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
2
Q
Key drivers of change in work industry
A
Aging population, evolving technologies, increasing racial diversity and immigration
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
4
Q
Determining community causes, organizations, or opportunities for unpaid “work” in relationship to personal skills, interests, location, and time available
A
Volunteer exploration
5
Q
Performing unpaid “work” activities for the benefit of identified selected causes, organizations, or facilities
A
Volunteer participation
6
Q
Focus of legislation was federal funding for state vocational education programs
A
1917 Smith-Hughes Act
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
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
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
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
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
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
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
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
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
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
17
Q
Consolidated several employment and training programs including the rehabilitation act into statewide systems of workforce development partnerships.
A
1998 Workforce Investment Act
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
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)
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
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
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
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
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
25
Preparing students to leave the school setting and enter employment and community living as part of services mandated under IDEA
Transition planning in school settings
26
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
Wellness and health promotion
27
Intervention, including exercise and work simulation, focused on increasing an individual's biomechanical, neuromuscular, cardiovascular, behavioral, and vocational functioning
Work hardening and work conditioning
28
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
Case management
29
Services provided at a variety of community and nonprofit organizations, including prevocational training, skills training, development of work habits, resume, interview preparation
Community-based organizations
30
Piaget's 4 stages in cognitive development
Sensorimotor, preoperational, concrete operational, formal operational
31
A composite sense of who one is and wishes to become as an occupational being generated from one's history of occupational participation
Occupational Identity
32
The incorporation of a socially and/or personally defined status and a related cluster of attitudes and behaviors
Internalized role
33
The degree to which one sustains a pattern of occupational participation that reflects one's identity
Occupational Competence
34
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
Volition
35
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
Habituation
36
The ability to do things provided by the status of underlying objective physical and mental components and corresponding subjective experience
Performance capacity
37
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
Environment
38
Refers to the goals or rewards people seek through their work
Work values
39
4 types of work values
Intrinsic, extrinsic, social, power values
40
Values of personal growth, autonomy, interest, and creativity
Intrinsic values
41
Values of pay and security
Extrinsic value
42
Value of contacting people and contribution to society
Social value
43
Values of prestige, authority, and influence
Power value
44
The principle that all people are equal and deserve equal rights and opportunities
egalitarianism
45
The exchange of rewards on the basis of personal needs such as love, service, or status
Particularism
46
Individualism or collectivism? Self-expression
Individualism
47
Individualism or collectivism? Communicating dissatisfaction with services
Individualism
48
Individualism or collectivism? Assertiveness
Individualism
49
Individualism or collectivism? Self-advocacy and self-realization
Individualism
50
Individualism or collectivism? Individual's existence is inseparable from family and community
Collectivism
51
Individualism or collectivism? Holding a different view of services than views of a family unit or community
Individualism
52
Individualism or collectivism? Self-interests are sacrificed for those of the family or larger group
Collectivism
53
Individualism or collectivism? Focus is on the individual's unique set of talents and potential
Individualism
54
Individualism or collectivism? Group activities are dominant
Collectivism
55
Individualism or collectivism? Individual may not accept transportation and work outside his or her community
Collectivism
56
Individualism or collectivism? Supports to achieve self-sufficiency are not welcomed
Collectivism
57
Integrated pattern of behaviors, norms, and rules shared by a group and involving their beliefs, values, expectations, worldviews, communication, common history, and institutions
Culture
58
Having the capacity to function properly
Competence
59
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
Culturally competent
60
Self-examination of cultural and professional background
Cultural awareness
61
Process of seeking and obtaining a sound educational foundation about diverse cultural and ethnic groups
Cultural knowledge
62
Ability to collect relevant cultural data regarding the client's presenting problem as well as accurately performing a culturally-based assessment
Cultural skill
63
Process that encourages the healthcare provider to directly engage in cross-cultural interactions with clients from culturally diverse backgrounds
Cultural encounters
64
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
Cultural desires
65
Openness to examination of assumptions and beliefs and the possibility of personal change
Qualities of the therapist
66
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
Awareness of the sociocultural environment
67
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
Individual focus in assessment
68
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
Analysis of activities
69
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
Approaches to treatment
70
Attitudes, policies, practices, and structures that are destructive to a cultural group
Cultural destructiveness
71
Lack of capacity to respond effectively to culturally and linguistically diverse groups
Cultural incapacity
72
All people are viewed as the same, little value placed on training, encourage assimilation
Cultural blindness
73
Commitment to human and civil rights, hiring practices that support a diverse workforce, no clear plan for achieving organizational cultural competence
Cultural precompetence
74
Mission statement, implementation of specific policies and procedures, maintain diverse workforce, dedicate resources for competence
Cultural competency (business)
75
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
Cultural proficiency
76
Tend to emphasize factual, logical communication, emotions assume a secondary role to logic and facts
Low-context communication
77
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.
