Critical appraisal of a qualitative research paper Essay

Critical appraisal of a qualitative research paper - essay Examplehe review links potential findings of the study to a wider framework of theoretical knowledge in the area of community health go and helps the reader identify gaps in the existing body of knowledge and justify the need for their study. Such synthesis of relevant information relating to the previous research provides qualified background to the study.Specific nature of the formulated research purposes raised a set of specific requirements to be addressed within a certain methodological framework. The context of study undertaken by Bissel and colleagues suggests that the choice of qualitative approach is the most appropriate alternative in this case. Such choice of methodology and research practice is absolutely justified by the formulated research purposes and obtained resultsthe type of reasoning utilised by Bissel and colleagues is apparently inductive the authors do not formulate each specific hypothesis or sugg est a theory to be tested. Instead, they offer several(prenominal) research objectives to be fulfilled.Data gathering techniques chosen by the authors within the qualitative methodology are congruent with the purposes of their study. The authors prefer semi-structured interview is the instrument of data collection. Semi-structured interview is one of the most popular types of interviewing due to several reasons. Firstly, semi-structured interviewing allow for focused two-way communication. Secondly, while the questionnaire framework implies formulation of detailed questions, a semi-structured interview starts with more general topic or questions, identified out front of time, and makes it possible for the interviewer to seek for relationships between the questions/topic and variety of relevant issues. The answers given by the interviewee serve as the basis for more specific questions formulated during the interview. And finally, semi-structured interviewing is not as time-consuming and costly as other qualitative methods, while the data is valid, diverse and

Academic Models in Strategic Management Essay Example | Topics and Well Written Essays - 1000 words

Academic Models in Strategic Management - Essay ExampleThere argon numerous techniques and approaches that support strategic decision making, like PEST, SWOT, portfolio matrixes, life cycles, value chain concepts and many others. The most important aspect of these academic light beams is to what extent these tools promote or inhibit creative competitive strategy making in organizations (Clark, 1997, p. 417).Some authors argue (Eilon, 1980, cited by Clark, 1997, p. 418) that there is an absence of strong focus on academic tools because they play a secondary role being the means to an end, not an end in itself. Still, the usage of academic business models should not be underrated, because these promote the development of strategic thinking in organizations (Clark, 1997, p. 418). Strategic oversight tools perform prefatoryally a support role (Clark, 1997, p. 418) in the strategic focal point process. This is so, because academic instruments offer useful insights into the benefits o f different strategies and suggest a more systematic approach towards strategy implementation. These tools provide information generation, framework for synopsis, also coordination and require mechanisms (Clark, 1997, p. 418). Further on, schemes and visualized models have the benefit of presenting ideas, model relationships and help management identify opportunities and convict others about the usefulness of suggested strategies. 2. The use of tools during the different strategic management stagesAcademic models are visible throughout the strategic management process, from planning and defining of mission and purpose to crafting different strategies and strategy execution and evaluation (Thompson et al, 1996, p. 3). situation analysisAnalysis of the business environment is regarded as a fundamental part of the strategic management planning process (Pickton, 1998, p. 102), because academic strategists have recognize that environmental changes are constant and unavoidable. A resea rch undertaken by Clark (1997) points out that for many companies environmental analysis includes evaluation of remote environment, meaning PEST analysis and evaluation of the companies operating environment, meaning competitors, customers, markets, suppliers and stakeholders. PEST and Porters five forces model are basically similar tools for environmental audit and are ranked in the authorize set of tasks in UK (Clark, 1997, p. 423). In an increasingly diverse competition, industries are no longer viewed as isolated independent markets. This makes the application of the Porters model insufficient, because it tends to be centre on the single industry or strategic business unit, which means that its much narrower in its scope.Another largely used academic tool is SWOT analysis, which is regarded as the simplest easy-to-use technique for getting a quick overview of a firms strategic situation (Thompson et al, 1996, p. 92). SWOT is praised for its simplicity and practicality and is w idely adopted uncritically (Pickton et al, 1998, p. 101) it underscores the basic principle that strategy must be a good fit between a companys internal capabilities and its external situation. Authors like Farjourn (2002) observe that SWOT is only when suitable to a stable and predictable world. Too simplistic adoption of SWOT is reflected by the fact that most academic papers review it as a static strategic framework (Pickton et al, 1998, pp. 102-103) academicians simplify it to a list of factors and fail to conduct further analysis, which limits the usability of the model.Another tool, the value chain concept is a primary analytical tool of strategic cost analysis it identifies costs and value drivers for primary and

Oef oif Research Paper Example | Topics and Well Written Essays - 750 words

