scholarly journals Building the “Business Case” for Hiring People with Disabilities

2020 ◽  
Vol 9 (4) ◽  
pp. 71-88
Author(s):  
Sandra L. Fisher ◽  
Catherine E. Connelly
Keyword(s):  
Life Insurance ◽  
Human Resources Management ◽  
People With Disabilities ◽  
Business Case ◽  
Food Services ◽  
Utility Analysis ◽  
Service Value ◽  
Employees With Disabilities ◽  
The Difference ◽  
Turnover Costs

This paper demonstrates a technique to empirically estimate the financial costs (or savings) of employing people with disabilities, in order to provide a mechanism for organizations to develop a “business case” for hiring these employees. We conducted a utility analysis, a technique common in Human Resources Management (HRM), to illustrate how the financial net value can be calculated based on the difference between service costs and service value. Employment costs include those related to wages, health benefits, pensions, life insurance, vacation pay, training, safety, absences, lateness, turnover, and disability accommodations. Service value estimates are based on wages and are adjusted for performance levels. The data used for our example is drawn from a food services company in Canada. Employees with disabilities in this example provided higher net value to the organization because of their average to above-average performance and lower turnover costs. More importantly, we demonstrate a process that can be used to assess the financial value of hiring workers with disabilities. Given the negative preconceptions often associated with hiring workers with disabilities, this method and example can provide evidence that will be useful for managers and disability advocates for assisting people who wish to join the workforce.

scholarly journals The Effects of Perceived Usefulness and Perceived Ease of Use on Acceptance towards Office Assistance Application among Employers to Disabled Employees

2020 ◽  
Vol 6 (1) ◽  
pp. 107
Author(s):  
Nor Intan Adha Hafit ◽  
Nor Azairiah Fatimah Othman ◽  
Syezreen Dalina Rusdi ◽  
Nurul Salizawatee Mahpar ◽  
Mohd Fariq Izmeer Mat Sharie
Keyword(s):  
Technology Acceptance ◽  
People With Disabilities ◽  
Ease Of Use ◽  
Partial Least Square ◽  
Perceived Usefulness ◽  
Least Square ◽  
Perceived Ease Of Use ◽  
Employees With Disabilities ◽  
Disabled Employees ◽  
Disabled Workers

Employment among people with disabilities remains debatable. This paper investigates employers' points of view towards accepting technological assistance for employees with disabilities at the workplace. Specifically, this paper examines the effects of perceived usefulness and perceived ease of use on acceptance towards Office Assistance Application among employers to disabled employees. Acceptance towards any technology has been broadly tested using Davis' Technology Acceptance Model (TAM). To prove if that is the case or not for Office Assistance Applications within the context of employers to employees with disabilities, this research was undertaken to affirm the past research. Data was collected via online questionnaires from 35 employers to Micro Enterprises organization. 6 of surveyed employers were current employers to disabled workers, 18 employers affirmed interest to employ PWDs in the future with 9 employers asserted no interest to hire disabled workers. Data was analysed using Partial Least Square Structural Equation Modelling (PLS-SEM). The result showed two hypotheses were supported evidencing positive and significant relationship between perceived ease of use and perceived usefulness, and relationship between perceived usefulness and technology acceptance. Findings are useful for employers to improve functions of their disabled workers at the workplace along with increasing employment prospects for people with disabilities.

The lifeways we avoid

2018 ◽  
Vol 74 (6) ◽  
pp. 1258-1273 ◽  
Author(s):  
Keren Dali
Keyword(s):  
Social Workers ◽  
Information Science ◽  
People With Disabilities ◽  
Selective Exposure ◽  
Faculty Members ◽  
Content Type ◽  
Information Avoidance ◽  
Employees With Disabilities ◽  
Creative Solutions ◽  
Types Of Information

