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foundations of OT practice > wk 3/4/5 > Flashcards

wk 3/4/5 Flashcards

1
Q

what does the CMOP-E stand for?

A

Canadian model of occupational performance and engagement

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2
Q

when was the occupational performance model developed?

A

1980’s

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3
Q

what was the OPM developed in response to?

A

the need for articulating the conceptual foundations, processes and outcomes of OT, position profession beyond medical model

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4
Q

what was the OPM based on?

A

human occupations model by Reed and Sanderson

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5
Q

when was the CMOP-E introduced?

A

1997

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6
Q

what was the CMOP-E developed with the intent for?

A

portray the interaction resulting in occupational performance

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7
Q

what did the CMOP bring that to the OPM?

A

presented new three dimensional image of triangle and two larger concentric circles that emphasises the dynamic interactions of person, enviro, occupation

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8
Q

what did the CMOP aim to specify?

A

the core constructs of the profession and to envision health, well-being and justice through occupation

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9
Q

what does the CMOP stand for?

A

Canadian Model of Occupational Performance

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10
Q

when was 1the CMOP-E introduced?

A

2007

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11
Q

how does the CMOP-E expand on the CMOP?

A

clarifying that the concern of OT can extend to situations where occupation, person, enviro interact

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12
Q

what are the features of occupation on the CMOP-E?

A
  • basic human need
  • health determinant
  • source of meaning/purpose, choice/control and balance/satisfaction
  • organise time, materials and generating income
  • descriptor of human behaviour
  • therapeutic
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13
Q

what are the characteristics of occupation?

A
  • who
  • what
  • where
  • when
  • how
  • why
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14
Q

what is why as an occupational characteristic?

A

health, well-being and justice

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15
Q

what is how as an occupational characteristic?

A

occupational development and change

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16
Q

what are examples of how as a characteristic of occupation?

A
  • occupational development
  • occupational transitions
  • occupational loss
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17
Q

what is what as an occupational characteristic?

A

the occupation (self-care, leisure, productivity)

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18
Q

what is where as an occupational characteristic?

A

the physical, social, cultural and institutional enviro

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19
Q

what is when as an occupational characteristic?

A

the temporal enviro

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20
Q

what are examples of when (temporal enviro) as an occupational characteristic?

A

-occupational pattern/balance

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21
Q

what is who as an occupational characteristic?

A

the person

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22
Q

what are the different types of enviro?

A
  • physical
  • social
  • institutional
  • cultural
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23
Q

what are types of change?

A
  • gradual
  • predictable
  • sudden
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24
Q

what are the three levels of occupational development?

A
  • micro-occupational development
  • meso-occupational
  • macro-occupational
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25
Q

what is micro-occupational development?

A

developing occupational competence

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26
Q

what is meso-occupational development?

A

developing occupational repertoire

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27
Q

what is macro-occupational development?

A

developing occupations

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28
Q

how do limitations of a person affect on the function-dysfunction continuum?

A

decreased performance

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29
Q

what is the function-dysfunction continuum?

A

change in one component= change in another

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30
Q

how does an unsupportive enviro affect on the function-dysfunction continuum?

A

decreased performance

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31
Q

how do limitations with occupational opportunities affect on the function-dysfunction continuum?

A

limited occupational engagement

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32
Q

how does a harmonious relationship between components affect on the function-dysfunction continuum?

A

optimal occupational performance

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33
Q

how are personal factors cause occupational performance dysfunction?

A

developmental delay or acquired impairment

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34
Q

what are occupational factors cause occupational performance dysfunction?

A

such becoming obsolete in the face of new technology

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35
Q

what is the OP process?

A
  • naming, prioritising OP issues
  • select theoretical approach
  • identify OP components and enviro conditions
  • identify strengths and resources
  • negotiate target outcomes
  • implement plan
  • evaluate outcomes
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36
Q

what are some implications for practice?

A
  • can be used across age groups
  • promotes client-centredness
  • multicultural
  • congruent with ICF
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37
Q

what does CPPF stand for?

A

Canadian Practice Process Framework

38
Q

what are the 8 action points of the CPPF?

A
  1. enter/initiate
  2. set the stage
  3. assess/evaluate
  4. agree on objectives and plan
  5. implementation of plan
  6. monitor and modify
  7. evaluate the outcome
  8. conclude and exit
39
Q

what occurs during the enter/initiate stage of the CPPF?

A
  • first contact
  • decide whether practice continues
  • rapport building
  • clarify OT
40
Q

what occurs during the set the stage stage of the CPPF?

A
  • understand values, beliefs, assumptions and desires
  • negotiate
  • discuss expectations
  • identify OP issues and goals
41
Q

what occurs during the assess/evaluate stage of the CPPF?

A
  • assess occupational status
  • draw upon theories, models etc.
  • identify factors within PEO
  • consult and clarify
  • formulate recommendations
42
Q

what occurs during the agree on objectives and plan stage of the CPPF?

A
  • prioritise goals
  • power sharing
  • encourage participation in discussion and action
43
Q

what occurs during the implement plan stage of the CPPF?

A
  • power sharing
  • engage
  • document
  • use appropriate frames reference
44
Q

what occurs during the monitor and modify stage of the CPPF?

A
  • consult, collaborate, advocate, educate and engage

- ongoing formative evaluation, to redesign or adapt to progress

45
Q

what occurs during the evaluate outcome stage of the CPPF?

A
  • re-assess

- compare pre to post

46
Q

what occurs during the conclude/exit stage of the CPPF?

A
  • depends on assessment findings
  • decision made to end or re-enter process
  • document and disseminate info
47
Q

what does CMCE stand for?

