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Analysis of Human Activity & Occupational Performance II > Week 2 > Flashcards

Week 2 Flashcards

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1
Q

an evaluation of the abilities and limitations of a patient undergoing rehab for a disabling disorder. the goal is to find eventual employment in a sheltered workshop or in the general community. the eval. usually leads to selective placement of the patient in an appropriate business or industry.

A

prevocational eval./assessment

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2
Q

a rehabilitation program designed to prepare a patient for the performance of useful paid work in a sheltered setting or community. it may involve training in basic work skills and counseling as required for a typical employment setting.

A

prevocational training

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3
Q

why do we use the ACL (allen cognitive levels) assessment?

A

predicts what someone will realistically be able to do as well as the level of severity of functional limitation.

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4
Q

the screen is used to obtain a quick measure of global processing capacities, learning potential, and performance abilities and to detect unrecognized or suspected problems related to functional cognition.

A

ACL (allen cognitive levels) assessment

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5
Q

Piaget’s theory of cognitive development considers cognitive development as a process which occurs due to which 2 components?

A
  1. biological maturation

2. interaction with the environment

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6
Q

a continuous lifelong process of developmental experiences that focus on seeking, obtaining, and processing info about self, occupational, and educational alternatives, life styles, and role options

A

career development

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7
Q

__ __ process is where an individual fashions a work identity.

A

career development

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8
Q

career development theories are mainly rooted in which 4 disciplines?

A
  • differential psychology
  • personality psychology
  • developmental psychology
  • sociology
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9
Q

studies individual and group differences in behavior

A

differential psychology

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10
Q

studies personality and its variation among individuals

A

personality psychology

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11
Q

aims to explain growth, change, and consistency over the lifespan and looks at how thinking, feeling, and behavior change throughout a person’s life

A

developmental psychology

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12
Q

studies the development, structure, and functioning of human society and social problems

A

sociology

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13
Q

name the 3 classifications of career development theories.

A
  1. theory of process
  2. theory of content
  3. theory of content and process
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14
Q

relate to interaction and change over time. this can be characterized by theories in which there are a series of stages through which people pass.

A

theory of process

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15
Q

relate to the characteristics of the individual and the context they live in. the influences on career development are thought to be either intrinsic to the individual or originate from the context in which the individual lives

A

theory of content

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16
Q

have been formed in response to a need for theory to take into account both of these key areas. these theories encompass both the characteristics of individuals and their context, and the development and interaction between them.

A

theory of content and process

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17
Q

name the 4 categories of career development theories.

A
  • trait factor theory
  • decision theory
  • developmental theory
  • psychological theory
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18
Q

matching personal traits to occupations

A

trait factor theory

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19
Q

who developed trait factor theory?

A

frank parsons

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20
Q

who created decision theory?

A

albert bandura

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21
Q

self-concept over life span

A

developmental theory

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22
Q

personality types matching work environment

A

psychological theory

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23
Q

who developed developmental theory?