Oef oif - Research Paper ExampleAs a outcome of fact, veterans coping with PTSD need to be adequately cared for. This topic will help in conducting an extensive research to help in understanding their problems and tactile property for the possible ways of serving them (VA Office of Public Health and Environmental Hazards, 2010).PTSD is a common problem facing the war veterans world over. It results from their video to traumatizing war conditions such as seeing the seriously wounded or dead bodies being shot at by their enemies being ambushed knowledge of the murder colleagues or getting a mortar fire. On the other hand, women veterans might be of higher risks of suffering from this condition because of their vulnerability to Military Sexual impairment (MST) that come as a result of repeated sexual cases of sexual harassment and assaults experienced during the peacetime, training and war. Since these conditions pose a prolonged effect on the mental health of these veterans, a comp rehensive health care scheme needs to be implemented.Healthcare provision to the Iraqi and Afghan veterans with PTSD has gravel an issue of concern today. It is has posed a great challenge to different health care providers in the country. Hence, the Department of Veteran Affairs should take it so seriously. A lot should be done to help these patriots to cope up with such a stressful condition. Otherwise, it might interfere with their mental health and eventually paralyze their interpersonal relations (Rothschild, 2000). So, this research will strive to unearth more information about these veterans and look for measures through which they can be assisted. To get this goal, the research will have to advocate for the improvement in the quality of health care offered to them and recommend the use of amore comprehensive approach. These include, but not control to, the use of social services,

Response to Intervention-RTI Research Paper Example | Topics and Well Written Essays - 2000 words

Response to Intervention-RTI - Research Paper ExampleIn 2004, scholarship Disabilities (LD) Roundtable partnership was formed by various learning national organizations such as the National Research Center on Learning Disabilities and consort organizations and they be the critical features of RTI move (Klotz, 2007). The roundtable asserted that instructional and behavioral support offered in general education must always be base on high-quality research. RTI process also calls for universal behavior and academic screening of all students to go away for identification of the students that require enhanced interventions and closer monitor. An effective RTI process should also be implemented in a tiered approach informed by scientific research to meet the needs of each exclusive student. The other feature of RTI is that it relies on the collaboration of the staff at the school to develop, implement and monitor the intervention process (Suckla et al., 2008). The Learning Disabilit ies Roundtable also explained that monitoring of the progress of a student under intervention must be carried out continuously and objectively to assess whether the student is able to meet the defined goals (Suckla et al., 2008). RTI process must also allow for carrying out follow-ups to ensure that the intervention is implemented properly and in accordance to the required consistency. Furthermore, RTI process must allow for the documentation of the parent involvement and adherence to special education assessment criteria as outlined in the IDEIA 2004 and other state regulations. (Suckla et al., 2008). Universal screening which is recommended in RTI and should be undertaken by school staff as an academic year begins to identify students who are not likely to meet the state grade train or the ones having emotional and behavioral problems which can negatively learning (Klotz, 2007). Universal screening is accomplished by either reviewing the current state test results or by giving ac ademic and behavioral screening tests to students with a given grade. The students who score marks below a certain level are categorised as requiring specialized behavioral and academic interventions. According to Fletcher, Lyon, Fuchs and Barnes (2007), scientific and research-based instruction refer to particular curriculum and education intervention which have been identified as being effective, that is, it has been reported in

The 5 Paragraph Essay Format Essay Example for Free

The 5 Paragraph establish Format EssayThis is only one method acting of organizing an essay.Introductory paragraphA. Catches the readers interestB. Gives brief background on your radicalC. Begins or ends with the thesis statementBody (paragraphs 2, 3, etc.)A. Develops, expands, and/or supports the thesis statementB. Includes a topic sentence for each paragraphC. Includes supporting details which reinforce the topic sentence.Concluding paragraphA. Restates the thesis or sums up the argument.B. Tells the reader what you think is important to remember. (Often, this is a personal response). C. Never introduces new information in the conclusion. Extend your thinking on something from the essay.The 5 Paragraph Essay FormatThe first paragraph1) Begins with a topic sentence that introduces a general theme.2) Follows the topic sentence with sentences that narrow the counseling of the theme, so that it is less general.3) Introduces the author of the text you are writing about.4) Introdu ces the title of that text.5) Narrows the discussion of the topic by identifying an issue or problem.6) Finishes by making a debatable introduce (a thesis statement, which is defined as a debatable point/claim).Body paragraphs1) Begin with topic sentences that trippingly relate to the topic, or issue, or problem, which was identified in the opening paragraph.2) Sentences that elaborate on the issue, or problem discussed in the introductory paragraph, and also demonstrates a clear connection to thethesis statement.3) A sentence or sentences that make a claim about the topic, issue, problem.4) A quote from the text you are analyzing that supports your claim.5) Your interpretation of that quote, which explains how you arrived at your conclusion, and also demonstrates a clear connection to the thesis statement. Body parargraphs employ the One, Two, Three Rule, which is1) Make a debatable claim.2) Support the claim with a quote.3) Explain the connection between your claim and the quot e, which means you make an intellectual conclusion.Concluding paragraph1) Begins with a topic sentence that clearly relates to the topic, or issue, or problem that was identified in the introductory paragraph.2) Sentences that make connections with, or revisit, point from your introductory paragraph and your torso paragraphs. These points now serve to close your argument.3) A synthesis of these points that clearly demonstrates the focus of your thesis statement.4) A final comment, or intellectual conclusion of sorts that points out the larger significance of your argument. Also see the handout How to social structure