Why Employing Individuals with Disabilities Is an Important Issue in the Perspective of Employees - Coursework Example

Organization Behavior Assignment Name Institution Organization Behavior Assignment Introduction With competition for talent intensifying, it has become very difficult to manage employees in the 21st century with diversified skills. In fact, a research in Australia has established that people with disability have only 31 percent participation level in job market as compared to 83 percent held by people without disability. However, some companies like Woolworths who have adopted diversity management inform of employing sizeable number of disabled people have experienced some positive performance (Buc˘i¯unien˙e & Kazlauskait˙e, 2010, P.534). Therefore, this essay will discuss why employing individuals with disabilities is an important issue in the perspective of employees, Woolworths and the larger community. In addition, this essay will discuss the likely impact of employing individuals with disabilities on either employee job attitudes or motivation. Brief summary of the case The case is about employment and people with disability in Australia. With focus on Woolworths, the case study has highlighted the challenges and benefits of people with disability in job market. In essence, disability is categorized into physical, intellectual, psychiatric, sensory or neurological. Despite of being a sensitive issue Australia has made a good progress of bridging the gap of discrimination of disabled people in the job market. In the last 30 years, the number of disabled people who have received support through disability support pension has reached 280 percent. However, despite showing some progressed, Australia support towards people with disability, the trend has declined since the millennium. Presently, the country has only 31% rate participation for disabled people in the job market compared to 83% of the persons with no disability. A research has also shown that despite enacting Disability Discrimination Act of 1992 to try reduce the act of discrimination, only 50% of people with disability are likely employed. The declining has made Australia to be ranked 21st among 29 OECD nation in terms of employment of people with disability. Even though the trend in employment of people with disability has declined in Australia in the recent years, there are some companies which have taken positive initiatives towards eradicating discrimination of workforce. Woolworths is one of such companies which have showed their commitment to equal employment. Woolworths have partnered with disability support institutions such as National Disability Recruitment Coordinator and CRS Australia. Furthermore, Woolworths also took part in an initiative “What it DOES take” between 2011 and 2012. The initiate was aimed at identifying and getting of rid of hurdles which prevent people with disability from getting employed. At the long run the company realized a positive performance from these initiatives. Why employing individuals with disabilities is an important issue in the perspective of employees, Woolworths and the larger community. According to Blamires (2015, p.151) employing people with disability has been emotive issue since the start of business activities. While over the years employers have discriminated them in the job market with argument that they cannot perform positively, employees, Woolworths and the larger community have shown their deep concern over this issue. The disabled employees have argued that discrimination of disabled people in employment take away their right to employment and right to live a decent life (Melling, Beyer, & Kilsby, 2011). The complaints over discrimination have led to enacting laws that bans discrimination not only in workplace but also of people with disability. For instance in 1992, Australia enforced Disability Discrimination Act which ban employers and employees from discriminating person with disability in the job market. People with disability may have challenges but it does not mean they cannot work. In fact, Buc˘i¯unien˙e & Kazlauskait˙e (2010, p.535) argued that some of these people are more qualified and skills and qualified than employees without disability. Therefore, from employees’ perspective, hiring them empowers to make use of their skills for positive development. In return, they put extra effort to their work to prove employers wrong and confirm to them that “disability is not inability” (Hashim & Wok, 2014, p.197). These are employees who understand how hard it can be to secure a job in their condition hence will put their best effort to achieve organizational and personal goals. A research has found out positive correlation between employing disabled people and positive organizational performance (Hashim & Wok, 2014, p.199). On Woolworths’ perspective, the importance of employing individuals with disabilities was that this type of employees posed low absenteeism rate and can work for long tenures. Absenteeism is an issue that arises as a result of low motivation from employees. Once the motivation is there, the company will start experience low rates of absenteeism. However, motivation comes in different forms such as incentives, monetary, encouragement and support, and job satisfaction. Woolworths therefore experiences low employee absenteeism rates due to the fact that it supports and encourages them. In addition, the importance of employing people with disability is that these people are often loyal (Blamires, 2015, p.155). The loyalty to Woolworths comes from job satisfaction and the fact that they find it hard to get another job compared to people with no disability. On the larger community perspective, employing people with disability shows acceptance that company is not only focus on profit but is also committed to solving social problems facing humanity (Buc˘i¯unien˙e & Kazlauskait˙e, 2010, p.536). Customers are now conscious of such issues and majorly want to associate with companies which want to solve social problems in addition to making profit. The likely impact of employing individuals with disabilities on either employee job attitudes or motivation People with disability are often faced with challenge of acceptance in the job market hence employing them positively impact their attitudes towards work and job market. People with disability yet employed normally believe that they can do it just as their counterparts with no disability (Hashim & Wok, 2014, p.197). It means people believe in them hence the chance to work with others. The positive attitudes towards the job arise due to job satisfaction, participation and pay. People with disability derive job satisfaction from the fact that they have secured the job which provides their needs and dignity. Similarly, their job satisfaction in that somebody has entrusted with a job and pays them just as other people with no disability. As a result, this feeling generate positive attitudes towards work and works hard towards achieving personal goal like financial stability and organizational goals. Hashim and Wok (2014, p.199) claimed