Purpose In the context of increasing interdisciplinarity in academia and professional practice, the purpose of this paper is to focus on the contribution of information science (IS) to education and practice in social work (SW), specifically in the area of disabilities at the workplace. As a case in point, a work environment of academia and faculty members with disabilities and their managers are chosen. The paper also stands to improve interdisciplinary understanding between IS and SW. Design/methodology/approach Combining SW and IS perspectives and building off selective exposure, cognitive dissonance and uncertainty management theories, the paper looks at one of the root-causes of continuous workplace discrimination against and bullying of people with disabilities – information avoidance (IA). Findings The paper conceptualises discrimination and bullying as an inherently information problem, for which an SW solution could be proposed. Two types of information are noted to be avoided: information about disabilities and information about the effect of discrimination and bullying on employees with disabilities. The paper distinguishes between defensive and deliberate IA, each of which poses different challenges for social workers who are likely to intervene in the cases of bullying and discrimination in their capacity as workplace counsellors and advisors. Originality/value It is the first known paper that explores the intellectual and practice-based synergy between SW and IS in application to change-related interventions and preventative plans that counteract discrimination against people with disabilities at the workplace. It proposes creative solutions for intervention, including bibliotherapy. It also opens up a broader conversation on how critical the knowledge of IS is for social workers.

Creating Protective Barriers for Students with Disabilities in E-Learning Environments

2016 ◽  
pp. 1997-2008
Author(s):  
Bob Barrett
Keyword(s):  
Students With Disabilities ◽  
Learning Environments ◽  
People With Disabilities ◽  
Turnover Rates ◽  
Academic Institutions ◽  
Employment Practices ◽  
Barriers To Education ◽  
Employees With Disabilities ◽  
E Learning ◽  
High Motivation

As corporations and organizations continue to make strides in employing people with disabilities, in part, as an act of social responsibility, other entities have started to realize the need and value of this untapped human resource. Studies have shown that employees with disabilities have low turnover rates, low absenteeism, and high motivation to prove themselves. In today's workplace, many organizations will need to rethink their employment practices in order to compete for employees from the current, shrinking workforce. Thus, these employers are now looking towards academic institutions for well-qualified candidates. The key question here is whether academic institutions and educators are prepared to enable, educate, protect, and motivate learners with and without disabilities for changes in the workforce. One way that academia is helping to break down barriers to education is through the incorporation of online learning, or “e-learning.” Whereas barriers to education for people with disabilities have traditionally taken the form of architectural and attitudinal impediments, e-learning may help mitigate such barriers, equalizing the learning environment for all students.

scholarly journals Inclusion of Workers with Disabilities in Production 4.0: Legal Foundations in Europe and Potentials Through Worker Assistance Systems

2019 ◽  
Vol 11 (21) ◽  
pp. 5978 ◽  
Author(s):  
Benedikt G. Mark ◽  
Sarah Hofmayer ◽  
Erwin Rauch ◽  
Dominik T. Matt
Keyword(s):  
Industry 4.0 ◽  
Manufacturing Sector ◽  
People With Disabilities ◽  
Critical Discussion ◽  
The Other ◽  
Industrial Companies ◽  
Employees With Disabilities ◽  
Legal Foundations ◽  
Assistance Systems ◽  
The One

The inclusion of employees with disabilities in production is an issue that has rarely been addressed by scientists from the manufacturing sector. In this article, we examine to what extent the trend towards Industry 4.0 offers potential for the inclusion of people with disabilities in Production 4.0. First, we examine relevant legal foundations and restrictions in Europe and in more detail in Austria, Italy, and Norway. Next, based on a literature review, we examine which technological aids in the form of worker assistance systems derived from Industry 4.0 can make jobs in the manufacturing sector accessible for people with disabilities. Three types of assistance systems have been examined: sensorial aid systems, physical aid systems, and cognitive aid systems. In a concluding discussion of the results, we finally summarize the implications on management and policies as well as the potential and limitations of identified worker assistance technologies. On the one hand, the study is intended to draw the attention of researchers and industrial companies to new technological possibilities for the inclusion of people with disabilities in production. On the other hand, difficulties and grievances due to the legal foundations are pointed out to stimulate a critical discussion here as well.