and Organize Your Essays.How to Structure and Organize Your EssaysStructure and Organization first of all, how do they differ?Structure simply means that each individual paragraph does what it is supposed(p) to do. Alright then, what is a paragraph supposed to do? It depends what type of paragraph it is. The types of paragraphs are as followsThe introductory paragrap h.The body paragraphs.The concluding paragraph.Basically, you just want to make certain thatYour introductory paragraph does its job. Your body paragraphs do their job. Your concluding paragraph does its job. For a one page handout that explains exactly what each paragraph must do, see The 5 Paragraph Essay Format.Okay, So Much for Structure, Now What About Organization?Organization is all about body paragraphs. Why? Because everything that comes between your first paragraph and last paragraph is a body paragraph. Your essay is mostly made up of body paragraphs.What is Organization?It is how you order the information. Think of it this way in your essay you make a number of claims and provide much information that supports those claims. How you order claims and information is your essays organization.ExampleYou are writing a paper on the current state of question on human cloning. You decide to include two paragraphs of background information on thehistory of cloning research. The t wo paragraphs appear on page quad of your five page paper.Your professor suggests that the organization require revision because there is an abrupt shift in the essays narrative. Why after almost four luxuriant pages about the current state of cloning research does your reader get two paragraphs on history?Including history is fine, but perhaps it should be include at the beginning of the paper, so that your narrative moves from the early days of cloning research to the current state of cloning research.It is the same information, but ordered differently.

Understanding Leadership Styles Essay Example for Free

Understanding Leadership Styles EssayThere be a number of factors that leave alone influence the style of attractors a leader whitethorn choose, such as The working environment,The task or project that is being tackled,The round themselves and their pet style of working, along with their personal traits and qualities How do you determine what is an appropriate style?Any leader uses a range of different styles at different time during the course of a single day. Decisions look at to be make and it may be appropriate for different styles of leaders at different times, and for different situations during that day. some other factor that has to be considered when choosing a leaders style is that the leadership style at the beginning should be consistent with what tribe in the organization expect. Transactional leadershipThis is acquiree by enticing staff with rewards such as bonuses, prizes, something that will be of benefit to the staff member these are achieved by setting targets. The emergence of this will be that the target is achieved save the morale of the team may be affected with some doing very well and gaining great recognition, others non so well which so-and-so demoralise the staff and affect their enthusiasm for future tasks. Transformation leadershipThis is a beliefs and values type of leading getting the team to believe the hallucination of the final examination aim. This is done by talking and listening to the team and being positive and enthusiastic slightly the aim. One of the benefits of this type of leadership in comparison with Transactional leadership is that no one feels like they are being singled out for under achieving as they are altogether working together and believe in the leaders muckle, this is done by encouraging individuals values and enthusiasm for the task. Authentic LeadershipThis is a leader who is extremely good at what they do whilst remaining grounded and in touch with their workforce, an assu med leader rather than elected. They shag inspire their staff to achieve great things with theirpassion committal and drive, whilst sleek over connecting with their team by showing their appreciation and encouragement to team members.Autocratic LeadershipAutocratic leaders insist on doing it all themselves. They have all the power, make all the decisions, and dont often tell anyone else about what theyre doing. An autocratic leader often maintains their potence by force, intimidation, threats, reward and punishment, or position. Although they may or may not have a clear vision, and may or may not be baksheeshing the organization in the right direction, they are not concerned with whether anyone else agrees with what them or not. One positive with autocratic leadership is that it allows quick decision-making, and eliminates arguments over how and why things get done. On the negative it may reduce the likeliness of getting a range of different ideas from different people, and c ornerstone make people feel as though they are being treated badly, or as if they dont matter.If, as is often true, the leader is concerned with his own power and status, hell be looking over his shoulder, and moving to squelch any enemy to him or his ideas and decisions. Innovation or the use of others ideas is only permissible if its part of the leaders plan. Effects on the organization. Autocratic leaders often leave fearfulness and mistrust in their wake. Others in the organization tend to copy their protection of their position, and their distrust of others ideas and motives. Often, autocratically -led organizations are not particularly supportive of personal relationships, that much more keyed to chain-of-command. Everyone has her own sphere, and protects it at all costs. Communication tends to go in only one direction up as a result of which rumor can become the standard way of spreading news in the organization.At its best (and there are decent autocratic leaders gath er the box directly below ), autocratic leadership provides a stable and secure work environment and decisive, effective leadership. All similarly often, however, it can sacrifice initiative, new ideas, and the individual and company development of staff members for the predictability of a highly structured, hierarchical environment where everyone knows exactly what hes supposed to do, and follows orders withoutquestion. Although the above paints a pretty bleak picture, many autocratic leaders are not hated and feared, but rather esteemed, and even loved. It depends on their own personalities like anyone else, they