Final Terms

Question 1

management technique that examines the variables involved in determining the effectiveness of planning and implementing a change management strategy.

Critical appraisal

Contingent rewards

Force-field analysis

Cross-functional teams

Answer 1

Force-field analysis

Question 2

papers, reports, and other documents from government, the academy, business, and industry that are not controlled by commercial publishers but are a valid form of evidence. Examples include progress reports, technical briefs, market research reports, conference proceedings, theses and dissertations, and commercial documentation (The New York Academy of Medicine, n.d.).

Levels of evidence:

Political skills:

Grey literature:

Contingent rewards

Answer 2

Grey literature:

Question 3

teams composed of persons from several vertical levels of the organization who perform specific organizational functions such as finance, marketing, community outreach, or human resources.

Cross-functional teams

Interdisciplinary teams:

Functional work teams

Process flow diagrams

Answer 3

Functional work teams

Question 4

principles or rules intended to express the particular values of a group of providers and that serve as guidelines for professional behavior.

Analytical skills

Professional ethics

Personal power

Transactional change

Answer 4

Professional ethics

Question 5

a theory of communication focused on the study of regulation and control in systems.

Narratives

Leadership

Supervision

Cybernetics

Answer 5

Cybernetics

Question 6

defined as successfully performing a behavior or task as measured according to a specific criterion.

Competency (noun)

Contingent rewards

Competent (adjective)

Service competency:

Answer 6

Competent (adjective)

Question 7

stories; in communication studies, the examination of stories as a method to communicate information is common, including research in occupational therapy.

Narratives

Leadership

Portfolios

Mindfulness

Answer 7

Narratives

Question 8

indicate the relative strength of a form of evidence such as randomized control trials, nonrandomized studies, qualitative studies, or case examples, as well as other types of data, information, and evidence.

Professional development

Levels of evidence:

Evidence-based management

Focus of intervention:

Answer 8

Levels of evidence:

Question 9

behaviors that we choose to perform or avoid in the course of our daily lives that have a positive or negative effect on our health.

Problem setting

Political skills:

Certification

Health behaviors:

Answer 9

Health behaviors:

Question 10

an understanding of the real and imagined fears, desires, and consequences of action as perceived by others in the organization and environments in which you interact.

Functional work teams

Problem setting

Political skills:

Health behaviors:

Answer 10

Political skills:

Question 11

in Transactional Leadership Theory, occurs whenever the leader promises rewards and benefits to subordinates for their fulfillment of agreements and their contributions to goal achievement.

Portfolios

Personal power

Transaction

Proxemics

Answer 11

Transaction

Question 12

collection of individuals who have regular contact and frequent interaction, mutual influence, common feeling of camaraderie, and who work together to achieve a common goal.

Community of practice

Competence (noun)

Management

Groups

Answer 12

Groups

Question 13

competencies that require complex critical reasoning based upon prior clinical experience, which entry-level practitioners are not expected to be able to demonstrate.

Critical appraisal

Interprofessional professionalism:

Process flow diagrams

Advanced practice competencies

Answer 13

Advanced practice competencies

Question 14

delegates projects to stimulate the learning and growth of employees, coaches and teaches employees, and treats each employee with respect.

Interprofessional education

Transactional change

Evidence-based practice (EBP):

Individualized consideration

Answer 14

Individualized consideration

Question 15

skills involved with motivating others in ways that show respect and recognize their efforts and contributions.

Problem setting

Certification

Paralinguistics

People skills

Answer 15

People skills

Question 16

group of people who share a concern, a set of problems, or a passion about a topic, and who deepen their knowledge and expertise in this area by interacting on an ongoing basis.

Management

Community of practice

Restraining forces

Change agent

Answer 16

Community of practice

Question 17

forces that are working against change and work to maintain the status quo.

Shared practice

Management

Change agent

Restraining forces

Answer 17

Restraining forces

Question 18

approach that focuses on the core values, competencies, and norms that multiple professions have identified as critical to the delivery of effective collaborative care.

