body, used to make ergonomic recommendations

A

Anthropometry

205
Q

Anthropometric guidelines

A

Don’t design for the average, design for the extremes, design for the range, design for adjustability

206
Q

A sphere around the worker that can be touched without moving

A

Reach

207
Q

Reaching above shoulder height

A

Vertical reach

208
Q

Reaching at tabletop height with elbow extended

A

Horizontal reach

209
Q

Reaching 10-15 degrees below horizontal view

A

Visual reach

210
Q

Space needed to allows free passage of a body part

A

Clearance

211
Q

Height clearance

A

Vertical clearance

212
Q

Width clearance

A

horizontal clearance

213
Q

Sliding hand in and out of something and having space

A

Hand clearance

214
Q

A group of related activities and duties

A

Job

215
Q

The different duties and responsibilities performed by only one employee

A

Position

216
Q

A systematic process for collecting data about work activities, equipment, context and KSAO statements

A

Job analysis

217
Q

KSAO

A

knowledge, skills, abilities, and other

218
Q

Identification of hazards

A

Risk identification

219
Q

When do you re-do a job analysis?

A

Addition of new tasks, deletion of tasks, organizational change, at least every two years

220
Q

Extreme bending or twisting of back, shoulders, and wrists. Caused by inadequate workspace poor hand tool design, and manual lifting

A

Non-neutral postures

221
Q

Sustained duration or pressures can lead to what?

A

Decreasd blood flow to contracted muscles

222
Q

Requirement for all tasks including arriving to work on the correctly scheduled day, at the correct time. The ability to follow a schedule and complete duties

A

Orientation

223
Q

Requirement to maintain an active physical and cognitive state for a majority of tasks

A

Level of arousal

224
Q

The awareness that something that is being done has been done before

A

Recognition

225
Q

Mental process leading to the selection of a course of action involving simple concrete matters

A

Simple decision making

226
Q

Mental process leading to the selection of a course of action involving multiple factors

A

Complex decision making

227
Q

3 components of light

A

Illumination, reflectance, flicker

228
Q

Normal lux levels

A

200-750

229
Q

Computer use only lux levels

A

300-500

230
Q

Computer and paper lux levels

A

500-700

231
Q

Paper only lux levels

A

750-1000

232
Q

Small assembly lux levels

A

1000 plus

233
Q

________ is objective and measurable, ________________ is subjective and less controlled

A

Sound, noise

234
Q

Quiet conversation decibels

A

25

235
Q

Comfortable sound level decibels

A

40-60

236
Q

Noisy restaurant decibels

A

70

237
Q

OSHA requires PPE at what decibel level?

A

85

238
Q

Hand-arm syndrome AKA

A

Raynaud’s syndrome

239
Q

A condition in which some areas of the body feel numb and cool in certain circumstances. Vibration from pneumatic hand tools disrupt the blood flow causing damage to blood vessels in the fingers and nerves of the wrist

A

Raynaud’s syndrome

240
Q

May be permanent damage, bone and cartilage degeneration, digestive and reproductive system disorders, nervous system disturbances, chronic back pain, sciatic pain

A

Whole body sydnrome

241
Q

Color known to be warm, cheerful, pleasing

A

Yellow

242
Q

Color known to be cool, protective, calming, depressing

A

Blue

243
Q

Color known to be neutral, calming

A

Grey

244
Q

Color known to be stimulating, exciting

A

Red

245
Q

10 pound max with frequent lifting/carrying under 10 pounds

A

Sedentary work

246
Q

20 pound max with frequent lifting/carrying of 10 pounds

A

Light work

247
Q

30 pound max with frequent lifting/carrying of 20 punds

A

Light-medium work

248
Q

50 pound max with frequent lifting/carrying of 30 pounds

A

Medium work

249
Q

75 pound max with frequent lifting/carrying of 50 pounds of less

A

Light-heavy work

250
Q

100 pounds max

A

Heavy work

251
Q

How someone adheres to and maintains exact levels of performance to attain specified standards, measured as success or failure

A

Role performance

252
Q

The expectations of how a person is to behave in interpersonal sitautions

A

Social conduct

253
Q

Bodily or mental tension resulting from factors that tend to alter equilibrium

A

Stress

254
Q

The 1917 Vocational Act is now what?

A

Workforce Investment Act

255
Q

The Workforce Investment Act is a federal act that “provides workforce investment activities, through statewide and local workforce investment systems, that increase the employment, retention, and earnings of participants, and increase occupational skill attainment by participants, and, as a result, improve the quality of the workforce, reduce welfare dependency, and enhance the productivity and competitiveness of the Nation.

A

Workforce Investment Act

256
Q

Intended to increase work value, quality of work force, enhances competition an decreases dependency, allows people to provide for themselves

A

Workforce Investment Act

257
Q

4 things can’t ask at job interview

A

Kids, married, where from, disability

258
Q

Percentage of essential job functions

A

20% on regular basis, not just in one given day

259
Q

Percentage of marginal job functions

A

10% on regular basis, not just in one given day

260
Q

Form of insurance providing wage replacement and medical benefits to employees injured in the course of employment in exchange for mandatory relinquishment of the employee’s right to sue their employer for the tort of negligence. More than 5 days off from injury

A

Workmans compensation

261
Q

Federal income supplement program funded by general tax revenues (not Social Security taxes): Supplemental income for those 62 and older

A

Social Security (SSI)

262
Q

Supplemental income for those with disability over age of 18 and unable to work

A

SSDI

263
Q

OSHA division

A

Department of Labor

264
Q

OSHA mission

A

creating and enforcing regulations

265
Q

NIOSH division

A

Department of health and human services

266
Q

Mission of NIOSH

A

Research, information, education, and training

267
Q

Common goals of OSHA and NIOSH

A

Worker safety and health

268
Q

OSHA Act applies to who?

A

All employers except self-employed farms that employ only immediate family, and areas monitored by other federal agencies (ex: DOT)

269
Q

Who uses ONET?

A

Career counselors, human resource workers, vocational rehab specialists, job seekers

270
Q

A resource through the office of disability employment policy to facilitate employment and retention of workers with disabilities

A

Job Accommodation Network (JAN)

271
Q

Medically based best practice guidelines used by physician offices, businesses, and insurance

A

Official Disability Guidelines (ODG)

272
Q

Expression of the core values that are shared by a majority of the organization’s members

A

Dominant culture

273
Q

Mini cultures within an organization, typically defined by department, designations, or geographic separation

A

Sub-cultures

274
Q

Can be by-product of poor work culture, employers must prevent this from causing serious damage to health and healthiness of organization

A

Organizational Stress

275
Q

Unwelcome verbal or physical conduct based on race, color, religion, sex, national origin, age, or disability

A

Workplace harassment

276
Q

Type 1 workplace violence

A

Violent acts by criminals

277
Q

Type 2 workplace violence

A

Violence directed at employees by customers

278
Q

Type 3 workplace violence

A

Violence against coworkers

279
Q

Type 4 workplace violence

A

Violence committed in the workplace by a non-employee with connection to an employee

Occupation & Vocation (2 decks)

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