can be nice people, or highly charismatic, or even willing to listen to and act on others ideas on the organization itself (in the military, most soldiers want psyche firmly in charge), on the quality of their decisions, and on the needs of the people they lead. If theyre generally decent and not abusive, make good decisions for the organization, and fulfil the paren t-figure or self-confidence -figure image that most people in the organization are looking for, they can be both effective and well-respected.2. Managerial. The leader who sees herself as a theatre director is concerned primarily with the running of the organization. Where its going is not at issue, as long as it gets there in good shape. She may pay financial aid to relationships with and among staff members, but only in the service of keeping things running smoothly. Depending upon the nature and stability of the organization, her main focus may be on funding, on strengthening the organizations systems and infrastructure (policies, positions, equipment, etc.), or on making sure day-to-day operations go well (including making sure that everyone is doing what hes supposed to). If shes efficient, a managerial leader will generally be on top of whats happening in the organization. Depending on the size of the organization and her management level, shell have contain of the budget, know the policies and procedures manual inside out, be aware of whos doing his job efficiently and whos not, and deal with issues quickly and firmly as they come up. What she wont do is steer the organization. Vision isnt her business maintaining the organization is. Effects on the organization.In general, a well-managed organization, regardless of its leadership style, is a reasonably pleasant place to work. Staff members don t have to worry about ambiguity, or about whether theyll get paid. As long as oversight is relatively civil no scream at people, no setting staff members against one another things go along on an even keel. Good managers even try to foster neighbourly relationships with and among staff, because they make the organization work better. On the other hand, good management without a clear vision creates an organization with no sense of purpose. The organization may simply act to support the status quo, doing what it has always done in order to keepthings runni ng smoothly. That attitude neither fosters passion in staff members, nor takes account of the changing needs (and they do change) of the target population or the community.The organization may do what it does efficiently and wellbut what it does may not be what it should be doing, and it wont be examining that possibility any time soon. Obviously, the leader of any organization as well as any other administrator has to be a manager at least some of the time. Many are in fact excellent managers, and keep the organization running smoothly on a number of levels. The issue here is the style that person adopts as a leader. If she sees management as her primary purpose, shes a managerial leader, and will have a very different slant on leadership than if her style is essentially democratic, for instance. 3. egalitarian. A democratic leader understands that there is no organization without its people. He looks at his and others positions in terms of responsibilities rather than status, a nd often consults in decision-making. While he solicits, values, and takes into account others opinions, however, he sees the ultimate function for decision-making as his own. He accepts that authority also means the buck stops with him. Although he sees the organization as a cooperative venture, he knows that he ultimately has to face the consequences of his decisions alone.Democratic leadership invites the participation of staff members and others, not only in decision-making, but in shaping the organizations vision. It allows everyone to express opinions about how things should be done, and where the organization should go. By bringing in everyones ideas, it enriches the organizations possibilities. But it still leaves the final decisions about what to do with those ideas in the hands of a single person. Some models of democratic leadership might put the responsibility in the hands of a small group a management team or executive committee rather than an individual. Effects on the organization.Democratic leadership, with its emphasis on equal status, can encourage friendships and good relationships throughout the organization. (In more hierarchical organizations, clerical staff and administrators are unlikely to socialize, for instance in a democratically-led organization, such socialization often happens.) It helps people feel valued when their opinions are solicited, and even more so if those opinions are incorporated into a final decision or policy. What a democratic leadership doesnt necessarily do although it can isestablish staff ownership of the organization and its goals. Although everyone may be asked for ideas or opinions, not all of those are used or incorporated in the workings of the organization. If there is no real discussion of ideas, with a resulting general agreement, a sense of ownership is unlikely.Thus, democratic leadership may have some of the drawbacks of autocratic leadership a lack of buy-in without the advantages of quick an d clear decision-making that comes with the elimination of consultation. 4. Collaborative. A collaborative leader tries to involve everyone in the organization in leadership. She is truly first among equals, in that she may initiate discussion, pinpoint problems or issues that need to be addressed, and keep track of the organization as a whole, rather than of one particular job. But decisions are made through a collaborative offshoot of discussion, and some form of either majority or consensus agreement. Toward that end, a collaborative leader tries to foster trust and teamwork among the staff as a whole. A collaborative leader has to let go of the need for control or power or status if she is to be effective.Her goal is to foster the collaborative process, and to empower the group whether the staff and others involved in an organization, or the individuals and organizations participating in a community initiative to control the vision and the workings of the organization. She mu st trust that, if people have all the relevant information, theyll make good decisionsand she must make sure that they have that information, and provide the facilitation that assures those good decisions. Effects on the