2. Types of SYSTEM

3. Rational

4. A collectively oriented to the pursuit of the relatively specific goals and exhibiting a relatively formalized social structure

5. Represent most of the organizations that we deal with today

6. Natural

7. A collectivity where participants are little affected by the formal structure of official goals but who shares a common interest in the survival of the system and who engage in collective activities to secure this end.

8. Usually seen as an agreement among individuals in an organization

9. Open

10. A coalition of shifting interest that develop goals by negotiation

11. In physical therapy services, organizations are found in rational system.

12. A system is represented by input, throughput, output, feedback and the environment

13. In a healthcare system:

14. Input = ill person/patient

15. Throughput = clinical environment (tests, hospital stays, consultations, diagnosis and treatment)

16. Output = outcome to the patient

17. Feedback = quality assessments, improvement activities, reimbursements

19. Activities

20. Decisions

21. Relationships

22. Its function is always determined by its structure

23. Interaction is one of the most integral part of an organization

24. Lines in an organizational diagram:

25. Horizontal line – span of control

26. Vertical lines – line of authority

27. The organizational charts depicts not only the relationship of each members on the systems but also activities that must be performed

29. Physical Therapy in Complex Systems

30. Fee-for-Service Settings/HMO

31. Considered as a free market

32. Patient was free to seek a healthcare provider

33. This is the model under which health care was originally established.

34. No insurance, no policies

35. Payments were often made in terms of service, and it is being given directly to the professional.

36. During the industrial revolution, factory owners provide injury-related health care facility and offer it to the employee.

37. During the post-industrial phase, healthcare organizations (HMO) have grown to corporation size and that most of it is being dominated by the government regulations and interventions.

38. Physical therapy was a part of the healthcare organization as early as 1917.

39. Physical therapy was not considered as a profession before and was well thought-out as an ancillary service.

40. They report directly to the physicians and was being paid on an hourly basis.

41. In 1965, physical therapy was considered as a fee-for-service profession.

43. Majority of these hospitals are non-profit institutions and are being run by the government.

45. It may be age related or procedure oriented

47. In the US, Physical therapist have become an integral part of the public school team to plan an appropriate educational plan for each handicapped child

48. HUMAN DEVELOPMENT THEORIES

49. Maslow’s Hierarchy of Needs

50. Postulated by Abraham Maslow in 1940 which underlay’s human motivation.

51. Physiological Needs

52. The most basic human need that represents warmth, breathing elimination, shelter and food.

53. These needs motivate employees to work for a wage that will satisfy his physiological needs and that of his family.

54. Safety Needs

55. These arise from the normal anxieties associated with the individual’s personality.

56. Maybe represented by fear such as safety of the work environment, location of the business, security of the job, etc.

57. Belonging Need

58. Also referred to as Social Need or the need to be accepted in the group or at society at large

59. Self- esteem Needs

61. The concept of locus control relates to the degree to which individual believe that they have the power to control or change a given situation.

62. Control can be: internal or external

63. In physical therapy, locus control means the degree to which they see the control of the disease to be within or outside of their control.

64. Adult Development

65. Erikson identified the 8 levels of development from birth to old age.

66. This transition of periods will make feel adults to make decisions regarding issues such as accepting a new identity as an adult during early adult transition.

67. When these decisions are made, the individuals move into a stable period of life and solidify changes that results from the decisions.

68. Erikson’s Stages of Development

69. StagesDevelopmental PhaseTrust vs. MistrustInfancyInitiative vs. GuiltEarly childhoodAutonomy vs. ShameEarly childhoodIndustry vs. InferiorityChildhood and adolescenceIdentity vs. ConfusionAdolescenceIntimacy vs. IsolationYoung adulthoodGenerativity vs. StagnationAdulthood and middle ageIntegrity vs. DespairOld age

71. This theory is based on 2 sets of factors:

72. Those that motivates the individual to work

73. These motivators cause the individual to be excited about the job.

74. If these motivators are not present, people will not necessarily leave their job or even complain

75. Examples are: achievements, recognition, advancement and visibility within the organisation, possibility for growth and promotion, autonomy, appraisals and fringe benefits

76. Those that leads to dissatisfaction with the job

77. If these motivators are not present, individuals will feel that their talents are not being fully utilised therefore they will not excel.

78. McGregor’s Theory X and Theory Y

79. Introduced by Douglas McGregor in the early 1960’s

80. He perceived that:

81. Employers thinks that workers are basically lazy, unmotivated to work; seek security and needs closer supervision in order to accomplish task. These represent the THEORY X.

83. Shortage in PT had caused starting salaries to increase dramatically. At the same time that compensation of salaries for more experienced PT is leading to low morale.

84. Incentive Programs are designed

85. This Incentive Programs attract workers because they can pace themselves and know the financial rewards that they will earn with specific level of output on their part.

86. Several type of incentive programs are as follows:

87. Individual worker

88. In these systems target productivity levels within a set of quality a guidelines are established and the individual workers are paid predetermined variable amounts of money for achieving specific targets.

89. This is the most easily administered and he most common incentive program

90. Profit sharing

91. Determined by a pre-arranged formula.

92. Does not focus on productivity.

93. Individuals received a specified share on the profit after all the other expenses are paid and the profit are determined

94. Group Incentive plans

95. Develop for group of workers that should achieve a specific target.

96. Aside from the monetary incentives, managers consider self-actualization and self-esteem needs such as:

97. Expanded educational leaves

98. Sabbaticals

99. Development of educational programs that are seeking certifications or advance degree (loans, scholarships, trainings)

100. Cultural exchange programs to other countries

101. Clinical ladders and mentoring programs for the level of staffs to recognise contribution, refine and gain more skills

102. Staff Recognition