Organizationl Development and Change

Nugent, W., Sieppert, J., & Hudson, W. (2001). Practice Evaluation for the 21st Century. Belmont, CA: Wadsworth.

D1:There are many aspects in relation to professional practice. Four areas of professional practice are:

1) Establish CHD Expectations based on PHEP Capabilities.  2) Implement an evidence based program by quantitatively validating the designated subset of CHD Expectations utilizing the local CHD jurisdictional assessment tool (i.e. FPHRAT). 3) Provide technical support to CHDs; this includes providing a base + population based funding, sustaining the BPR CHD Preparedness and Support Unit program, conducting coordination calls, updating the CHD Officers Handbook and coordinating the bi-annual Statewide Summit. 4) CHD Expectations standardized and integrated capabilities and preparedness

Applying my expert knowledge and skills, during clinical and after earning my license, I will work with an assortment of ages, deficiencies, miscellaneous and multiethnic people. I will go all-out to work with different therapists to acquire new perspectives, in a variation of circumstances and environments. My efforts will develop my competence of self-reflection, by providing day-to-day experiences to catalyze development, life-enhancing engagements, and trained socialization. I will achieve my aspiration to positively help individuals, gain or reinstate freedom, accrediting to a more filling quality of life. After getting my license, a continuous goal I have, is to enlarge and grow, all through a lifetime of practice, by attending numerous workshops. When significantly knowledgeable and well established, I will focus on unmet job-related and educational needs in societies that lack easily reachable services. Goals I have will determinedly be adapted and augmented, as I continue to realize my fortes, desires, and distinct aptitudes in my distinctive career path. Outlining future goals, they will revolve around permanent socialization and information, in Occupational

(Lowe, Plummer, O'Brien, & Boyd, 2012). They are re prepared with advanced didactic and clinical education.

It is the King Fahad Medical City commitment to ensure balance, independence, ‎objectivity and scientific rigor in all Continues professional Development (CPD) ‎activities. The desired outcome of this policy is to conduct CPD activities that are free of ‎the appearance of or actual conflicts of interest and the introduction/demonstration of ‎bias in favor or against a commercial product, service, or device in return for known or ‎unknown personal and professional gain. The intent of this policy is to ensure that any ‎potential conflict will be identified openly so that the activity participants may form ‎their own judgments about the presentation with the full disclosure of facts.‎ To comply with government bodies for programs accreditation

• Another example that exemplifies the scores that were evident throughout the skill assessments are how I deal with co-workers at work. We all have to work together and assist each other, when necessary, to locate resources for our client’s. We have to collaborate effectively while assisting each other with developing safe plans of care for every client. I have to be a part of a team of inter-disciplinarians that all bring a sense of knowledge and

1. What do you think advanced practice is and why, where are you getting this from?

2. What credentials do most of your clinicians hold and how does your supervision process work?

The level III cross sectional study included results show how continuing professional development (CPD) is vital to changing professionals’ aspect of their clinical practice. This study pertains to the profession of Dentistry, but links to other health care professions that have mandatory CPD requirements. The design does allow for potential biases related to sampling, region, and profession specific. This information may be useful to increase CPD programs by listing the benefits versus the barriers related to it in the OT

2. What credentials do most of your clinicians hold and how does your supervision process work?

When an individual reaches the point where they believe they have found all the answers, they have stunted the ability to grow personally and professionally. There never ceases to be opportunity for reflection, constructive feedback, and areas of improvement in an individual’s life, especially when it comes to professional development. An important piece to this idea is knowing when and how to identify these needed skills, understanding how their development will align with accepted professional standards, and developing an action plan to attain identified skills.

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

After anticipating a need for change, it is necessary for the OD practitioner to enter the system in order to develop a relationship with the client. The relationship is important because it is contingent upon the accomplishment or disappointment of the OD program. The practitioner aim is to initiate open

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).