organization. Collaborative leadership comes as close as possible to ensuring that members of the organization buy into its vision and decisions, since they are directly involved in creating them. It comes closest to the goal of servant leadership explored in the previous section (Please see Chapter 13, Section 2 Servant Leadership Accepting and Maintaining the Call of Service), and it also comes closest to reflecting the concepts of equality and empowerment include in the philosophy and mission of so many grass roots and community-based organizations. It thus removes much of the distrust that often exists between line staff and administrators.David Chrislip and Carl E. Larson, in Collaborative Leadership How Citizens and Civic Leaders Can Make a Difference, equate collaborative leadership not only with servant leadership, but with transformational (see below) and helpful leadership as well. They identify four characteristics of the collaborative leader * Inspiring commitment and action. The collaborative leader helps people develop the vision and passion to aim and maintain the work. * Leading as a peer problem solver. The collaborative leader facilitates problem solving by modeling and teaching a process, and by helping others bring their experience and ideas to bear. * Building broad-based involvement. The collaborative leader invites everyone concerned into an inclusive process. * Sustaining hope and participation. Reaching goals may take a long time.The collaborative leader both helps the group set interim goals so it can see progress, and, by example and in other ways, helps to maintain the passion and commitment to keep going when theres no end in sight. Collaborative leaders also generally foster close relationships among staff membe rs, making for more converse and cross-fertilization in their work, and leading to more effective ways to accomplish the organizations goals. On the down side, management can be neglected in advance of building a collaborative organization. Even more to the point, collaborative decision-making can be excruciating. Depending upon the group, ideas can be talked to death, and insignificant disagreements about insignificant areas of policy can take hours to resolve. Collaborative decision-making can be democratic based on a majority vote after discussion or dependent on arriving at consensus, with a range of possibilities in between. Consensus decision-making is particularly difficult, in that it requires everyone to agree before a decision can be made.A single primed(p) individual can derail the process indefinitely. Even at its best, a consensus process can take inordinate amounts of time, and try the patience of all involved. Its not impossible to employ, but it takes real commi tment to the ideal of consensus, and enormous patience. In practice, true consensus decision-making is most often used in collective organizations, which are significantly different from collaborative ones, and often involve everyone in leadership. Another way of looking at leadership styleA different view, popularized by throng MacGregor Burns, contrasts two styles of leadership transactional and transformational. Transactional leadership, as its name implies, views leadership as based on transactionsbetween leader and followers. The leader sees human relations as a series of transactions. Thus rewards, punishments, reciprocity, exchanges (economic, emotional, physical) and other such transactions are the basis of leadership. In simplest terms, I lead this organization by paying you and express you what you need to do you respond by doing what you need to do efficiently and well, and the organization will prosper.Transformational leadership looks at leadership differently. It see s a true leader as one who can distill the values and hopes and needs of followers into a vision, and then encourage and empower followers to pursue that vision. A transactional leader thinks of improvement or development as doing the same thing better an organization that reaches more people, a company that makes more money. A transformational leader thinks about changing the world, even if only on a small scale. Combining the two views of leadership styleThese two ways of looking at leadership style are not mutually exclusive in fact, its easier to look at leadership in the context of both. Assuming, as almost all leadership theorists do, that transformational is either better than, or a necessary addition to, transactional leadership, what elements go into creating a transformational leader? What styles are transformational leaders likely to employ, and how? Elements of transformational leadershipThe transformational leader conceives of leadership as helping people to create a co mmon vision and then to pursue that vision until its realized. She elicits that vision from the needs and aspirations of others, gives it form, and sets it up as a goal to strive for. The vision is not hers it is a shared vision that each person sees as his own. Martin Luther queens overwhelming I Have A moon speech derived its power not only from the beauty of his oratory, but from the fact that it crystallized the feelings of all those citizens, of all races, who believed that racism was a great wrong. In that speech, King spoke with the voices of the hundreds of thousands who stood before the Lincoln Memorial, and of millions of others who shared in his vision. That speech remains as the defining moment of the Civil Rights struggle, and defined King who had already prove his mettle in Birmingham and elsewhere as a transformational leader. The conception behind transformational leadership is thus providing and working toward avision, but also has elements of empowerment, of ta king wield of people, and even of task orientation. The job of the transformational leader is not simply to provide inspiration and then disappear. It is to be there, day after day, convincing people that the vision is reachable, renewing their commitment, priming their enthusiasm. Transformational leaders work harder than anyone else, and, in the words of a spiritual, keep their eyes on the prize.The methods that transformational leaders might use to reach their goals can vary. Theyll virtually always include involving followers in the goal, as well as charisma, which comes, if not from personal characteristics, from the ability to put a mutual vision into words, and to move a group toward the realization of that vision. Transformational leaders may also use sharing power, setting an