A Reflection on The Value Of Occupational Therapists Working In Wheelchair Services Canterbury Christ Church University
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Pam Wooding, occupational therapy student at Canterbury Christ Church University, reflects on her placement allocation in Wheelchair services. COT Annual Conference 2010 (22-25 June 2010)
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In considering this question, I have decided that understanding the local health care system to implement EBP is similar to understanding the patient to implement interventions. The nurse must first assess the patient in order to implement appropriate interventions; local health care systems must be assessed in order to know where to start in implementing EBP.
In discussing this concept with my mentor, she seems to agree. One point she made is that we must first know the culture and level of EBP exposure, of the facility and staff. If the facility has not had much exposure, implementation must "start with the basics at a much slower pace" (Rosshirt, 2017, n.p.). After assessment, we can begin to determine interventions that will create staff buy-in, and lead to successful EBP implementation.
In conducting research for this post, sources seem to agree with the position that the system must be understood in order to use relevant strategies and interventions. Individual and organization culture are social systems that must be understood. Change and EBP implementation are complex so communication is essential. We must understand the current relationship between researchers and practitioners. Knowledge gaps are how we determine relevant interventions. Relevance is the first step to creating staff buy-in, and successful implementation. Factors that may effect implementation include organization size, staffing levels, resources, and facility location; we must understand those things before we develop any interventions. Titler (2008) posits that "the strength of evidence alone will not promote adoption" (pg. 11); we must make the evidence relevant to the system. For example, "clinicians tend to be more engaged in adopting patient safety initiatives when they understand the evidence base of the practice" (Titler, 2008, pg. 12), as opposed to adminstrators forcing it upon them.
What works for one agency may not work for another. Warren, et al. (2016) educates that different systems have different barriers, and need different types and levels of support. Demographics, suchs as Magnet designation, staff education level, and employee role, effect successful implementation of EBP practice. We "must consider the work environment and the culture...across the system" (Warren, et al., 2016, pg. 22) as well, when developing strategies to implement EBP.
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This article provides an overview of some common challenges and opportunities related to cultural adaptation of behavioral
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Keywords
evidence-based practice, literature
Culture influences the way in which individuals see themselves
and their environment at every level of the ecological system
(Greene & Lee, 2002). Cultural groups are living organisms
with members exhibiting different levels of identification with
their common culture and are impacted by other intersecting
identities. Because culture is fluid and ever changing, the process
of cultural adaptation is complex and dynamic. Social work and
other helping professions have attempted over time to integrate
culture of origin into the interventions applied with ethnic
minorities and other vulnerable communities in the United
States and globally (Sue, Arredondo, & McDavis, 1992). In
an ever-changing cultural landscape, there is a renewed need
to examine social work education and the interventions social
workers implement with cultural diverse communities.
Culturally competent social work practice is well established
in the profession and it is rooted in core social work practice
principles (i.e., client centered and strengths based). It strives
to work within a client’s cultural context to address risks and
protective factors. Cultural competency is a social work ethical
mandate and has the potential for increasing the effectiveness
of interventions by integrating the clients’ unique cultural assets
(Jani, Ortiz, & Aranda, 2008). Culturally competent or culturally
grounded social work incorporates culturally based values,
norms, and diverse ways of knowing (Kumpfer, Alvarado,
Smith, & Bellamy, 2002; Morano & Bravo, 2002).
Despite the awareness about the importance of implementing
culturally competent approaches, practitioners often struggle
with how to integrate the client’s worldview and the application
of evidence-based practices (EBPs). When selecting and
implementing social work interventions, practitioners often
continue to unconsciously place themselves at the center of
the provider–consumer relationship. Being unaware of their
power in the relationship and undervaluing the clients per-
spective in the selection of EBPs tends to result in a typ.
