Inter Professional Collaboration Oral Flashcards
(20 cards)
- Give 2 examples of Healthcare Professionals Roles and Functions.
Roles & Functions
Doctor * HCPs who maintain and restore human health through practice of medicine
Dentist * Doctors who specialise in oral health. Maintain or restore oral health of patients
Nurses * Play pivotal role in care of individuals of all ages, families and communities, to achieve optimal health outcomes
Occupational Therapy * Develop and maintain individual’s capacity to perform day-to-day tasks and roles essential to productive living
Physiotherapy * Develop, maintain and restore maximum movement and functional ability throughout an individual’s lifespan
Speech Therapy * Assess and manage swallowing, speech, language and other communication disorders in people of all ages, from infants to elderly
Operations * Patient Service Associates play important role in supporting daily functions of healthcare organisation under the Operations track
Pharmacy Support * Pharmacy Technicians contribute to optimal and safe medication use
- What is the difference between Trans-Disciplinary Team and Multi-Disciplinary Team?
a. Trans-Disciplinary Team is one in which members gather from the beginning to discuss and create solutions to problems.
b. Multi-Disciplinary Team is one in which members use their individual expertise to first develop their own answers to a given problem and come together to discuss and formulate a solution.
Trans-Disciplinary Team
Pro * Collective discussion & decision from start
Con * Challenge in getting whole team together
Multi-Disciplinary Team
Pro * Solution is not influenced by others
Con * Longer time in finding common solution
- What is the 4 stages of Tuckman Model of Team Development?
a. Forming
i. Team meets. Members act independently, may be motivated, best behaviours but focused only themselves, and uninformed on issues and objectives of team
ii. To develop Team Vision / Mission / Goals
iii. To say acceptable things, avoid controversy and serious topics
iv. To gradually relinquish comfort of non-threatening topics
b. Storming
i. Team starts to sort itself out. Members gain trust, opinions grow and conflicts may arise due to power and status are assigned. Members learn about different working styles and how to work with one another.
ii. To sort out processes and clarity of roles and responsibilities
iii. To allow expressing of views and demonstrate good listening
c. Norming
i. Conflicts resolved will result in greater understanding, and spirit of cooperation emerges. Team is aware of competition and have a common goal. Members take responsibility and ambition to work for success of Team. Tolerance and Acceptance levels increase.
ii. To develop Team Structure
iii. To think about what to help the team
iv. To distribute Work and taskings
v. To enable active participation by all members
d. Performing
i. Members focus on achieving common goals and reaching high levels of success. They are also highly motivated, competent, autonomous and able to work without supervision. Disagreement is allowed and resolved through agreed means by Team.
ii. To focus on achievement
iii. To enable Openness and Trust
iv. To display feeling of warmth towards other individuals
v. To enable easy acceptance of differences of views
- Under the Dick Beckhard GRPI Model for Teams, what does GRPI stand for?
a. G – Goals
i. To set a clear goal that every member understands and commits to
b. R – Roles & Responsibilities
i. To set clear and conflict-free roles, to allow members to fulfil their responsibilities, and ensure all work requirements are covered
ii. To maximise use of resources on team
iii. To organise clearly the work responsibilities required to achieve the goals
c. P – Processes
i. To determine how work gets done and how team makes decisions, allocates resources, communicates and solves problems.
ii. To make decisions based on expertise and best information
iii. To resolve conflicts in open and constructive manner
d. I – Interpersonal Skills
i. To examine communication styles, trust and how people relate to one another
ii. To build Trust and Openness in Communications in Team
iii. To be sensitive to needs of others, and to encourage creativity as well
- What are the 4 Sources of Influences, under the CARE Model? In own words, describe which 2 Sources have longer, larger and deeper impact and Why?
a. C – Character (integrity, sense of responsibility, personality, morals, authentic, serving others, can be strong source of influence)
b. A – Authority (job titles, legitimate power can be source of influence. Higher the appointment, greater the influence)
c. R – Relationships (strong relationship bonds can have big influence onto others. Network of bonds that you build)
d. E – Expertise (deep knowledge of subject can create strong source of influence as people will have to depend on you. Knowledge, skills, degrees, certifications and years at job)
- What are the 4 quadrants of Emotional Intelligence (EQ)?
