MOHO: Model of Human Occupation

What is the most widely used occupation-based model in OT practice?

MOHO

MOHO is...

occupation-based, theory-drive, evidence-based

Who and When created MOHO?

Kielhofner & Burke, 1980

What does MOHO look like?

MOHO model

MOHO addresses (4 things)

1- Motivation for occupation

2- Routine patterning of occupations

3- Nature of skilled performance

4- Influence of environment on occupation

MOHO is typically appropriate for ...

clients with a wide range of impairments throughout the life course

MOHO seeks to explain how occupations are ...

chosen, patterned, and performed

MOHO states that people are composed of 3 interacting elements:

volition

habituation

performance capacity

Volition

Definition: The process by which people are motivated toward and choose occupations

Includes: personal causation, values, interests

Habituation

Definition: the process whereby people organize their actions into patterns and routines

Includes:

responses to familiar situations

Performance Capacity

Definition: a person's underlying mental and physical abilities and how those abilities are used and experienced in occupational performance

Includes: body functions/systems/motor skills, processing, communication, interaction

The big idea of the MOHO is the _______ of _____

Dimensions of Doing

Dimensions of Doing include

occupational participation, occupational performance, occupational skills

Occupational participation (MOHO)

Broadest sense of engagement in occupation; may be role based

engaging in work, play, ADL (occupations necessary to well-being)

Occupational Performance (MOHO)

units of doing and discrete actions and/or activities

Occupational Skills (performance skills) (MOHO)

Observable, Goal-directed actions that a person uses for occupational performance

Overarching target of MOHO:

occupational adaptation

(this is a different kind of occupational adaptation than OA theory)

Desired Outcomes of MOHO

occupational competence, occupational identity, occupational adaptation, occupational engagement

occupational competence (MOHO)

the degree to which people are able to sustain a pattern of doing that enacts their occupational identity

occupational identity (MOHO)

from experience of what people do overtime

the values, interests, roles, personal causation, volition, habituation, choice, etc.

occupational adaptation (MOHO)

Creation of occupational identity and ability to enact this identity in variety of circumstances

Occupational engagement (MOHO)

The way clients do, think, and feel under certain contexts

9 dimensions of occupational engagement

Choose/decide

Commit

Explore

Identify

Negotiate

Plan

Practice

Reexamine

Sustain

Therapeutic reasoning is paramount in MOHO. Describe it -

-Generating questions about the client

-Gather info on and with the client

-Use the information gathered to create theory-based explanation

-Generating goals and strategies for therapy

-Implementing and monitoring therapy

-Determining outcomes of therapy