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Management of Occupational Therapy Personnel
Transcript of Management of Occupational Therapy Personnel
"The greatest tragedy in America is not the destruction of our natural resources, though that tragedy is great....
The truly great tragedy is the destruction of our human resources by our failure to fully utilize our abilities,...
...which means that most women and women go to their graves with their music still in them."
Oliver Wendell Holmes
"Human resource issues are the most challenging aspect of delivering quality outcomes-oriented health & human services."
Fisher (2011), p. 209
Managing our Limited Resources: Practitioners
The University of South Dakota
THE 7 STEPS
1. Identify the position & create/update job description
2. Advertise the position to attract applicants
3. Screen Applicants
4. Interview Candidates
Look for "soft" skills
5. Contact References
6. Extend Offer
7. Follow up
Maslow's Hierarchy of Needs
Two Factor Theory
the work itself,
company policy & administration,
Learned Need Theory
Learned through life experiences
Ranked highest in job satisfaction in some studies (Fyock, 2001).
Employees need to know
process of performance evaluation
how they are meeting expectations
A New Hire?
You are the rehabilitation manager at an acute care hospital. The services offered are PT, OT, speech pathology, sports medicine, and occupational medicine. There has been an increase in referrals over th past 3 months.
There are two other health care providers in the community offering hand rehabilitation. The referring hand surgeons have made it known that if your department had a certified hand therapist (CHT), they would potentially refer all of their cases to your rehab department. A new CHT is relocating to the area and has expressed interest.
The OT department in a long-term care facility has six professional and one support staff (4 OTRs, 2 COTAs, & 1 clerical staff). One of the OTRs is the manager who has 25% responsibility for patient care. The department is offering sub-acute rehab, outpatient services, and home health services.
A competitor in the same town has just renovated a wing of its facility providing 1,500 sq ft for sub-acute rehab services and state-of-the-art equipment. The competitor has a arranged for a contract therapy service to staff the unit.
The salaries being offered are about 15% more than you offer. Benefit packages are comparable. Your staff has started talking about this new opportunity. A retention plan is necessary. What would you do first?
Barb Brockevelt, PhD, OTR/L, FAOTA
What would be your plan to recruit this therapist?
Some people are just motivate; others are not
Motivation can be mass produced
Motivated workers are more productive
Friends at Work
Search for Ways to Satisfy Unmet Needs
Choice of Alternatives to Satisfy Unmet Needs
Evaluation of Need Satisfaction after Implementing Alternatives
Determination of Future Needs and Search or Choice for Satisfaction
Promotes continuing competence
Self & manager review
Professional development plan
90 d & annually thereafter
Mirror OT Intervention Plan
Mentorship fosters individual outcomes leading to personal & professional development
3. Separation or redefinition
Phases of a Mentoring Relationship
Mentors attracted to talent
Mentees attracted to accomplishment & power
Menorship: Level I FW Student
Jane was a clinical FW educator in a pediatric outpatient clinic. She had 5 yrs experience, but today she met her first FW I student. By evening, Jane was on the phone with Ellie, the student's university's AFWC with a list of problems.
To Assert or Not to Assert Tool
Plant as Metaphor
Communication, Motivation & Conflict Resolution Important
"The best executive is the one who has sense enough to pick good men [and women] to do what he wants done, and self-restraint to keep from meddling with them while they do it."
Barker's 3 Levels of Communication
2., Information Exchange
3. Existing Relationships
Discipline & Separation
Don't ignore issues
Work Improvement Plan
Grounds for immediate?