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OT-TFO > Model of Human Occupation > Flashcards

Model of Human Occupation Flashcards

1
Q

covers the holistic picture of a client

A

model of human occupation

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2
Q

proponent of moho

A

dr. gary wayne kielhofner (1949-2010)

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3
Q

1980

A

moho was first published

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4
Q

became interested in occupational therapy based on his own experience

A

dr. gary wayne kielhofner (1949-2010)

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5
Q

conceptual model defined as a set of evolving theoretical arguments that are used in practice and are tested through research

A

moho

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6
Q
  • 4 major components
  • most evidence-based
  • occupation focused
  • client-centered OT conceptual practice
A

conceptual practice of moho in focused

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7
Q
  • person factor
  • environment
  • occupational adaptation
  • complexity of occupation
A

4 major components

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8
Q
  • volition
  • habituation
  • performance capacity
A

person factor

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9
Q

motivation

A

volition

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10
Q

habits and roles

A

habituation

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11
Q

current status of client

A

performance capacity

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12
Q

other term for occupational adaptation

A

occupational performance

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13
Q
  • motivation for occupation
  • nature of skilled performance
  • routine patterning of occupation
  • influence of environment on occupation
A

moho addresses

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14
Q

to participate, motivation should be targeted; tap on client’s motivation

A

motivation for occupation

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15
Q

motor, process, social skills

A

nature of skilled performance

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16
Q
  1. embracing the complexity of the occupation
  2. components of the person
  3. environment influences performance
  4. understanding occupational performance
A

fundamental conceptual ideas of moho

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17
Q

dynamic system (human system) to produce system

A

embracing the complexity of the occupation

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18
Q

must understand the flow of this system to understand the person

A

dynamic system

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19
Q

environment influences or hinders which plays a vital role in performing occupation

A

dynamic and context dependent

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20
Q

facilitates or inhibits performance

A

environment (dynamic and context dependent; embracing the complexity of the occupation)

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21
Q

performance patterns

A

self-organization (embracing the complexity of the occupation)

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22
Q

for a person to achieve occupational performance, they must be able to organize the performance skills to perform

A

performance patterns (self-organization; embracing the complexity of the occupation)

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23
Q

result of motivation, patterns, performance capacity, and environmental influences

A

embracing the complexity of the occupation

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24
Q
  • volition
  • habituation
  • performance capacity
A

components of the person

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25
Q

motivation in choosing and performing

A

volition

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26
Q
  • personal causation
  • values
  • interests
A

volition

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27
Q

thoughts and feelings about one’s capacities and effectiveness that each of us have as we do everyday activities

A

personal causation (volition)

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28
Q

you know you are good/excel at it = high motivation

A

personal causation (volition)

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29
Q

you participate in the task because you know you are good at it

A

personal causation (volition)

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30
Q

beliefs and commitment about what we do

A

values (volition)

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31
Q

this activity is good, right, and important

A

values (volition)

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32
Q

feeling of attraction based on the anticipation of a positive experience in doing an occupation

A

interests (volition)

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33
Q

hearing good feedback from other people, thus increasing interest

A

interests (volition)

34
Q

organization of actions

A

habituation

35
Q

aims to make it regular and consistent

A

habituation

36
Q
  • habits
  • roles
A

habituation

37
Q

subconscious/automatic

A

habits (habituation)

38
Q

identity and sense of obligation that goes along with the identity

A

roles (habituation)

39
Q

“i have to perform well”

A

obligation that goes along with identity (roles; habituation)

40
Q
  • habits
  • roles
A

performance patterns

41
Q

how mental and physical abilities used to experience the task/activity

A

performance capacity

42
Q

have to analyze client factors:
- musculoskeletal
- neurological
- cardiopulmonary
- other body functions

A

performance capacity

43
Q

see if environment facilitates participation to client

A

environment influences performance

44
Q
  • skills
  • occupational performance
  • occupational participation
  • occupational identity and occupational competence
  • occupational adaptation
A

understanding occupational performance (the actual doing)