Mindfulness

Professional development

Professional ethics

Interprofessional professionalism:

Answer 18

Interprofessional professionalism:

Question 19

teams that operate with a high level of autonomy and responsibility, although the teams are still held accountable for outcomes
and projects assigned to the teams and they are still held to common conceptions about how work is performed within the
particular organization.

Transdisciplinary teams
Professional development
Self-directed work teams
Multidisciplinary teams

Answer 19

Self-directed work teams

Question 20

abilities that include learning to develop, coordinate, and effectively use technical systems related to information management
and general systems related to people and organizations.

Management
System skills
Competence (noun)
Restraining forces

Answer 20

System skills

Question 21

type of management in which leaders follow work performance closely to identify mistakes and intervene or give directions to correct actions during the work process (active management by exception) or may wait until work is completed and provide an
employee with a negative evaluation, hoping that future performance will be improved (passive management by exception).

Answer 21

Management by exception

Question 22

a process of creating structural change wherein the values, vision, and ethics of individuals are integrated into the culture of a
community as a means of achieving sustainable change.

Narratives
Job descriptions
Leadership
Competencies:

Answer 22

Leadership

Question 23

defined as the number of immediate subordinates who report to any one supervisor.

Span of control:
Resistance to change
Analytical skills
Job descriptions

Answer 23

Span of control:

Question 24

strategic planning, human resources, marketing, and budgeting abilities that involve solving a problem and identifying,
evaluating, and implementing potential solutions.

Analytical skills
Narratives
Business skills
Personal power

Answer 24

Business skills

Question 25

rewards and recognition exchanged for accomplishment of assigned work duties or reaching organizational objectives. Force-field analysis Contingent rewards Political skills: Span of control:

Answer 25

Contingent rewards

Question 26

competencies that relate to abilities that are not expected to be reflected in the entry-level practice of all professionals but that do not require advanced clinical judgment, prior experience, or complex clinical reasoning in order to demonstrate competence. Critical appraisal matrix Specialized practice competencies Transtheoretical model of change Self-directed work teams

Answer 26

Specialized practice competencies

Question 27

visual representations of work processes that identify the boundaries of a work process, the major stakeholders of the process, and the steps to complete the process. Process flow diagrams Professional development Political skills: Cross-functional teams

Answer 27

Process flow diagrams

Question 28

approaching communication in a thoughtful and conscious manner in each interaction and avoiding the appearance that communication and leader behavior have become routine. Competencies: Interprofessional professionalism: Mindfulness Portfolios

Answer 28

Mindfulness

Question 29

formal recognition that an individual has proficiency within, and a comprehension of, a specified body of knowledge. People skills Supervision Formal authority Certification

Answer 29

Certification

Question 30

a tool used to record the key characteristics, findings, strengths, and limitations of the materials that have been uncovered and appraised during a search in a compact and manageable format. Cross-functional teams Critical appraisal matrix Political skills: Interdisciplinary teams:

Answer 30

Critical appraisal matrix

Question 31

scope of knowledge that defines a set of issues. Focus of intervention: Span of control: Domain of knowledge Levels of evidence:

Answer 31

Domain of knowledge

Question 32

teams composed of members from more than one discipline so that the team can offer a greater breadth of services to patients. Team members work independently and interact formally. Job descriptions Multidisciplinary teams Process flow diagrams Service competency:

Answer 32

Multidisciplinary teams

Question 33

type of decision in which all parties have agreed to support the plan of action fully even if it is not how they would act if they were acting alone. Valence Charisma: Consensus People skills

Answer 33

Consensus

Question 34

when students from two or more professions learn about, from, and with each other to enable effective collaboration and improve health outcomes. Individualized consideration Supervision Professional ethics Interprofessional education