Caotkeynote2010april27 all
The document discusses celebrating occupational therapy's past accomplishments and evolving perspectives, challenging the profession to advance its vision of enabling occupation, and creating an occupational future for all. It highlights key concepts in OT like the Canadian Model of Occupational Performance (CMOP) and the Canadian Occupational Performance Measure (COPM). It encourages practitioners to bridge the "meaning gap" between ideal and actual client-centered, occupation-based practice and to build partnerships to strengthen the evidence base. The overall message is about celebrating the profession's achievements while continuing to advance its vision through daring actions.
NURS 6002 Foundations of Graduate StudyAcademic and P.docx
NURS 6002: Foundations of Graduate Study
Academic and Professional Success Plan Template
Prepared by:
<INSERT NAME>
Professional Development
Statement of Purpose
My main objective is to complete my master’s degree so as to qualify as a psych nurse practitioner. My focus is to learn how I can apply the knowledge I have gained from this program in delivering high-quality patient care. Consequently, I have developed several goals that I need to achieve so that they can help me in meeting y main objective.
Curriculum Vitae for Psych Nurse
PROFESIONAL BACKGROUND
Graduate in Psych Nursing from Warren University with experience of more than two years in nursing practice. Skill as a youth coach, identifying problems, and applying the most appropriate techniques for each case. Collaborator, team worker, with a good relationship with patients and experienced in preparing patient care programs.
COMPETENCES
-Diagnosis of problems.
-Direct interventions.
-Consultation and treatment.
-Development of programs.
-Easy for personal relationships.
-Collaborative team worker.
-Experience with students with special needs.
-Good adaptation to different tasks.
EXPERIENCE
· John Hopkins Hospital Practice in Psych Nursing from January 2017 to the present
· One-time actions with conflictive patients in crisis situations.
· Preparation of intervention projects in the hospital environment for patients at risk of social exclusion.
TRAINING
· Degree in Psych nursing. Walden University
CERTIFICATES
SOCIAL WORK
· Volunteer in Walden community working with minors in areas of social exclusion.
LANGUAGES
· English
SKILLS VOCATION
· Service.
· Responsibility and seriousness.
· Pharmacology knowledge.
· Ability to work under pressure and in emergency situations.
· Knowledge of nutrition and psychology.
· Resolute person.
· dealing with older adults and children.
· Extensive use of computer tools.
Professional Development Goals
The first thing that should be noted is that psych nursing is a recent academic option, which is highly relevant that more people are trained in it and help to broaden and deepen the scientific foundation of the care it offers. Although the psych nurses are already able to carry out different activities without the need for another health professional to indicate them, it is important that they can acquire greater independence so that their contribution is even greater, which is my first professional development goal. Therefore, the degree in psych nursing must be strengthened, with studies and evidence that allow the framework of the work of those who practice it to grow and, in turn, encourage its professionals to intervene promptly to avoid complicating the medical situation of a patient.
I would like to be supportive, have a vocation for service, be responsible, and be organized. It is these basic qualities that will allow me to develop a nursing career. The organization and responsibility would be oriented there because the nurse, by nat.
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July13 2010 meaning gap
This document discusses a study that investigated how occupational therapists find meaning in their work. The researchers discovered that some therapists found meaning in their occupation, while others experienced a "meaning gap." Through participatory action research with occupational therapists at a hospital, the study aimed to identify strategies to address this meaning gap. The background section reviews how occupation has historically been a core concept in occupational therapy practice, but how the field has also experienced a shift toward more medical models of care. The method section describes how the participatory action research study was conducted in three phases with occupational therapists from the hospital.
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Editor's Notes
- General assumption that this would not be a particularly dynamic or interesting placement compared to other work settings. Opinion from others that this was not a setting which fully utilised the skills of OTs. That this was a simple service which dealt with basic ‘measure and fit’ procedures. I had no prior experience to form an opinion of my own. Therefore I decided to remain open minded about the placement setting and looked forward to finding about the reality of it during the 6 weeks that I was to spend there.
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