Model of Human Occupation: MOHO MOP

Model of Human Practice

Through therapeutic occupations, people achieve the best version of themselves

core construct of MOHO

volition, habituation, performance capacity, environment

volition

a person's motivation for the occupation

habituation

process by which occupations organize into patterns or routines

performance capacity

the physical and mental abilites that underlie skilled actions and occupational performance

environment

extrinsic factors that may alter occupations

MOHO three levels of doing to help consider occupational performance

occupational participation, occupational performance, occupational skills

Theorists of MOHO

Gary Kielhofner developed it based on Mary Reilly's occupational behavior theory

Order (Function) of MOHO

able to choose, organize, and perform occupations that are personally meaningful and satisfying while also meeting the social demands of his or her environment

Disorder (Dysfunction) of MOHO

When a person is unable to participate successfully in occupations. A person with disrupted occupational participation and does not experience a satisfying basic quality of life leading to not be able to meet societal and personal expectations

Change in MOHO

change in any aspect of volition, habituation, and performance capacity, and/or environment can result in a change in thoughts, feelings, and doing that make up one's condition

stage 1 of motivation

person's explore new activities, discover, and experiment to learn about their capacities, preferences, and values

stage 2 of motivation

persons are aware of the demands and expectations around them and try to meet those competency standards of performance

step 3 of motivation

persons fully participate in occupation with the required performance actions and skills, often includes a new addition or new dimension of life that reinforces occupational identity and competence

motivation may be

tangiable, intangible, a type of privilege, activity based, influenced by internal and external process

evaluation process involves two initial steps

1. Gathering data via occupational profile

2. analyzing one's occupational performance

step 1 of therapeutic reasoning

formulate questions about the client based on MOHO theoretical assumptions

step 2 therapeutic reasoning

gather info in collaboration with the client, including related sources and specific assessment tools

step 3 of therapeutic reasoning

create theoretical picture and hypothesis that includes clients strengths and weaknesses and how OT can promote change

step 4 of therapeutic reasoning

design goals and strategies including priorities and timelines

step 5 of therapeutic reasoning

implement intervention and monitor by eliciting feedback and observing

step 6 of therapeutic reasoning

determine therapy outcomes and assess for consistency and progress

MOHO 9 strategies for therapeutic intervention

validating, identifying, giving feedback, advising, negotiating, structuring, coaching, encouraging, providing physical support

validating

respecting and acknowledging client's experience

identifying

informing client of contextual resources

Giving Feedback

communicating with client about situation

advising

providing intervention and goals with realistic outcomes

negotiating

communicating in give-and-take manner about future plans

structuring

setting clear expectations for performance

coaching

prompting as acts of assistance, support, and instruction

encouraging

giving emotional support

providing physical support

using one's body as means of support