Answer 34

Interprofessional education

Question 35

teams that engage in teaching and learning across disciplinary boundaries and entrust, prepare, and supervise the sharing of disciplinary functions while retaining ultimate responsibility for services provided in their place by other team members. Biomedical informatics: Critical appraisal matrix Interdisciplinary teams: Transdisciplinary teams

Answer 35

Transdisciplinary teams

Question 36

widely used and recognized occupational therapy conceptual practice model. Interprofessional professionalism: Span of control: Model of Human Occupation (MOHO): Protected health information

Answer 36

Model of Human Occupation (MOHO):

Question 37

evolution related to organizational issues, such as mission, leadership, and organizational culture. Transformational change Cross-functional teams Resistance to change Entry-level competence

Answer 37

Transformational change

Question 38

ability to instill pride, faith, and respect in subordinates by transmitting a sense of mission that is effectively articulated. Change management Power Charisma: Narratives

Answer 38

Charisma:

Question 39

groups of people focused on completion of a shared goal who operate with a high degree of interdependence, share authority and responsibility for self-management, are responsible for collective performance, and work toward a common goal and shared rewards. Narratives Self-directed work teams Portfolios Teams

Answer 39

Teams

Question 40

the knowledge, critical thinking, motives, traits, characteristics, or skills to achieve a specific goal or perform job responsibilities. Competence (noun) Change management Critical appraisal Change agent

Answer 40

Competence (noun)

Question 41

teams composed of members from several disciplines working interdependently in the same setting and who coordinate work and communicate more formally to contribute to an interdisciplinary plan of care. Transdisciplinary teams Focus of intervention: Interdisciplinary teams: Functional work teams

Answer 41

Interdisciplinary teams:

Question 42

defined as the process of teaching, training, and evaluating through which the OT determines that the OTA or other occupational therapy personnel performs tasks in the same way that the OT would and achieves the same outcome. Critical appraisal matrix Focus of intervention: Self-directed work teams Service competency:

Answer 42

Service competency:

Question 43

related to everyday issues, such as management practices, overseeing employee satisfaction within a work unit, or job and task assignments. Transformational change Professional ethics Transdisciplinary teams Transactional change

Answer 43

Transactional change

Question 44

explicit measures, indicators, or statements that define specific areas of knowledge, skills, and abilities related to essential functions and assigned duties within a job or role. Mindfulness Portfolios Competencies: Leadership

Answer 44

Competencies:

Question 45

receiving feedback on performance from subordinates, peers, and supervisors or those higher in an organizational structure. Force-field analysis 360-degree feedback Professional ethics Health behaviors:

Answer 45

360-degree feedback

Question 46

the level of competency expected of all entry-level practitioners to a given profession. Entry-level competence Resistance to change Interdisciplinary teams: 360-degree feedback

Answer 46

Entry-level competence

Question 47

(also legitimate power) the right to issue orders or direct action by virtue of one's formal position. Formal authority Certification Span of control: Analytical skills

Answer 47

Formal authority

Question 48

the ability to force compliance to one's wishes through coercion despite resistance. Supervision Problem setting Power Change management

Answer 48

Power

Question 49

emerging discipline that has been defined as the study, invention, and implementation of structures and algorithms to improve communication, understanding, and management of medical information. Biomedical informatics: Transdisciplinary teams Professional development Focus of intervention:

Answer 49

Biomedical informatics:

Question 50

behaviors that discredit, delay, or prevent the implementation of a work change. Transformational change Transactional change Professional ethics Resistance to change

Answer 50

Resistance to change

Question 51

abilities that allow you to understand the whole of something by breaking it down into its component parts and in turn allow you to better understand the whole. Resistance to change Personal power Competencies: Analytical skills

Answer 51

Analytical skills

Question 52

includes data, information, research results, program descriptions, and the opinions of clinical experts and consumers that can be used to guide managerial decision-making and inform the development and provision of occupational therapy and other health-care services. Licensure Service competency: Evidence Teams