High-context communication
78
Non-verbal communication AKA
paralinguistics
79
High or low context culture? Metaphors and reading between lines
High
80
High or low context culture? Simple, clear messages
Low
81
High or low context culture? Much nonverbal communication
High
82
High or low context culture? More focus on verbal communication than body language
Low
83
Includes conceptual practice models developed in the domain of the field and reflects the nature, purpose, and value of occupational therapy knowledge
Occupational therapy knowledge
84
Includes theories, concepts, and techniques developed from other fields but also incorporated into OT practice
Related knowledge
85
Structures behavior into the recurrent patterns that make up the routines and rhythms of every day life
Habituation
86
An individual's underlying ability to do things, determined by the status of physical and mental cognitive components involved in work
Performance capacity
87
A composite sense of who one is and wishes to become as an occupational being generated from one's history of occupational participation
Occupational identity
88
The beliefs of what is expected for the worker to be effective at the workplace- MOHO
Personal causation
89
What the worker sees as good or important in his or her job and about himself or herself as a worker- MOHO
Values
90
Enjoyment the worker finds inside and outside of employment- MOHO
Interests
91
How the individual sees himself or herself as a worker, student, son or daughter etc. MOHO
Roles
92
Routines and use of time both at and away from the workplace- MOHO
Habits
93
Study of humans, objects, or machines and the interactions among them
Ergonomics
94
Any object, machine, or activity in which the worker must engage and the context in which they function
Systems
95
Determined by maximizing use of the skeletal system, minimizing joint and muscular stress, so that the lines of action flow through noncompressible structures
Center of gravity
96
With good posture, the ____ is aligned over the _____
Gravitation pull over base of support (p.307)
97
There are increased MSDs when forces are applied ____________
Outside a joint's center of gravity
98
Measurements, sizes, and proportions of the human body
Anthropometrics
99
Standard light intensity for normal activities and intense activities (studying)
200-750 lux, 1000 lux
100
Best position to sit with sunny window
90 degree angle away from window
101
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
Contact stress
102
Organizational design structure that allows flexibility in the physical work environment
Macroergonomics
103
Detailed approach to the application of human anatomy and physiology, body mechanics, disease management, and psychosocial factors as they interact in an occupational environment.
