This European Conceptual Framework clarifies how occupational therapists (OTs) think about human action and how OTs can act to influence occupational performance of clients. This framework has four main characteristics: (1) it is dynamic, (2) it represents the perspective of the performer, (3) concepts are organized into eight clusters, and (4) it is organized into the person’s internal world, external world and the interface between those worlds. This framework organizes 25 terms that are commonly used by OTs, such as activity, occupation, and task. Dynamism can be illustrated using the above three terms (activity, occupation, and task) and they are flexible depending on the context but not hierarchically arranged. Except being an observer, OTs think of themselves as performers (the person who performs the task/activity/occupation). This enables OTs to get to understand the real experiences of the clients. The 25 commonly used terms are organized into eight clusters, and each represents a specific aspect of the performer’s experience. The clusters are, common terms included in the blanket:
(1) Personal requisites for action (occupational performance components, function 1, function 2, ability and skill),
(2) Energy source for action (motivation, volition, engagement),
(3) Boundaries to action (independence, dependence, interdependence and autonomy),
(4) Action (occupational performance, activity performance, task performance and occupational performance areas),
(5) Forms of action (occupation, activity and task 1),
(6) Structured action (habit and routine),
(7) Social contract for action (role, participation and task 2), and
(8) Place for action (setting, environment and context).
These eight clusters are further organized into three areas: the person, the environment, and the interface, and they are identified as the internal world of the performer, the external world, and the action interface, respectively, in this framework. This framework can be used to help therapists in understanding the nature of occupation and the influences, both internal and external, on occupational performance, and to support clinical reasoning in determining the most appropriate intervention for improving the clients’ occupational performance.