Answer 52

Evidence

Question 53

a theory of communication focused on the study of the use of metaphor in communication. Proxemics Dramatism Charisma: Leadership

Answer 53

Dramatism

Question 54

using the best available evidence and information to guide action in response to the daily questions, problems, and dilemmas encountered when performing the management functions of planning, organizing and staffing, controlling, and directing Individualized consideration Evidence Advanced practice competencies Evidence-based management

Answer 54

Evidence-based management

Question 55

dynamic and multidimensional processes in which occupational therapy practitioners develop and maintain the knowledge, performance skills, interpersonal abilities, critical reasoning, and ethical reasoning skills necessary to perform current and future roles and responsibilities within the profession. elf-directed work teams Cross-functional teams Interprofessional professionalism: Continued or continuing competence:

Answer 55

Continued or continuing competence:

Question 56

information that could lead to the identification of patients. Advanced practice competencies Model of Human Occupation (MOHO): Protected health information Transformational change

Answer 56

Protected health information

Question 57

the process of identifying and defining a practice-related problem, formulating a question consistent with this problem, and then seeking and evaluating information that will help to answer the question and guide a clinical decision. Evidence-based management Critical appraisal Evidence-based practice (EBP) Problem setting

Answer 57

Evidence-based practice (EBP):

Question 58

a theory of communication that is focused on the impact and use of space, distance, and territory. Proxemics Licensure Charisma: People skills

Answer 58

Proxemics

Question 59

an individual, internal or external to the organization, who plays a significant role in fostering and promoting change within organizations. Consensus Change agent Competency (noun) Charisma:

Answer 59

Change agent

Question 60

term used to refer to an occupation whose core element is work based upon the mastery of a complex body of knowledge and skills and where members are governed by codes of ethics and profess a commitment to competence, integrity and morality, altruism, and the promotion of the public good within their domain, allowing autonomy in practice and the privilege of self-regulation. Professional development Interprofessional education Portfolios Profession