45
Q

to have skills, _______ must be present

A

person factors (volition, habituation, performance capacity)

46
Q

skills are refined through ______

A

person factors (volition, habituation, performance capacity)

47
Q

to perform, one must have the ______

A

skills needed for the occupation (refined)

48
Q

once the occupation is performed, one can ________

A

participate (you know you how to perform and you know you have the set of skills)

49
Q

participation can achieve _____ and _____

A

occupational identity and occupational competence

50
Q

you see that you are good; because of social environment (feedback), _____ is formed

A

occupational identity

51
Q

married to occupational identity

A

occupational competence

52
Q

you want to do better to instill the occupational identity

A

occupational competence

53
Q

______ can be achieved through occupational identity and competence

A

occupational adaptation

54
Q

be able to perform, whatever the context is, without difficulties and independently

A

occupational adaptation

55
Q
  1. humans are biologically mandated to be active beings
  2. situation and condition within the environment will greatly affects the person’s motivation
  3. human is an open-system that can be changed and developed through interaction
  4. competence is the ability to put into action what the person regards as meaningful
  5. occupation in heterarchical
A

theoretical bases of moho

56
Q

humans are designed to perform occupation

A

humans are biologically mandated to be active beings

57
Q

ex: impairment of performance capacity can affect a client’s volition

A

situation and condition within the environment will greatly affects the person’s motivation

58
Q

person, input, output, and feedback should work together (interacting)

A

occupation in heterarchical

59
Q

when he or she can choose, organize, and perform occupations that are personally meaningful

60
Q
  • exploration
  • achievement
  • competence
A

clients must be able to achieve (function)

61
Q

inability to perform occupations, an interruption in role performance, and an inability to meet role responsibilites

A

dysfunction

62
Q
  • helplessness
  • incompetence
  • inefficacy
A

what clients feel (dysfunction)

63
Q
  1. input
  2. person
  3. skilled action/occupational performance
  4. environment
A

concepts of moho

64
Q
  • input
  • person factor
  • output
  • feedback
A

the human open system

65
Q

not linear/hierarchy

A

the human open system

66
Q

environmental inputs perceived by senses

67
Q

uses performance skills

68
Q

social/personal

69
Q
  1. use data to find out about the client from the viewpoint of an outsider looking in
  2. client the data to help the client understand how their personal perception and subjective views affects their occupational performance actions
A

evaluation process using moho

70
Q

therapist can gather data through

A

structured and unstructured assessment

71
Q
  • performance capacity
  • habituation
  • volition
A

evaluate all parts of the entire human system

72
Q
  • assessment of communication and interaction skills (ACIS)
  • assessment of motor and process skills (AMPS)
A

non-standardized/observational assessment

73
Q
  • modified interest checklist
  • role checklist
A

self-report assessment

74
Q
  • occupational performance history interview, version 2 (OPHI-II)
  • occupational circumstances assessment interview and rating scales
  • work role interview
A

standardized assessment

75
Q

modified by Scafa and developed by Kielhofner and Naville

A

modified interest checklist

76
Q

designed for psychiatric patient but can be used for physical dysfunction

A

modified interest checklist

77
Q

used to assess the interest of the client

A

modified interest checklist

78
Q

can provide task that is interesting/meaningful to them which can be used for preparatory/purposeful task

A

modified interest checklist

79
Q

developed by Kielhofner, Oakley, and Barries

A

role checklist

80
Q

assess the habituation and volition components of human system

A

role checklist

81
Q

the aim of the intervention is to enhance the open system cycle so that it will yield to a competent and adaptive performance

A

intervention guidelines

82
Q
  1. generating questions about the client
  2. gathering information on and with the client
  3. using information gathered to create an explanation of the client’s situation
  4. generating goals and strategies for therapy
  5. implementing and monitoring therapy
  6. determining outcomes of therapy
A

6 steps of therapeutic reasoning

OT-TFO (1 decks)

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