example, and/or persuasion to help move a group toward its goal. What style does all that imply? The managerial style is perhaps least appropriate to transformational leadership, since it pays no atte ntion to vision. The autocratic pays little attention to the ideas of others, and is not generally congenial to the transformational leader. On the other hand, there was Hitler, who tapped into the deepest emotions of those he led, and voiced them in a frightening but highly effective way. There is no guarantee that a transformational leader will work for the betterment of humanity, although he may couch his vision in those terms. The intersection of the transformational and the autocratic is not impossible, but it usually has, at best, mixed results.Fidel Castro initiated and has maintained desperately-needed land, education, health, and other reforms in Cuba, for which he is still revered by much of the islands population. He also eliminated any tracing of political freedom, imprisoned and executed dissenters and political opponents, and was at least partially responsible for destroying much of Cubas economic base in the name of ideological purity. As with the four styles describ ed earlier, there is no guarantee that either a transactional or transformational leader will be an effective one. The democratic and collaborative styles are both better possibilities for transformational leadership. Both allow for input from everyone, and both encourage participation in the realization of long-term goals. It can be difficult for a highly motivated, charismatic leader to operate in the collaborative mode, but it can also be tremendously satisfying.There is an argument to be madethat, because of the high degree of ownership of the vision in a collaboratively-run organization, the collaborative style could be the most successful for transformational leadership. As noted above, David Chrislip and Carl Larson actually see collaborative and transformational leadership as essentially the same.and of course the leaders qualities and personal traits are a major factor, whether they are confident , inspirational, approachable, committed, knowledgeable, disciplined, open min ded, responsible, positive, energising , trustworthy,

Occupational Science And Occupational Therapy

occupational Science And occupational TherapyThis assignment is aimed at establishing occupation as the link surrounded by occupational acquisition (academic discipline) and occupational therapy (a profession) (Cohn 2003). Both occupational intuition and occupational therapy has a passion to solve executing problem or occupational dysfunction by applying occupation as a tool. Hence the complexity of occupation requires activities analysis as a process for finding and adjusting an occupation to achieve some therapeutic benefit or allow a mortal to engaged in a former or sore occupational role. (Duncan, 2009. p.91)Occupational science (OS) was first mooted by the content Society for the promotion of occupational Therapy in 1917 in the USA (Wilcock 2001,2003, Larson et al 2003). The primary objectives of that organisation, which later became the America Occupational Therapy Association, anticipated that it should focus on the developing of occupation as a therapeutic measure, th e study of the effects of occupation upon human being, and the propagation of scientific friendship of this surmount (Dunton et al 1917 as cited in Wilocock 2003,p.164). As the profession grew, altogether the therapeutic occasion of occupation attracted much attention (Wilcock, 2001). Occupational science was formally founded in 1989 when the university of south Californias (USC) doctoral political program was launched (Zemke, 1996). This was champion by Yerxa et al (1989,p.6) and she described Occupational science as the study of the human as an occupational being, with the need for, and competence to engage in and coordinate daily occupations in the environment over the lifespan. Yerxa et al (1989), Occupations argon defined in the science as chunks of daily activity that can be named in the glossary of the purification (Clark, 1991)Occupational science and occupational therapy are intimately relate, and that in fact the former emerged from the latter. (Duncan 2009,p.300) O ccupational science was seen as a basic science, that is, angiotensin-converting enzyme which dealt with widespread issues about occupation without concern for their instant application (Yerxa et al 1989, p.4) occupational therapy on the other hand, was seen as being demented with the application of knowledge about occupation for therapeutic ends (Clark et al, 1991)Occupation is equally the fundamental focus of occupational therapy practice and the unit of analysis take uped in occupational science (Cohn, 2003). Occupational science generates knowledge about the rich variety of human occupation and the socio-cultural, political, economic, environmental, biological and other conditions to sustain healthy, fulfilling, meaningful occupation for person and communities in different world mise en scenes. There are some reservations whether or not the basic science of occupation is essential at all given(p) that an abundance of knowledge about occupation exists in other discipline (ki elhofner, 2002). What is obvious, though, is that whilst other fields may tackle issues, which might usefully inform an collar of occupation, these fields do not use the idea of occupation as the center of inquiry (Clark et al 1993, Polatajko 2004). This guarantee that any knowledge generated not however tackles the concern of therapists but also has clear direction on how that knowledge can be used in practice (kielhofner 1997,2002 Taylor et al 2002).Occupational science impact on therapist to reflect on their practice and resolve its congruence with the philosophy and mounting facts base of an occupational perception. (Duncan 2009)There are concerns that occupational science overlaps with other disciplines and is therefore not adequately unequaled to validate its institution as a scholarly discipline. Nevertheless, it is examination that occupational science, because of its sole subject matter and emphasis, constitutes a conceptually distinct field of inquiry(Clark et al. 1991 ,p.304). Traditionally, the kind sciences established their whimsicalness not by their formal description but by their emphases and traditions. The unique traditional base of occupational science lies in the practice of occupation therapy, with its concern with the adaptation, by way of