Organizational Inclusion and Turnover Intentions of Federal Employees with Disabilities

2020 ◽  
pp. 0734371X2094230
Author(s):  
Rashmi Chordiya
Keyword(s):  
Turnover Intentions ◽  
Negative Relationship ◽  
People With Disabilities ◽  
Intention To Leave ◽  
Federal Employees ◽  
Negative Attitudes ◽  
Diversity And Inclusion ◽  
Organizational Fairness ◽  
Employees With Disabilities ◽  
Key Factor

People with disabilities have experienced a long history of prejudice and disenfranchisement. Negative attitudes and stigmas continue to act as barriers to employment and career success of individuals with disabilities. However, diversity and inclusion of people with disabilities is an under-researched area in public administration. This study contributes to the literature by examining the turnover intentions of federal employees with disabilities as compared to employees without disabilities. In addition, this study investigates the moderating effects of inclusive organizational practices (i.e., organizational fairness, empowerment, openness, supportiveness, and cooperativeness) in lowering the turnover intentions of federal employees, and particularly, for employees with disabilities. Findings of this study indicate, as compared to employees without disabilities, the odds of demonstrating an intention to leave their current organization are significantly higher for employees with disabilities. While other inclusion practices did not have the expected effects, organizational fairness was found to be a key factor mitigating the negative relationship between employee’s disability status and turnover intentions.

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.

scholarly journals Influence of the presence of children taken care of in work motivation

2020 ◽  
Vol 89 ◽  
pp. 02002
Author(s):  
Mariana Usheva ◽  
Philip Ivanov
Keyword(s):  
Human Resources ◽  
Work Motivation ◽  
Human Resources Management ◽  
Resources Management ◽  
Railway Company ◽  
Number Of Children ◽  
The Difference ◽  
Online Format ◽  
The One ◽  
Response Group

Motivation is one of the most important aspects in human resources management. Motivated employees are often the difference between the good and great companies. The ever-complicating environment is demanding more and more from companies. In the current economical era, namely the human capital is the one thing, providing the requirements of the environment so that companies can afford to stay on the market. Therefore, everything linked to the proper human resources management should be examined in detail, which is the main purpose of the current study. Here we aim to examine the link between the number of children for which the respondents are required to take care of and the most valuable motivators in workplace motivation. We firmly believe that the preferred motivators are directly linked to the number of children, with which we describe as the stage of the life cycle for each respondent. First of all, in our article we would like to examine motivation as a part of the human resource management. Afterwards, we will examine the results from our survey, held among 595 respondents from various sectors of the Bulgarian economy. The survey was held in online format, guaranteeing the anonymity of the respondents. The larger part of the response group is part of a governmentally owned railway company.

scholarly journals Unparalleled Volatility in Sector-Wise Return in the Chittagong Stock Exchange: A Covid-19 Perspective

2021 ◽  
Vol 16 (3) ◽  
pp. 55-83
Author(s):  
Nusrat Jahan ◽  
◽  
Mohammad Nayeem Abdullah ◽  
Keyword(s):  
Trend Analysis ◽  
Mutual Funds ◽  
Life Insurance ◽  
Industrial Development ◽  
Stock Exchange ◽  
Health Crisis ◽  
General Insurance ◽  
Time Period ◽  
Time Periods ◽  
The Difference