that employees with disability generates positive attitude because they believe they are valued and given equal opportunity. Positive attitude to high performance as had been demonstrated by results of Woolworths (Buc˘i¯unien˙e & Kazlauskait˙e, 2010, p.536). Conclusion The essay has comprehensively discussed the fate of people with disability and job market. The research has found that disability is emotive issue and numerous managers still ignore it or discriminate against them. The essay has established that managers discriminate against with various arguments such as legal obligation, workplace disruption, occupation safety and health and modification at workplace to suit their conditions. Nevertheless, there are companies which have gone ahead to employ disabled people and have benefits in various ways. Woolworths is one such organization which now heavily benefits from low rate of absenteeism, more loyal employees and overall better performance. This is an indication that disability is not inability. The Q&A homework assignment 1. The norms that appear to exist in this group The norm in this group can be described as open, democratic, casual and togetherness. The norm in this group is described in this group as such because members have organized a social unit where they talk freely about things that happen around them and impact their lives like job, drinking, pool and sex. 2. Why these norms arose These norms emerge as a result of tough working condition. The tasks of loading vats are naturally tough with less motivation. Less motivation made the employees hate the job and could manipulate time by fiddling the company clock. The norm of togetherness was formed because the group had no good relationship with supervisor (Onağa & Tepecib, 2014, p.423). 3. How useful these norms are for: a member, the group, the factory The norm protects members from job loss. This manifested when members agreed to protect each from the supervisor. The norm of togetherness and casualness enabled the group to learn about each other and help each finish their tasks (Curseu, 2015, p.38). The norm made the factory lively and a place one can aspire to work in. 4. How cohesive this group is and who benefits or losses from this level of cohesiveness The group is strongly cohesive and there is a strong link between each other and of the group a whole. The group members benefit from this group cohesiveness because it made them maintain their interest. Curseu (2015, p.40) thinks that the company losses with this level of group cohesiveness as members compromise time and waste time on social activities. 5. Advice would to improve performance of 'water removing department’ The norms created by the 'water removing department’ is a confirmation of Theory X that man naturally hates work can avoid through various means (Sahin, 2012, p.59). Therefore, 'water removing department’ should have a close supervision if they are to increase the performance. The company should also set organizational culture or norms and motivate employees. Using individual performance equation to identify and discuss the problems in the case Individual performance equation is defined as Individual performance = attributes x work effort x organizational support The problem in the Information Technology Company was employees attribute such as self-centered and hard a feeling of self-important resulting to organizational conflicts and low performance (Susanty & Miradipta, 2013, p.16). The organizational support is lacking due to poor structure. The situation led to low motivation and absenteeism. The case is a good illustration of a work-related example of the three components of attitudes. Discuss these three components as they relate to the case. In doing so state any assumptions you make Attitude has three components including affective, behavioral, and cognitive component. Affective component implies to an emotional reaction towards a thing (Judge & Kammeyer-Mueller, 2012, p.342) and relates to how customers had some positive emotional reaction towards Michael way of training. Behavioral components implies to how the customers had a good behavior towards, hence do anything to avoid any trainer. Judge and Kammeyer-Mueller (2012, p.342) stated that cognitive implies to beliefs and about a thing. Customers had a belief the only Michael was good enough to train them. Strategies Stephen could have taken to effectively deal with the perceptions, attitudes and behavior of employees Stephen should have created a positive relationship and open communication between employees and between employees and the managers to dispel fear that some are favored (Susanty & Miradipta, 2013, p.17). Stephen should have punished both Sandra and Michael to show nobody’s was important than the company. Punishment would have change perception about the company’s leadership (Sahin, 2012, p.61). Additional Knowledge about human behavior which would help to better understand the problems which occurred in the case and pose suitable solutions Some of the additional knowledge needed in this organization is leadership, team management, communication, motivation approaches, and personality. Understanding various leadership styles would have helped in managing the employees. Susanty & Miradipta (2013, p.17) posited that understanding personality and group dynamics is important in dealing with employees at personal and professional level. References Blamires, K. (2015). A summary of government initiatives relating to employment for people with learning disabilities in England. Tizard Learning Disability Review, 20(3), 151-165 Buc˘i¯unien˙e, I., & Kazlauskait˙e, R. (2010). Integrating people with disability into the workforce: the case of a retail chain. Equality, Diversity and Inclusion: An International Journal, 29(5), 534 – 538 Curseu, P.L (2015). Team Performance Management – 2014. Team Performance Management, 21(1), 36-52 Hashim, J., & Wok, S. (2014). Predictors to employees with disabilities’ organizational behavior and involvement in employment. Equality, Diversity and Inclusion: An International Journal, 3 (2), 193 - 209 Judge, T.A., & Kammeyer-Mueller, J.D. (2012). Job Attitudes. Annual Review of Psychology 63 (1), 341–346 Melling, K., Beyer, S., & Kilsby, M. (2011). Supported employment for people with learning disabilities in the UK: the last 15 years. Tizard Learning Disability Review, 16 (2), 23 – 32 Onağa, Z., & Tepecib, M. (2014). Team Effectiveness in Sport Teams: The Effects of Team Cohesion, Intra Team Communication and Team Norms on Team Member Satisfaction and Intent to Remain. Procedia - Social and Behavioral Sciences 150, 420 – 428 Sahin, F. (2012). The mediating effect of leader-member exchange on the relationship between Theory X and Y management styles and effective commitment: A multilevel analysis." Journal of Management and Organization, 18(2), 57-66 Susanty, A., & Miradipta, R. (2013). Analysis of the Effect of Attitude toward Works, Organizational Commitment, and job Satisfaction, on Employee’s job Performance. European Journal of Business and Social Sciences, 1(10), 15-24 Read More