A

donald super

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24
Q

who developed psychological theory

A

john holland

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25
a person's estimate of their ability to successfully execute the behavior required to produce the intended outcomes.
self-efficacy
26
name the 4 influential sources for developing self-efficacy.
1. mastery experience 2. vicarious experience 3. verbal persuasion 4. perceptions of somatic and affective states
27
- accomplishments | - previous successes or failures
mastery experience
28
watching others, modeling, mentoring
vicarious experience
29
verbal encouragement or discouragement
verbal persuasion
30
perceptions of stress reactions in the body
perceptions of somatic and affective states
31
our individual perceptions of our behavior, abilities, and unique characteristics - a mental picture of who you are as a person.
self-concept
32
changes over time and develops as a result of experience
self-concept
33
which ages does the exploration stage usually take place from?
15-24
34
which ages does the establishment stage usually take place from?
25-44
35
which ages does the maintenance stage usually take place from?
45-64
36
which ages does the decline stage usually take place from?
65+
37
name the 3 substages of the exploration stage.
- tentative - crystallizing a vocational preference transitions - specifying a vocation preference trial - little commitment
38
which age group does the tentative substage of the exploration stage take place?
15-17
39
which age group does the crystallizing a vocational preference transitions substage of the exploration stage take place?
18-21
40
which age group does the specifying a vocational preference trial - little commitment substage of the exploration stage take place?
22-24
41
needs, interests, capacities, values, and opportunities are all considered. tentative choices are made and tried out. possible work roles are identified.
tentative sub stage of exploration stage
42
realistic considerations become valuable while entering professional training or work force and individual attempts to implement self-concept.
crystallizing a vocational preference transitions sub stage of exploration stage
43
a seemly appropriate occupation has been found, a first job is tried as potential life work. commitment is provisional and if not appropriate, the individual may begin process over of crystallizing, specifying and implementing a new preference.
specifying a vocational preference trial - little commitment sub stage of exploration stage
44
name the 2 substages of the establishment stage.
- trial - with commitment | - advancement
45
which age group does the trial - with commitment sub stage of the establishment stage take place?
25-30
46
which age group does the advancement sub stage of the establishment stage take place?
31-43
47
the individual settles down. during this stage the individual begins to support themselves and their family. they begin to develop a lifestyle, make use of their abilities and past training. they may also begin to become involved in meaningful interests.
trial - with commitment sub stage of establishment stage
48
individuals begin to become more focused on their place in their occupation. they become interested in their security and advancement. they also have the expectation that they will become financially stable and move towards challenging levels of responsibility and independence. this stage may become very frustrating if advancement is not forth coming.
advancement sub stage of establishment stage
49
name the 6 personality types.
- realistic - artistic - investigative - social - enterprising - conventional
50
interest in activities requiring motor coordination, skill, physical strength, and masculinity; avoid tasks involving interpersonal or verbal skills
realistic
51
main characteristics include thinking rather than acting, organizing and understanding rather than dominating or persuading and asociability rather than sociability.
investigative
52
manifestations of strong self-expression and relations with people indirectly through expression are central.
artistic
53
generally gravitate to activities that involve promoting the health, education, or well-being of others.
social
54
although often verbally skilled, they tend to use these skills for self-gain rather than to support others
enterprising
55
typified by great concern for rules and regulations, great self-control, subordination of personal needs, and strong identification with power and status.
conventional
56
the amount of spread between one's first and second code letters; denotes how clear one's type is; how far apart they are
differentiation
57
lack of fit between one's type and work environment. people leave jobs because of too much incongruence or bc of a chance to increase their congruence.
incongruence
58
closeness on the hexagon of one's first and second choice. the higher one's consistency, the more integrated one's characteristics (values, interests, traits) and the greater one's vocational maturity, persistence, and achievement; how close they are
consistency
59
this model seeks to explain how the person, environment, and occupation, impact a person's vocational performance and engagement by identifying problems in the areas of self-care, productivity, and leisure, to prioritize therapy goals and outcome measures.
CMOP-E: Canadian Model of Occupational Performance and Engagement
60
worker distress with standing to work, fear of causing/aggravating injuries, career/company identity - not wanting to change jobs
person-related issues
61
new equip. is operated in standing, the machine vs human manufacturing, or, noise elevation of machinery
environmental-related issues
62
standing workstations, increase injury exposure, concerns workers for job stability.
occupation-related issues
63
willingness to attend to tasks with purpose-driven performance
engagement issues
64
name the 4 aspects of MOHO.
- volition - habituation - performance capacity - environment
65
the process by which people are motivated towards, and choose what they want to do.
volition
66
structuring behaviors into recurrent patterns/routines of daily life
habituation
67
a person's ability to do things is determined by both physical (musculoskeletal, cardiopulmonary) and cognitive components involved in the work tasks.
performance capacity
68
includes both physical (arrangement, accessibility) and social (coworker interaction, work schedules, boss communication) characteristic of both in/outside work environment
environment
69
name the 4 supported employment models.
- enclave - sheltered workshop - mobile work crew - individual job placement
70
groups not greater than 8 people with severe disabilities, usually trained and supervised on a work site under full time dedicated supervision (NOT a host company employee). host company receives guarantees from the supported employment (SE) agency that productivity and quality will be maintained. usually paid on piece/item work basis. fewer opportunities for integration with nondisabled co-workers.
enclave
71
aka "community rehab facilities" focuses on skills training and work adjustment with the goal of paid work in the community. usually more separate from other employees - may be in a totally separate facility.
sheltered workshops
72
usually established by a non-profit SE agency. SE contracted work by which small groups travel to work sites in the community under full time supervision. usually operates from van, a work truck provided by SE agency. operating as a real business soliciting work. may be primarily janitorial, maintenance, gardening, etc.
mobile work crew
73
before placement there is an eval. of the client and an analysis of the job. competitive employment accompanied by 1 on 1 support from a job coach until client takes on job responsibilities.
individual job placements

Analysis of Human Activity & Occupational Performance II (6 decks)

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