engagement in occupation, of person with disabilities. (Clark et al. 1991.p30)It has been recommended that one of this new field will force occupation on occupational therapists to re-engage with there philosophy and revisit occupation as the core of occupational therapy (Molineux, 2000), since the centre of Occupational science is human as occupational being (Yerxa et al., 1989 wilcock, 1993)However, another school of taught define occupational science as an academic discipline, the reason of which is to generate knowledge about form, the function and the meaning of human occupation. (Zemke, 1996). Occupational Science focuses onForm, which is the directly observable aspect of occupation. The obje ctive set of physical and socio-cultural situation, external to the psyche at a particular time. Though, occupational form guides, structures, or suggests what is to be done by the individual. In completing the form imitate on what happens rear end the scenes and recognize the association between doing being. (Hersch et al, 2005 p36). In a study of preschoolers receiving occupational therapy, Case -Smith (2000) found that the occupation of play fostered the maturement of visual and fine -motor skills suggesting occupation-based interventions perverse component skills. In contrast, a Meta -analysis study of occupational form found out that, in contrast to less enriched forms, enriched occupational forms moderately enhanced exertion outcomes, especially in the area of movement kinematics (Cohn, 2003).The function of occupation refers to the way occupation influences health, adaptation, development and quality of life, the purpose or intended outcome when active in occupation(La rson et al, 2003). Occupational scientists could study how being fed versus being helped to feed oneself to the maximum extent possible affects the physical health and life felicity of residents of health care institutions. (Cohn, 2003).Meaning in occupational science refers to therefers reentire interpretive knowledge engaged in by an person encountering an occupational form. The subjective become of engagement in occupations(Larson et al 2003). People instil occupations with personal meaning or value. Further more, occupations are metaphorically constituted in a culture and interpreted in context of persons life stories. For example, a dining event with a new friend may be seen as essential in influential ones future, resulting in a romance or even marriage.The attempt to occupational diagnosis begins with the identification of activity limitations or participation restrictions. (Molineux, 2009). Whether physical or mental in nature, the behaviours necessary for completion of ta sks in daily occupations can be analysed according to specific components related to moving, perceiving, thinking feeling (Hersch et al 2005). Hence, it is sympathetic with the top-down approach to the occupational therapy process (Trombly, 1993). Impairments, negatively influencing performance, are then identified by means of Task analysis. Task analysis examining an activity to identify the rate of steps or tasks that constitute the activity. Each task may be analysed into a further series of sub-tasks. (Creek, 2003) Subsequently, they are evaluated in detail through supernumerary targeted observations or specific disadvantage tests, such(prenominal) as goniometry for range of movement and screening test for depress. Then, attention is directed to potential environmental factors restricting performance. through and through it the process, clients collaborate (client centeredness) with the parishioners to develop an understanding of problems in relation to clients situation a nd to prioritise the relative splendor of problems. . (Molineux, 2009).The top-down approach differs from the approach in putting the sign emphasis on occupation. In the bottom-up approach, the practitioner begins the evaluation of occupational performance by exploring impairments. For example, knowing that a client has rheumatoid arthritis, the evaluation may begin with measures of pinch strength, 1.5 pounds of pinch on the right (dominant) and 5 pounds on the left, the practitioner might infer that the client is unable to proper meals due to the in adequate pinch strength. This is a weak diagnostic statement because it is based on prediction or inference about prefromance supported by impairment testing but not activity analysis. (Molineux, 2009).The technical skills of the therapist involve competence in the administering diagnostic procedures and tests client data are gathered through the sense (vision hearing touch smell taste and kinaesthesia) aided by structured and unstruc tured inter take hold ofs, observations, and tests. A completed activity analysis results in a change of some kind, either something has been added to or subtracted from the environment, or altered within it, or something has changed in the subjective experience of the participant. (Hagedorn 2000 p27). Occupational science acknowledges that occupation is depending on(p) upon the environmental context. The study of human occupation must consider the dynamic relationship between the choices people make for action and the various environment al forces that facilitate or impinge upon those choices, the capacity of human to transform their environments to meet their needs though and for engagement in occupation is central to this science (Jackson, 1998)Occupational therapists believe in occupation for health We are concerned with individuals quality of life in terms of how they engage in satisfactory and meaningful occupations. We fuck off a deep appreciation of the occupational nature of humans, of the relationship between health and occupation, and how occupations can influence health (Wilcock, 1999 cited in Finlay, 2004.p.3). Occupation therapist focuses on occupational performance. The active doing of the person in the context of the occupational form, after the person interprets the occupational form and wants to do something about it, the persons voluntary doing is the occupational performance, (Nelson and Jepson-Thomas 2003 p.111) performance is the outward expression of skills (Creek 2002, p276). We are centrally concerned with how individual function in their work, leisure, domestic life and personal self-care, a healthily person is one who is able to perform his or her daily occupations to a satisfying (for that person) and effective level. A persons occupational performance may strong be disrupted or impaired when he or she becomes ill