Ergokinesis
104
______________ are sued for standardized measurements such as sink height, cabinet height, door width
Antropometrics
105
Sound of any kind, often considered loud and unexpected, unpleasant to the ears
Noise
106
Noise should not exceed ____ decibels
85
107
At under ____ decibels, intermittent sounds can cause significant distraction
30
108
Rare
0-4% of day or 0-23 minutes in 8 hour day
109
Occasional
5-33% of day or 24 mins to 2 ⅔ hours in 8 hour day
110
Frequent
34-66% of day or 2 ⅔ hours to 5 ½ hours of 8 hour day
111
Constant
67-100% or 5 ½ to 8 hours in 8 hour work day
112
Tasks that involve lifting, lowering, carrying, pushing, and pulling
Materials-handling
113
Tasks that involve repetitive movements not associated with materials-andling
Nonmaterials-handling
114
Types of nonmaterials-handling
Repetitive hand movements, reaching, bending, stooping, squatting, crouching
115
Title I ADA
Employment practices
116
Title II ADA
Public accommodations- state and local transportation
117
Title III ADA
Public accommodations- commercial facilities
118
Title IV ADA
Telecommunications
119
Title V ADA
Miscellaneous Provisions
120
Employers are not allowed to make employment decisions based on sex, race, or religion
Title VII of Civil Rights Act (1978)
121
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
Civil Service Reform Act of 1978
122
Prohibits sex discrimination on the basis of childbirth, pregnancy, or other related medical conditions
Pregnancy Discrimination Act of 1978
123
The Pregnancy Discrimination Act of 1978 requires job testing NOT be gender biased, give example
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
Protects individuals 40 years of age and older from employment discrimination
Age Discrimination Employment Act of 1967
125
Precursor to the ADA
Section 501 of the Rehabilitation Act of 1973
126
Prevents employment discrimination of individuals with disabilities by federal agencies and programs receiving federal funding, precursor
Section 501 of the Rehabilitation Act of 1973
127
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
Genetic Information Nondiscrimination Act of 2008 (GINA)
128
Equal employment for veterans with disabilities
Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)
129
Prohibits employment discrimination against a person on the basis of past military service, current military obligations, or intent to serve
Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA)
130
Requires expanded job opportunities for veterans and disabled veterans
Veterans Education and Employment Program Amendments of 1991
131
Establish minimum wage, youth employment standards, and wages for workers with disabilities
Fair Labor Standards Act of 1938 (FLSA(
132
The FLSA establishes _______ years as the minimum age for employment based on job standards and hours
18
133
Per the FLSA, minors ages _____ to _____ may work an unrestricted number of hours in non-hazardous jobs
16 to 17
134
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
14, 15
135
Can those with disabilities be paid less?
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
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.
Family and Medical Leave Act (FMLA)
137
United States' basic health insurance program for 65+
Medicare
138
HC program for those with low income and limited resources, state-administered
Medicaid
139
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
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
140
The nation's primary source of occupational information, contains info on hundreds of standardized jobs
O*NET
141
The Occupational Safety and Health Act of 1970 (OSH Act) created what 2 programs?
Occupational Safety and Health Administration (OSHA) and the National Institute of Occupational Safety and Health (NIOSH)
142
Under US Department of Labor, responsible for developing and enforcing workplace safety and health regulations
OSHA
143
Federal agency responsible for conducting search and making recommendations for the prevention of work-related injury and illness
NIOSH
144
Part of CDC and Prevention
NIOSH
145
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
American National Standards Institute (ANSI)
146
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
Attention
147
Ability to respond to an auditory, visual, or tactile stimulus. Lowest level of attention
Focused attention
148
Type of attention in which employee's phone rings and employee turns to phone
Focused attention
149
Attention types from lowest to highest
Focused attention, sustained attention, selective attention, alternating attention, divided attention
150
Ability to maintain behavioral response during activity
Sustained attention
151
Type of attention in ability to complete a budget task over a period of time
Sustained attention
152
Capacity to maintain a behavior or focus in the face of competing stimuli
Selective attention
153
Type of attention in ability to complete a budget task over time with people talking nearby
Selective attention
154
Capacity to shift focus of attention and move between multiple tasks having different cognitive requirements
Alternating attention
155
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
Alternating attention
156
Highest level of attention, ability to respond simultaneously to multiple tasks
Divided attention
157
Type of attention displayed in ability to answer phone while simultaneously working on budgeting task
Divided attention
158
The process by which we encode, store, and retrieve information
Memory
159
2 types of overall memory
LTM, STM
160
LTM divided into?
Declarative (explicit) memory and non-declarative (implicit) memory
161
Declarative (explicit) memory divided into?
Semantic memory, prospective memory, episodic memory
162
Non-declarative (implicit) memory divided into?
Procedural memory, sensitization/habituation (amplify/diminish), perceptual priming
163
Memory that can be consciously recalled
Declarative (explicit) memeory
164
General knowledge and facts about the world
Semantic memory
165
Recollection of the personal past
Episodic memory
166
Memory for future events/appointments
Prospective memory
167
Memory that can not be consciously recalled
Non-declarative (implicit)
168
Memory involving skills and motor learning
Procedural memory
169
Memory involving identification of objects
Perceptual Priming
170
Memory involving amplification or diminution of a behavioral response after a repeated stimulus
Sensitization/habituation
171
2 types of ergonomic approaches
Marcoergonomics, microergonomics
172
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
Macroergonomics
173
Marcroergonomics involves what type of approach?