Answer 60

Profession

Question 61

``` approval of professional practice by a regulatory body, allowing an individual to practice with authority within a specific geographic region (e.g., state regulatory boards).. ``` Supervision Evidence Charisma: Licensure

Answer 61

Licensure

Question 62

speaks to the degree to which a selected intervention is intended to fix an identified impairment versus helping the person develop adaptations necessary to promote participation in desired occupations. Multidisciplinary teams Transdisciplinary teams Focus of intervention: Levels of evidence:

Answer 62

Focus of intervention:

Question 63

power that is separate from the formal authority associated with an organizational position; it is power that comes from knowledge, personal attractiveness, or demonstration of effort. Analytical skills Professional ethics Critical appraisal Personal power

Answer 63

Personal power

Question 64

approach that may include a program of continuing competence, but also includes a focus on one's career development in terms of achieving excellence or achieving independent practitioner and expert role status, and in terms of assuming new, more complex roles and responsibilities. Personal power Levels of evidence: Professional development Biomedical informatics:

Answer 64

Professional development

Question 65

an individual's actual performance in a particular situation. Formal authority Span of control: Competency (noun) Political skills:

Answer 65

Competency (noun)

Question 66

practice that is developed by members of a community of practice to be effective in the application of their domain of knowledge. Health behaviors: Shared practice Driving forces Management by exception

Answer 66

Shared practice

Question 67

the control and direction of the work of one or more employees in a manner that promotes improved performance and a higher-quality outcome. Problem setting Certification Supervision Portfolios

Answer 67

Supervision

Question 68

nonverbal aspects of communication, such as tone of voice, pitch, volume, and so on. Span of control: Certification Formal authority Paralinguistics

Answer 68

Paralinguistics

Question 69

the process of judging the quality of a piece of information and determining the extent to which its design and conduct are accurate and free from bias. Critical appraisal Analytical skills Evidence-based practice (EBP): Problem setting

Answer 69

Critical appraisal

Question 70

the process of naming the problem to be solved as specifically as possible and then implementing effective strategies to enhancing the problem-solving process. Job descriptions Leadership Problem setting Business skills

Answer 70

Problem setting

Question 71

the process of utilizing evidence-based approaches and tools for creating and managing change. Professional ethics Change management Evidence-based practice (EBP): 360-degree feedback

Answer 71

Change management

Question 72

ramework for using occupation as a therapeutic intervention. Transactional change Occupational Therapy Intervention Process Model Professional ethics Protected health information

Answer 72

Occupational Therapy Intervention Process Model

Question 73

the process of guiding an organization by planning for future work obligations, organizing employees into functional units, directing employees in the process of completing daily work tasks, and controlling work processes and systems to assure adequate quality of work output. Management Competency (noun) Competence (noun) Change management

Answer 73

Management

Question 74

core personnel documents that serve to codify core duties and best practice and shape employee roles within communities of practice by communicating employee activities that will be valued. Business skills Political skills: Job descriptions Problem setting

Answer 74

Job descriptions

Question 75

collection of documents, artifacts, and evidence of learning, as well as learning activities, that serves as an assessment instrument and learning tool for the development and documentation of competence. People skills Portfolios Mindfulness Supervision

Answer 75

Portfolios

Question 76

forces that are pushing in the direction of change. Competence (noun) Management Change agent Driving forces

Answer 76

Driving forces

Question 77

arousing followers to think in new ways and emphasizing problem-solving and the use of reason before acting. Transformational change Intellectual stimulation Interprofessional education Biomedical informatics:

Answer 77

Intellectual stimulation

Question 78

a model that has been applied to understanding how change occurs in discrete health behaviors and can be useful in providing a general framework for considering how other change processes occur in a person's behavior. Transtheoretical model of change Transdisciplinary teams Critical appraisal matrix Professional development

Answer 78

Transtheoretical model of change

Question 79

teams composed of persons with specific expertise and knowledge from different functional areas who work together to achieve an assigned goal or fulfill a specific purpose for the organization. Transactional change Multidisciplinary teams Critical appraisal matrix Cross-functional teams

Answer 79

Cross-functional teams

Question 80

views communication as the process of sharing meaning through signs (a sign is anything that can stand for something else). sociocultural tradition semiotic tradition phenomenological tradition critical tradition

Answer 80

semiotic tradition

Question 81

views communication as information processing where communication is the link connecting the separate parts of any system, such as a computer system, a family system, an organizational system, or a media system. rhetorical tradition, critical tradition semiotic tradition cybernetic tradition

Answer 81

cybernetic tradition

Question 82

uses the scientific method to discover communication "truths" and cause-and-effect relationships through careful systematic observation. semiotic tradition phenomenological tradition sociocultural tradition sociopsychological tradition

Answer 82

sociopsychological tradition

Question 83

views communication as the creation and enactment of social reality based on the premise that, as people talk, they produce and reproduce culture. semiotic tradition sociocultural tradition critical tradition phenomenological tradition

Answer 83

sociocultural tradition

Question 84

views communication as the experience of self and others through dialogue, or an analysis of everyday life from the standpoint of the person who is living it through the communication process. semiotic tradition sociopsychological tradition sociocultural tradition phenomenological tradition

Answer 84

phenomenological tradition

Question 85

views communication as a reflective challenge of unjust discourse arising from the Marxist tradition of critiquing society, including the use of communication to control power, the role of mass media in dulling sensitivity to repression, and blind reliance on the scientific method and uncritical acceptance of empirical findings. phenomenological tradition sociocultural tradition critical tradition semiotic tradition

Answer 85

critical tradition

Question 86

grounded in Greco-Roman history, examines communication as an "artful address" and focuses on effective verbal communication of ideas. sociocultural tradition cybernetic tradition rhetorical tradition, semiotic tradition

Answer 86

rhetorical tradition,