This study examined the effect of the Covid-19 health crisis on the volatility of sector-wise securities return listed in the Chittagong Stock Exchange (CSE) and compared this volatility with the pre-pandemic context. This study focused on the Chittagong Stock Exchange because this bourse offers a platform for negotiability and transferability of securities to investors in Chittagong and also plays a significant role in capital mobilization and the industrial development of Bangladesh. A sample of 90 securities under 19 sectors listed in the CSE were examined. The trend analysis indicated that Bank, Food, Footwear, Leasing, Life Insurance, Electrical and Engineering and Mutual Funds had same level of volatility between the Pre-Covid and Post-Covid time periods. Only four sectors, including Energy, Telecommunication, General Insurance and Miscellaneous sectors displayed a higher Post-Covid volatility relative to the Pre-Covid context. The result indicated that volatility of return was not the same for 19 sectors in the CSE over the selected time period. The researcher discovered that high and low periods of deaths had a significant impact on weekly volatility of return on 19 sectors of the CSE. However, the difference in volatility of return across all sectors between the Pre-Covid and Post-Covid time periods were not statistically significant from each other. Keywords: volatility of return, stock market, covid-19

scholarly journals MANAGEMENT OF CUSTOMER VALUE TRAJECTORY СREATION IN SERVICE PROCESS

2021 ◽  
Vol 49 (2) ◽  
pp. 3-14
Author(s):  
Bakalinsky O. ◽  
Keyword(s):  
Customer Service ◽  
Service Provider ◽  
Public Transport ◽  
Customer Value ◽  
Service Process ◽  
Service Value ◽  
Managerial Decisions ◽  
Passenger Transportation ◽  
Passenger Satisfaction ◽  
The Difference

The aim of the study – development and testing of marketing tools that allow to analyze the trajectory of creation of clients attitude to the service, the results of its application are clear and understandable to the management of the service provider, and the conclusions from analysis of trajectory are more fully than known approaches can rationalize the management of elements of customer service value. Methods – passenger survey, measuring the consumer value of trips by public transport based on Likert scale, measuring the level of passenger satisfaction with public transport service based on semantic differential, development of cascade charts of trajectory of customer value of passenger transportation service. Results. When interacting with the market, rational management of the customer service value is an important factor of goals achieving by service provider. Customer service value is the client’s feeling of the difference between the benefits and the sacrifices gained in the process and the outcome of the service. To improve service, the provider usually measures the client’s perception of the service process at its some control points and (or) by specific elements of its customer value. Measurements of custormer service value are made in the form of client’s attitude using various ordinal scales. At this case the client’s attitude is a static indicator. The service provider often has no idea about the path of client’s consciousness changed before measuring the customer service value. But the final measured level of customer service value depends on trajectory of forming the clien’s attitude, so this information should be useful to manager. It can contribute to the further rationalization of managerial decisions aimed to improve the service. Based an example of public passenger transportation in city Kyiv shows how manager can uses the waterfall chart of customer value formation at managerial decisions to improve service.

scholarly journals Políticas de ações afirmativas, pessoas com deficiência e o reconhecimento das identidades e diferenças no ensino superior brasileiro

2018 ◽  
Vol 26 ◽  
pp. 57 ◽  
Author(s):  
Leonardo Santos Amâncio Cabral
Keyword(s):  
Higher Education ◽  
Affirmative Action ◽  
People With Disabilities ◽  
Social Recognition ◽  
Quota System ◽  
State Regulations ◽  
University Culture ◽  
Political Sciences ◽  
The Difference ◽  
The University

The juridical and social recognition of differences and identities in the field of affirmative action policies aimed to promoting the access of people with disabilities to Brazilian Higher Education is an emerging in the national scenario. Thus, it is understood the need of discussions and theoretical, conceptual and juridical deepening that touches on the problematic. In this sense, the present research focused on the analysis of documents and studies on the subject in the spheres of political sciences, education, philosophy, sociology and cultural studies. As result, it weaved a national and international historical contextualization crossed by movements that culminated in the democratization of the access at the Higher Education, tied by problematizations about the material equality of rights, recognition of the difference and the plurality of identities, affirmative action policies, quota system and allusions to the possible interests and mechanisms of state regulations that govern in this process. It is pointed out that affirmative action policies, even though they are recognized as important, do not seem sufficient for the access and permanence of people with disabilities in Brazilian higher education, once the university culture must be willing re-signified itself in this process, building opportunities in which differences and plurality of identities are recognized. 

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