Systems approach
174
5 macroergonomics subsytems
Organizational, technological, personnel/management, environmental, and cultural subsystems
175
An approach to ergonomics with a focus on the individual (person, department, job) and the human factor interaction with the work environment
Microergonomics
176
Limited in scope and factors analyzed, less time intensive, can be a "starting point" to identify larger ergonomic issues, sometimes "quick fix"
Microergonomics
177
Ergokinesis focuses on what?
Client factors, modification and accommodation, individual behavior and modification
178
Benefits of ergonomics
Health and safety, quality of work life, operational benefits
179
Accessible for all
Universal design
180
Design suitable across lifespan
Lifespan design
181
3 types of design in ergonomics
Universal, lifespan, user centered/ user-based
182
How much risk should be controlled in job design?
80%
183
5 things to consider in tool and equipment design
Ease of use, accuracy of tools, visibility, size and fore, location (reach)
184
________ act as extension of the hand
Tools
185
Heaviest a hand tool should be
9 pounds
186
If standing, where should precision work be done?
Above waist height
187
If standing, where should light lifting be done?
waist height
188
If standing, where should heavy lifting be done?
Below waist height
189
When lifting, loads should be where?
Close to body
190
Add ________ for unstable loads
Handles, ex: mattress
191
When lifting, maintain what position?
Slight lumbar lordosis
192
On an uneven surface (ex: driveway), face what?
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
Legs straight, bend in lower back to pick up light load
Stoop lift
194
Used for heavy loads, legs shoulder width apart, bend knees all the way down and keep back straight
Squat lift
195
Lift used for heavy loads, legs shoulder width apart, bend partially in knees but not all the way to ground, keep back straight
Semi-squat lift
196
Mix of multiple lifting methods
Freestyle lift
197
Lift bending then extending knees just before lifting, process of bending 1 knee at a time in lounge-like position, then extending and standing
Trunk kinetic lift
198
Load comes closer to body just before initial acceleration
Load Kinetic Lift
199
Optimal height for pushing and pulling
Waist height
200
Optimal foot placement in pushing/pulling
If pushing, dominant foot in front. If pulling, dominant foot steps back first. Always lead with dominant foot
201
Sitting causes _____-____ PSI force, doubles with legs crossed
85-100
202
If using chair back in sitting, _____ of body weight transferred to seat back
2/3
203
Recommended chair options
5 point base, water fall edge, sufficient cushion, armrests at appropriate height, foot rest, lumbar support
204
The science of measurement of the human body, used to make ergonomic recommendations
Anthropometry
205
Anthropometric guidelines
Don't design for the average, design for the extremes, design for the range, design for adjustability
206
A sphere around the worker that can be touched without moving
Reach
207
Reaching above shoulder height
Vertical reach
208
Reaching at tabletop height with elbow extended
Horizontal reach
209
Reaching 10-15 degrees below horizontal view
Visual reach
210
Space needed to allows free passage of a body part
Clearance
211
Height clearance
Vertical clearance
212
Width clearance
horizontal clearance
213
Sliding hand in and out of something and having space
Hand clearance
214
A group of related activities and duties
Job
215
The different duties and responsibilities performed by only one employee
Position
216
A systematic process for collecting data about work activities, equipment, context and KSAO statements
Job analysis
217
KSAO
knowledge, skills, abilities, and other
218
Identification of hazards
Risk identification
219
When do you re-do a job analysis?
Addition of new tasks, deletion of tasks, organizational change, at least every two years
220
Extreme bending or twisting of back, shoulders, and wrists. Caused by inadequate workspace poor hand tool design, and manual lifting
Non-neutral postures
221
Sustained duration or pressures can lead to what?