or disabled in some way. we have unique ability to assess occupational performance and to use occupations to improve or maintain that performance . (Finlay, 2004.p.4 ,,,)Underlying body functions and structures have potential to influence occupational performance (Crepeau et al 2003) help shape a persons identity effect individuals choice and subjective experience of occupations and persistence in sustaining occupational behaviour.Occupational therapist view service user holistically as unique individuals (the person) who have particular life experiences, interests, needs, skills, problems and motivations arising out of their particular social and cultural background? Occupational therapy concerned with the individual as a skilled and efficient performer of a range of roles and occupations appropriate to his age, environment and culture. Each process contributes in some way to the attainment and retention of skilled performance (Haledon 2000). We aimed to view and treat individual as complex whole being rather than seeing their problems in isolation. We try to attend to emotional, cognitive, phy sical and social dimensions, in the context of the persons life style. (Finlay, 2004)Occupational therapists value the therapeutic potential and purpose-built meaning- full activities to promote health and well being. Thus, occupational therapist is premised on the idea that purposeful activity can be therapeutic and can be used to improve individual functioning when used in a way that is meaningful top that person. One of the core skills is being able to apply activity in the treatment process. This process values the inwrought properties of activities, the experience of doing and the end product. We implement two main types of therapeutic activities activities of daily living (such as cooking and therapy activities) such as group work). Treatment often involves grading and adapting these actives in their inherent properties (Findlay, 2004)Study from out side occupational therapy and occupational science is demonstrating the occupational nature of humans and the impact of occupa tion on health. For example, the Health walks Research and development Unit (2000) at Oxford Brookes University has been investigating the health benefits of led walks in the countryside. The original walk project was investigated by a general practitioner zand seen then has been actual and scrutinized. Researcher in the unit have found that in addition to the obvious impact on physical fitness, participants also reap benefits due to the social aspect of the walks, and this is consistent with the multidimensional nature of occupation. (Yerxa et al., 1989).Recent research, particularly in the field of occupational science, has demonstrated the link between occupation and health/well being. For instance, in a review of literature on occupation and mental health in care homes for older people, Mozley (2001) provides evidence that opportunities for occupation and pleasure in homes contribute not only to mood state but also to actual survival rates.Wilcocks (1998) influential work on oc cupation for health stresses the importance of being in turn with our occupational nature in terms of the dynamic balance of doing, being and becoming. She shows how being arises from doing and becoming is dependent on doing and being. She get by how we are more susceptible to illness as a result of continuing occupational injustice, deprivation, delirium or balance (wilcock, 1999,p.195.)Wilcock (2001) identified 3 occupational problems that can compromise healthOccupational Imbalance, Occupational deprivation, Occupational alienationOccupational Imbalance has been proposed in the literature to refer to the loss of a balance of engagement in occupation which leads to ell-being, and might include balance between physical mental and social occupations between chosen and obligatory occupations or between doing and being (wilcock, 1998).Occupational deprivation has been defined as the deprivation of occupational choice and diversity due to circumstances beyond the control of the indi vidual (wilcock, 1998, p.257). These could be as a result of poverty, lack of employment opportunities, illness health/disability, discrimination, abuse, being a prisoner or war refugee, and so on. (Whiteford, 2000).Occupation alienation refers to the subjective experiences of isolation powerlessness, frustration, loss of control, estrangement from the society or self which results from engagement in occupations which fails to satisfy the inner needs of the available to patients.Specially, occupational scientist should consider placing occupation at the centre of their analysis would need to recognised the importance of an individual occupations and the symbolic meaning attributed to those occupations. This ensure that any knowledge generated not only addresses the concern of the petitioners but also has clear guidance on how that knowledge can be used in practice (kielhofner 1997,2002). This approach can be contrasted with occupational science, which informs proactive but may not n ecessarily provide specific tools or methods to be utilised by occupational therapists (molineux 2001),In doing so, philosophical explanation to support treatment was developed along with the concomitant principles and practices that would guide that treatment as well as outline the knowledge and skills that would be ask by those who provided it to patients. (Kramer 2003)The lack of a science unique to occupation or theories of practice, or research that proved the efficacy of practice, deeply hampered therapists efforts to establish credibility in all areas of practices. The richness and complexity of occupation is not evident if one cannot articulate the underling rationale and its basis in a recognisable science (Kramer 2003)ConclusionThe basic philosophical tenets of occupational therapy continue to have an enduring presence in todays world of human health and illness. Occupation and related concepts such as interests and individual preferences, the importance of the environmen t in stimulating and supporting activity, and the fit of the activity to the person- continue to be applicable to people who have problems related to disability, disease, or other chronic debilitating conditions. As a field devoted to the study of occupation, occupational therapists and occupational scientist have remained committed to the founding principle. These principles are embedded in recognition of the potency of occupation as a catalyst for health.