a. Self Recognition
b. Self Management
c. Social Recognition
d. Social Management
- Give 2 strategies of Managing Self:
a. EQ Model of Self-Recognition, Self-Management
b. Locus of Control (what I cannot control and cannot influence; what I cannot control but can influence; what I can control and can influence)
c. E+R=O (Event+Responses=Outcomes)
d. Diaphragmatic Breathing (1 x Inhale, 4 x Hold, 2 x Exhale)
i. Benefits
1) Reduced fatigue and anxiety
2) Better stress management
3) Reduce hypertension
4) Reduce aggressive behaviour in adolescent males
5) Improve migraine symptoms
- Give 2 strategies of Managing Social:
a. EQ Model of Social-Recognition, Social-Management
b. Personal Communication (7% Words, 38% Tonality, 55% Body Language)
c. C.A.R.E (Character, Authority, Relationships, Expertise)
d. Rapport (Mirroring / Matching): refer to Para 21 to 25 for details. Ways of copying or adjusting one’s verbal or non-verbal body language to be the same with the client
i. What to match and mirror positively
1) Words, Tone, Body Language
2) Hobbies, Interest, Experiences
e. Conflict Management of Thomas/Kilmann Instrument (Competing, Collaborating, Compromising, Avoiding, Accommodating)
f. Effective Feedback: sharing perceptions of another person’s behaviour and performance based on objective observations and analysis.
i. Characteristics of Effective Feedback:
1) Based on behaviour
2) Objective
3) Accurate
4) Timely
5) Specific
6) Frequent
7) Constructive
ii. Tips for Constructive Feedback:
1) Prepare
2) Make it private session
3) Calm & Collective state
4) Go straight to the point
iii. Sandwich Model (to soften the impact of negative feedback and enable it more acceptable and actionable for the receiver)
1) Praise; Find affirmative observation in the situation
2) Apply SORE Model in providing the feedback
3) Reinforce the Positiveness in the affirmative observations; Share and show faith in the person
iv. S.O.R.E (Situation, Observation, Results, Expectations)
v. Purpose: To reinforce or redirect the behaviour and performance of an individual (Give encouragement, then Areas For Improvement)
- What is EQ and why is it important?
a. EQ is the ability to identify, regulate one’s emotions and understand the emotions of others. A high EQ helps you to build relationships, reduce team stress, defuse conflicts and improve job satisfaction
- Why is Self-Recognition important?
a. It helps us to be aware of our emotions, identify our triggers and better manage ourselves
- Give 1 example of methods to build Self-Recognition
a. Think before action. Consider consequences and action with deliberation
b. Take time to learn, define and understand vocabulary of emotions
c. Accept personal feelings as information without judgement or reject
d. Tune into the subconscious by recognising the physical impacts of emotions
e. Determine personal strengths and weaknesses. Develop realistic self-acceptance and appreciation
f. Get outside feedback and support. Let others offer information about the feelings they see you displaying
- Why is Self-Management important?
a. Allows you to maximise productivity, improve workplace performance, and efficiently achieve professional goals
- Give 1 example of method to build Self-Management.
a. Have sense of purpose, direction and focus
b. Exercise discipline and self control in both short and long term projects
c. Set and monitor a specific course and path for each day
d. Accept responsibility for behaviour, communication, performance and impact
e. Be healthy emotionally, mentally, physically and spiritually
f. Take time to evaluate and critique personal performance
- Why is Social-Recognition important?
a. Improves work relationships among clients and peers, and between managers and their direct reports
- Give 1 example of method to build Social Recognition.
a. Be curious and interested in others
b. Actively listen; pay attention without distraction or judgement
c. Be positive and open when responding to people and their ideas
d. Create opportunities to both head and heart messages
e. Empathise with others. Let them know and feel the connection
- Why is Social-Management important?
a. It enables one to be able to communicate, influence and lead others, in order to achieve the goals at the workplace
- Give 1 example of methods to build Social Management.
a. Seek out opportunities to work and collaborate with others
b. Take an active interest in others and their agendas
c. Look for positive, constructive answers that help everyone improve
d. Resolve conflict judiciously through attention, focus, problem solving and thinking win-win
e. Develop persuasion and rapport
f. Build loyalty, commitment and quality relationships through positive emotions
- What are Ethical Codes?
a. Professional standards and expectations to guide HCPs in their daily work
- Why is it important to behave in a professional and ethical manner?
a. To protect patients and preserve public well being
- Give 2 examples of Ethical Code.
a. Ensure Beneficence (for best of patient) and Non-Maleficence (no harm to patient)
b. Respect autonomony (patient’s rights)
c. Uphold Justice (same treatment / attitude to all patients)