Decreasd blood flow to contracted muscles
222
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
Orientation
223
Requirement to maintain an active physical and cognitive state for a majority of tasks
Level of arousal
224
The awareness that something that is being done has been done before
Recognition
225
Mental process leading to the selection of a course of action involving simple concrete matters
Simple decision making
226
Mental process leading to the selection of a course of action involving multiple factors
Complex decision making
227
3 components of light
Illumination, reflectance, flicker
228
Normal lux levels
200-750
229
Computer use only lux levels
300-500
230
Computer and paper lux levels
500-700
231
Paper only lux levels
750-1000
232
Small assembly lux levels
1000 plus
233
________ is objective and measurable, ________________ is subjective and less controlled
Sound, noise
234
Quiet conversation decibels
25
235
Comfortable sound level decibels
40-60
236
Noisy restaurant decibels
70
237
OSHA requires PPE at what decibel level?
85
238
Hand-arm syndrome AKA
Raynaud's syndrome
239
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
Raynaud's syndrome
240
May be permanent damage, bone and cartilage degeneration, digestive and reproductive system disorders, nervous system disturbances, chronic back pain, sciatic pain
Whole body sydnrome
241
Color known to be warm, cheerful, pleasing
Yellow
242
Color known to be cool, protective, calming, depressing
Blue
243
Color known to be neutral, calming
Grey
244
Color known to be stimulating, exciting
Red
245
10 pound max with frequent lifting/carrying under 10 pounds
Sedentary work
246
20 pound max with frequent lifting/carrying of 10 pounds
Light work
247
30 pound max with frequent lifting/carrying of 20 punds
Light-medium work
248
50 pound max with frequent lifting/carrying of 30 pounds
Medium work
249
75 pound max with frequent lifting/carrying of 50 pounds of less
Light-heavy work
250
100 pounds max
Heavy work
251
How someone adheres to and maintains exact levels of performance to attain specified standards, measured as success or failure
Role performance
252
The expectations of how a person is to behave in interpersonal sitautions
Social conduct
253
Bodily or mental tension resulting from factors that tend to alter equilibrium
Stress
254
The 1917 Vocational Act is now what?
Workforce Investment Act
255
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.
Workforce Investment Act
256
Intended to increase work value, quality of work force, enhances competition an decreases dependency, allows people to provide for themselves
Workforce Investment Act
257
4 things can't ask at job interview
Kids, married, where from, disability
258
Percentage of essential job functions
20% on regular basis, not just in one given day
259
Percentage of marginal job functions
10% on regular basis, not just in one given day
260
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
Workmans compensation
261
Federal income supplement program funded by general tax revenues (not Social Security taxes): Supplemental income for those 62 and older
Social Security (SSI)
262
Supplemental income for those with disability over age of 18 and unable to work
SSDI
263
OSHA division
Department of Labor
264
OSHA mission
creating and enforcing regulations
265
NIOSH division
Department of health and human services
266
Mission of NIOSH
Research, information, education, and training
267
Common goals of OSHA and NIOSH
Worker safety and health
268
OSHA Act applies to who?
All employers except self-employed farms that employ only immediate family, and areas monitored by other federal agencies (ex: DOT)
269
Who uses ONET?
Career counselors, human resource workers, vocational rehab specialists, job seekers
270
A resource through the office of disability employment policy to facilitate employment and retention of workers with disabilities
Job Accommodation Network (JAN)
271
Medically based best practice guidelines used by physician offices, businesses, and insurance
Official Disability Guidelines (ODG)
272
Expression of the core values that are shared by a majority of the organization's members
Dominant culture
273
Mini cultures within an organization, typically defined by department, designations, or geographic separation
Sub-cultures
274
Can be by-product of poor work culture, employers must prevent this from causing serious damage to health and healthiness of organization
Organizational Stress
275
Unwelcome verbal or physical conduct based on race, color, religion, sex, national origin, age, or disability
Workplace harassment
276
Type 1 workplace violence
Violent acts by criminals
277
Type 2 workplace violence
Violence directed at employees by customers
278
Type 3 workplace violence
Violence against coworkers
279
Type 4 workplace violence
Violence committed in the workplace by a non-employee with connection to an employee
