Natural Supports: Reconceptualizing Job Coach Roles

1993 ◽  
Vol 18 (4) ◽  
pp. 275-281 ◽  
Author(s):  
Pat Rogan ◽  
David Hagner ◽  
Stephen Murphy
Keyword(s):  
Social Support ◽  
Supported Employment ◽  
Work Site ◽  
Case Examples ◽  
Individual Preferences ◽  
Employees With Disabilities ◽  
Natural Supports ◽  
Job Coach ◽  
Personal Connections ◽  
Natural Support

This article presents four case examples that illustrate various strategies used by agency personnel to promote job supports for employees with disabilities while minimizing the intrusion of supported employment personnel. Specific strategies include: (a) using personal connections to enhance social support, (b) matching individual preferences and attributes to work-site social climates, (c) collaborating with work-site personnel to develop adaptations and modifications, (d) facilitating and supporting the involvement of work-site personnel; and (e) providing general consultation focused on person-environment factors that promote both the success of the supported employee and the overall business. Each of these strategies is discussed within a natural support framework in relation to reexamining job coach roles. The implications of the four case examples are discussed and areas for further research are suggested.

Was macht Supported Employment so überlegen?

2013 ◽  
Vol 10 (02) ◽  
pp. 95-101 ◽  
Author(s):  
H. Hoffmann
Keyword(s):  
Vocational Training ◽  
Supported Employment ◽  
Gesetzliche Grundlagen ◽  
Job Coach

ZusammenfassungMit der Einführung des Supported Employment wurde in der beruflichen Wiedereingliede-rung psychisch beeinträchtigter Menschen in die freie Marktwirtschaft ein Paradigmawechsel vollzogen, der sich in den USA und mittlerweile auch in Europa bewährt hat. Die wissenschaftliche Evidenz ist mittels zahlreicher randomisiert kontrollierter Studien erhärtet, weshalb Supported Employment in den Leitlinien als dem pre-vocational Training überlegen und somit als Methode der Wahl vorbehaltlos empfohlen werden kann. Supported Employment leistet zudem einen entscheidenden Beitrag zur Inklusion und Teilhabe psychisch beeinträchtigter Menschen.Für eine erfolgreiche Implementierung und Weiterverbreitung im deutschsprachigen Raum braucht es gewisse Adaptionen, einheitliche Qualitätsstandards, Anreize für die Arbeitgeber sowie noch zu verbessernde gesetzliche Grundlagen und Finanzierungsmodelle, die u.a. die unbefristete Begleitung durch einen Job Coach ermöglichen. Letzteres ist ein zentraler Faktor für den nachhaltigen Erfolg des Supported Employments.

Consumer Neuroscience

2020 ◽  
pp. 185-207
Author(s):  
Kimberly Rose Clark
Keyword(s):  
Vision Research ◽  
Self Report ◽  
Affective Neuroscience ◽  
Comprehensive Overview ◽  
Consumption Behavior ◽  
Case Examples ◽  
Individual Preferences ◽  
Consumer Neuroscience ◽  
Commercial Work ◽  
Commercial Research

Consumer neuroscience is a quickly growing discipline that harnesses both theoretical principles and applied measures from the decision and affective neurosciences, along with psychophysiology and vision research, in order to explain and predict consumption behaviors. This discipline links several subfields, including neuroeconomics, social and affective neuroscience, and neuromarketing. This emerging field comprises both direct and peripheral measures of neural processing related to consumption behaviors. Consumer neuroscience complements traditional commercial research measures such as self-report, which can often be inaccurate and biased by anticipated or recalled, but not actual, consumption behaviors. All told, consumer neuroscience represents a unique field focusing on the consumer and the innumerable factors that affect individual preferences and consumption behavior. This chapter will provide a comprehensive overview of the field's history, key measures used, case examples of academic and commercial work, and a discussion of the field's continued bright trajectory.

Supported Employment – Electronic Job-Coach (EJO)

2016 ◽  
pp. 142-149 ◽  
Author(s):  
Carsten Brausch ◽  
Christian Bühler ◽  
Andreas Feldmann ◽  
Miriam Padberg
Keyword(s):  
Supported Employment ◽  
Job Coach

Natural Supports in the Workplace: A Reexamination of Supported Employment

1988 ◽  
Vol 13 (4) ◽  
pp. 260-267 ◽  
Author(s):  
Jan Nisbet ◽  
David Hagner
Keyword(s):  
Supported Employment ◽  
Severe Disabilities ◽  
Active Participation ◽  
Work Environments ◽  
Natural Supports ◽  
Job Coaches ◽  
Job Sharing

The purpose of this article is to examine some of the basic premises of supported employment initiatives. In particular, the role of agency-sponsored job coaches in supporting employees with severe disabilities in integrated work environments is discussed. A broader concept of supported employment is proposed, based on studies of the supports and informal interactions characteristic of natural work environments. Alternative support options, entitled the Mentor Option, the Training Consultant Option, the Job Sharing Option, and the Attendant Option, which involve the active participation of supervisors and co-workers, are presented with suggestions for implementation.

Doing it the Company Way: Using Internal Company Supports in the Workplace

1991 ◽  
Vol 22 (2) ◽  
pp. 32-35 ◽  
Author(s):  
Ellen S. Fabian ◽  
Richard G. Luecking
Keyword(s):  
Supported Employment ◽  
Training Programs ◽  
Severe Disabilities ◽  
Competitive Employment ◽  
Employment Opportunities ◽  
Job Coach ◽  
Workplace Supports ◽  
Training Activities

Recent limitations identified in the job coach model of supported employment have stimulated interest in the use of natural workplace supports as a means of facilitating competitive employment opportunities for individuals with severe disabilities. The authors describe one approach to natural workplace supports called the internal company support approach to supported employment, using existing employer-sponsored training programs in the workplace. Examples of employer-sponsored training activities are provided, as well as implementation suggestions based on the authors' experience.

Job performance of employees with disabilities

2014 ◽  
Vol 33 (4) ◽  
pp. 347-360 ◽  
Author(s):  
Miriam K. Baumgärtner ◽  
Stephan A. Böhm ◽  
David J.G. Dwertmann
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Self Efficacy ◽  
Call Center ◽  
People With Disabilities ◽  
Hierarchical Regression ◽  
Common Source ◽  
Employee Survey ◽  
Content Type ◽  
Employees With Disabilities

Purpose – The purpose of this paper is to follow the call of researchers to take intrapersonal resources into account when trying to understand the influence of interpersonal resources by investigating the interplay of social support and self-efficacy in predicting job performance of people with disabilities. Design/methodology/approach – Data were collected in an Israeli call center employing mostly people with disabilities. The independent and moderator variables were assessed by an employee survey. To avoid common source bias, job performance was rated by the supervisors four weeks after conducting the survey. Hierarchical regression analysis was used to test the hypotheses. Findings – The first main effect hypothesis, stating a positive relationship between social support and job performance was conditionally supported (p=0.06). The relationship between self-efficacy and job performance did not gain support. In line with the extended support buffer hypothesis, the job performance of low self-efficacious employees increased with higher levels of social support. The interference hypothesis, postulating a negative effect of social support under the condition of high levels of self-efficacy, was not supported. Practical implications – The results indicate that employees with disabilities differ in the level of social support they need in order to reach high levels of job performance. Instead of a one-size-fits-all-approach, organizations should take individual levels of self-efficacy into account and offer support accordingly in order to unleash the full working potential. Originality/value – This is the first known empirical investigation examining the role of individual differences in the need of social support among employees with disabilities.

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