Moho Flashcards
The Beginning
•Published in 1980 in a series of articles.
•Created to
▫provide a deeper understanding of the role of occupation in health and illness
▫Unify the OT profession
▫Guide practice
•Most widely used conceptual model
What is MOHO?
What is MOHO?
Conceptual Model that:
•Seeks to explain how occupation is motivated, patterned, and performed
•Views human beings as dynamic systems that continually change and adapt in response to their environment and to enable their participation
MOHO Focus
MOHO Focus
The extent to which clients can participate in life occupations and achieve a state of positive adaptation:
- Motivation for occupation
- Patterns in occupation
- Nature of skilled performance
- Significance of environment on occupation
Recognizes that factors beyond motor, cognitive, and sensory impairments impede occupational performance:
•Barriers posed by the physical and social environment
•Difficulties in choosing and finding meaning in occupations
•The challenge of maintaining positive involvement in life roles and routines
Philosophical Assumptions
- “Occupation…work and play… are a central aspect of the human experience”
- “Engagement in occupation promotes the health of the society and the individual and its absence promotes illness and dysfunction”
Main Concepts of MOHO
Main Concepts of MOHO
•Person
•Environment
•Dimensions of Doing
Person
Person
Process by which people are motivated toward and choose what activities they do
Composed of three elements:
•Volition
•Habituation
•Performance Capacity
Volition
Volition
•How and why people
are motivated toward
occupation
•Includes:
- Personal Causation
- Values
- InterestsHabituation
Habituation
•How actions are organized into patterns and routines
•Includes Habits and Roles
Habits: automatic and learned behaviors
Roles: effect our self identity
Performance Capacity
Performance Capacity
•Underlying physical and mental abilities and how they are used and experienced in performance
Mind/brain/body performance
- Musculoskeletal
- Neurological
- Cardiopulmonary
- Symbolic
Environment
Environment
•Occupation results from interaction of the a person’s inner characteristics with the external environment
•Includes all physical, social, cultural, economic, and political features within a person’s context that influence the motivation, organization, and performance of occupation
Types of environments
Physical Environment
•Natural environment
•Built environment
Social Environment
•Social Groups
•Occupational Forms
- things that are available to do in any social context
Three Dimensions of Doing
Three Dimensions of Doing
•Occupational participation- engaging in desired work, play, or ADL’s
•Occupational performance doing a task related to participation in major life area
•Occupational Skills- goal directed actions used for occupational performance
Occupational identity
Occupational identity- created over time by what people do, the cumulative sense of who they are
Occupational competence
Occupational competence- the degree to which people are able to sustain a pattern of doing that enacts occupational identity
Occupational adaptation
Occupational adaptation- entails the creation of occupational identity and the ability to enact this identity in a variety of circumstances
Dimensions of Occupational Engagement
Dimensions of Occupational Engagement
- Choose/Decide,
- Commit,
- Explore,
- Identify,
- Negotiate,
- Plan
- Practice
- Re-examine
- Sustain
Application of MOHO
Application of MOHO
•Occupational Therapy seen as a process in which practitioners support client engagement in occupation in order to shape their:
- abilities
- routine ways of doing things
- thoughts and feelings about themselves
Case examples, articles, texts, and manuals available for applying MOHO to practice
•Over 20 assessments have been developed to use in conjunction with MOHO
6 steps of therapeutic Reasoning
6 steps of therapeutic Reasoning
•1. Generating questions about client
•2. Gathering information on and with client
•3. Create an explanation of the client’s situation
•4. Generating goals and strategies
•5. Implementing and monitoring therapy
•6. Determining outcomes
Theoretical Principles
Theoretical Principles
•Each individual is broken into three subsystems (volition, habituation & mind-brain-body performance) that motivate, organize and make possible the performance of occupation
- The volition subsystem arises from a need for action and is composed of personal causation, values and interests. This subsystem anticipates, chooses, experiences, and interprets occupational behavior
- Occupational behavior demonstrates a pattern that is influenced by one’s habituation subsystem; this subsystem is composed of habits and internalized roles
- Occupational performance is composed of motor, process, and communication/ interaction skills, which emerge from the interaction of one’s mind-brain-body performance subsystem with the environment
- The environment , both social and physical environment, shape occupational behavior
Occupational participation
Occupational participation- engaging in desired work, play, or ADL’s
Occupational performance
Occupational performance doing a task related to participation in major life area
Occupational Skills
Occupational Skills- goal directed actions used for occupational performance
assessments used
Case examples, articles, texts, and manuals available for applying MOHO to practice
Over 20 assessments have been developed to use in conjunction with MOHO