A

Canadian Model of Client-centred enablement

48
Q

what does the CMCE enable?

A

people to choose, organise and perform occupations they find useful and meaningful

49
Q

what are types of clients?

A
  • individuals
  • families
  • groups
  • communities
  • organisations
  • populations
50
Q

what principles does the client-centred approach align with?

A
  • choice
  • risk
  • responsibility
  • client participation
  • change
  • justice
  • power sharing
  • hope
51
Q

what are the enablement skills of the CMCE?

A
  • adapt
  • advocate
  • coach
  • collaborate
  • coordinate
  • design/build
  • educate
  • engage
  • specialise
52
Q

what does the enablement skill of adapt involve?

A

altering an occupation or enviro to make a just right challenge

53
Q

what does the enablement skill of advocate involve?

A

to plead, argue and speaking favour of, and to act with or for people. Championing a cause to those with power to make change

54
Q

what are examples of the enablement skill adapt?

A

breaking down task, selecting different enviro

55
Q

what does the enablement skill of coach involve?

A

an ongoing partnership that encourages client to reflect and discover motivation in desired occupations

56
Q

what does the enablement skill of collaborative involve?

A

involves power sharing, working with people towards common end

57
Q

what does the enablement skill of consult involve?

A

to exchange views, brainstorm with clients, families, team members, government and non-gov groups

58
Q

what does the enablement skill of coordinate involve?

A

involves harmonising, synthesising and combining info, people, services and supports

59
Q

what does the enablement skill of design/build involve?

A

formulate plan, to devise or form a strategy

60
Q

what does the enablement skill of educate involve?

A

involves client, learn through doing

engage client, their perspectives, choices and decisions

61
Q

what does the enablement skill of specialise involve?

A
  • use of specific techniques

- the composite of skills that contributes to OT’s role as an expert in enabling occupation

62
Q

what are examples of the enablement skill advocate?

A
  • policy change
  • program proposal
  • encouraging those with disabilities to speak for themselves
63
Q

what are examples of the enablement skill coach?

A
  • listening
  • encouraging
  • mentoring
64
Q

what are examples of the enablement skill collborative?

A

negotiating to decide upon meaningful OT goals

65
Q

what are examples of the enablement skill consult?

A

case reviews

66
Q

what are examples of the enablement skill coordinate?

A

linking people with resources such as housing, education and health

67
Q

what are examples of the enablement skill design/build?

A
  • creating splint
  • accessible buildings
  • institutional settings
68
Q

what are examples of the enablement skill educate?

A
  • student fieldwork

- e-health

69
Q

what are examples of the enablement skill engage?

A

engaging disinterested, uninvolved or disconnected

70
Q

what are examples of the enablement skill specialise?

A
  • ergonomics
  • group therapy
  • sensory integration
  • fall prevention
71
Q

what are 7 principles of enablement skills?

A
  1. evolve to clients needs and context
  2. employ combo of skills
  3. collaboration
  4. articulation of clinical reasoning
  5. based on practice evidence
  6. must be educated to staff and students
  7. utilised across eight points of CPPF
72
Q

what are the four main points of decision making and action from ineffective to effective?

A
  1. effective enablement
  2. minimal
  3. missed
  4. ineffective
73
Q

what does effective enablement focus on?

A
  • focuses on occupation
  • seamless service to meet goals
  • clients make decisions
  • sensitive to sociocultural diversity
74
Q

what does minimal enablement focus on?

A
  • single issue
  • mechanistic perspective
  • minimal resources
  • stresses technical intervention
75
Q

what does ineffective enablement focus on?

A
  • knowing best with limited input from other
  • co-dependence
  • alienation through expert dominance
  • ineffective use of resource
76
Q

what occurs from missed enablement?

A

when there is a lack of opportunity, resources, or vision result in unnecessary losses to others in health wellbeing and justice

77
Q

what can cause missed enablement?

A
  • insufficient resources
  • unsuitable sociocultural, physical or emotional conditions
  • unsuitable accountability
78
Q

who are three pioneers in aus OT who were trained by 1939?

A
  • Joyce Keam
  • Sylvia Docker
  • Ethel May Francis
79
Q

who was the first Australian to hold a diploma in OT?

A

Ethel Francis

80
Q

what departments did Ethel Francis start?

A

OT departments at the Royal Alexandra Hospital for Children and the Royal Prince Alfred Hospital in Camperdown

81
Q

between what years did Ethel Francis work in Sydney in private practice

A

1937-1939

82
Q

where did Ethel Francis graduate from and when?

A

Philadelphia School of OT in 1934

83
Q

where did Sylvia Docker train as an OT and when?

A

London OT School in 1934

84
Q

what did Sylvia Docker originally train as?

A

a physiotherapist in Sydney and served in the capacity for two years during WW I

85
Q

what was Sylvia Docker awarded with in 1959?

A

an MBE in recognition of her contribution to OT

86
Q

where did Sylvia Docker work from 1939 to 41?

A
  • vic crippled children’s society
  • school for crippled children
  • austin hospital
87
Q

where and when did Joyce Keam study?

A

in 1937 at Maudsley Psychiatric Hosital, a London teaching hospital

88
Q

where did Joyce Keam work in 1939?

A

privately for a group of psychiatrists at Alencon Private Mental Hospital in Malvern

89
Q

what were two major implications for OT in aus during WW II?

A
  1. demand for women to train to render men fit for return

2. military hospitals major employing for OTs

90
Q

what was the first issues the profession faced?

A

give it visibility and acceptance

91
Q

when was the profession born in aus?

A

during WW II

92
Q

when was the emergency training course established to train OTs to meet growing demands

A

Feb 1942 in Sydney

foundations of OT practice (4 decks)

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