Disabled Employees Strategies and Best Thesis

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[. . .] She rejected the conventional practice of focusing on individuals for their economic needs only. She regarded the individuals as human beings who have human needs and economic needs are only subset of a broad canvass of human needs.

As her ideas got fame and the experts both in industry and research paid heed to her recommendations, the concept of corporate social responsibility emerged and creation of employment opportunities was considered as one of the easiest way of fulfilling this responsibility. Organizations showed mixed responses on it. State owned and public sector organizations readily accepted the idea of creating employment opportunities as it served their purpose in two ways. It earned them good reputation and on the other hand, it uplifted the national statistics of employment in the country. Certain other organizations remained resistant on hiring disabled employees if they could not find the proper way to judge the competencies of these individuals.

The movement of promoting disabled employees at workplace was started soon. In 1985, Employment Opportunities for Disabled Americans Act was introduced (Congress, 1986). Furthermore, the concept was launched in the literature to give business management experts an idea about managing the disabled workforce. Few technologies were introduced in the market that could help the organizations support their disabled employees (Hunt, 1992). The book was launched under the patronage of International Labor Organization (ILO), an international organization working of betterment of labor force and improvement in working relationships.

It was the dusk of 20th century when ILO took serious initiatives for promotion of employment opportunities for the disabled people. In its official report dealing with discrimination at work, ILO highlighted the fact the organizations do not promote disable employees to grow (ILO, 1998). The attitude was officially condemned and organizations were advised to hire disabled people so that discrimination against them can be prevented. In one of its official statements, ILO quoted that its first employee had hearing impairment (ILO, 2011) and he managed to lay the foundation of an organization which has taken the form of regulatory body in due course of time. It stated that it promoted the disabled people at workforce and by 2011; more than 80% of its employees are disabled. The organization is serving its purpose and proven performance at its platform should be an inspiration for others.

ILO promoted its cause and invited many countries to share data about disabled employees they have, so that standard methods for them can be developed (ILO, 2009). In its analysis, ILO keenly focused on the differences found in the countries which could have significant impact over the performance of disabled employees.

Many organizations responded to the directives of ILO, and opened the doors of employment for disabled employees. Though there has been discrimination against them, as organizations have to take special measured to provide them supported employment and there can be certain relaxations for them as well, organizations introduced the method of proving disabilities through medical certificates. Once disability is proven, organizations can give the fair chance of hiring to disabled employees as well (NASA, 2013).

The concept is still alive in the literature and is promoted under the head of corporate social responsibility. There are many organizations which still do not like these obligations as it increases their cost (Banerjee, 2007). But the initiative is for good cause and need to be promoted (Perrini, Pogutz, Tencati, 2006). Research is being conducted to highlight the promised advantages of corporate social responsibility (Kotler and Lee, 2005; Hindery, 2008; IEEE Xplore, 2009).


The methodology adopted in this research study is as follows.

Data about number of disabled individuals and type of disability is collected from statistics issued by national authorities.

Organizations are consulted to give an idea about the number of jobs that do not require full use of senses an individual has. The organizations are not industry specific and standard operating procedures about jobs are collected through their manuals.

Based on collected data, match between the two factors is identified to suggest jobs for disabled persons.

Organizations are enquired after number of individuals with disability who are already serving them. Through interviews with human resource personnel, the issues faced by them in the jobs will be collected so that the recommendations made in previous step can be validated. The performance evaluation reports of disabled employees can also serve as data source.

If possible, interviews of disabled employees will be conducted.


The recommendations based on the research study are as follows.

Physical disability should not be considered an obvious source of poor performance. There are many individuals who are physically fit still are unable to perform effectively. Organizations should focus on the core roots of poor performance and should not associate it bluntly with disabilities.

Physically disabled people should not be considered poor performers based on stereotyping. In the modern world, technological inventions are making it possible to make for the deficiencies found in human beings. As organizations are spending high money on optimising the output, the same level of effort should be made for aligning functional standard operating procedures with the capabilities of physically disabled people.

Supported employment can be considered a phenomenon similar to team work. As teamwork is already enjoying fame in corporate sector, the incorporation of supported employment for disabled people can readily be made.

Organizations should focus on enjoying workforce diversity as it is increasing with the globalization. With many other instances of heterogeneity in the workforce, the inclusion of disability should not be an issue for policy makers and implementing authorities. As discrimination against race and gender is discouraged, similar policies should be adopted for preventing it in case of disabled employees.


Banerjee, B.S. (2007). Corporate Social Responsibility: the good, the bad and the ugly. USA: Edward Elgar Publishing Limited

Congress. (1986). Employment Opportunities for Disabled Americans. Retrieved from http://books.google.com.pk/books?id=iQNdO7z9SR8C&q=employment+opportunities+for+disabled&dq=employment+opportunities+for+disabled&hl=en&sa=X&ei=lG4xUcXrFouKhQfsroGIDw&ved=0CDYQ6AEwAA

Hindery, L. (2008). Making a difference, Defining Philanthropy and Responsibility. Leaders, 31, 12.

Hunt, H. (1992). New Technologies and the Employment of Disabled Persons, Part 63. USA: ILO.

IEEE Xplore. (2009). The Relation of Entrepreneurs' Social Responsibility Orientation with the Social and Organizational Performances of the Corporate. Retrieved from http://ieeexplore.ieee.org/search/freesrchabstract.jsp?tp=&arnumber=5301887&queryText%3DThe+Relation+of+Entrepreneurs%27+Social+Responsibility+Orientation+with+the+Social+and+Organizational+Performances+of+the+Corporate%26openedRefinements%3D*%26searchField%3DSearch+All

ILO. (1998). Declaration on Fundamental Principles and Rights at Work. Retrieved from http://www.ilo.org/wcmsp5/groups/public/@ed_norm/@declaration/documents/publication/wcms_decl_fs_87_en.pdf

ILO. (2009). Statistics on the employment situation of people with disabilities: A Compendium of national methodologies. Retrieved from http://www.ilo.org/wcmsp5/groups/public/-dgreports/-stat/documents/publication/wcms_087881.pdf

ILO. (2011). Opportunities for all": promoting employment for disabled jobseekers and persons with HIV / AIDS. Retrieved from http://www.ilo.org/global/about-the-ilo/newsroom/features/WCMS_155331/lang -- en/index.htm

Kotler, P. And Lee. N. (2005). Corporate Social Responsibility Doing the most good for your company and your cause. Canada: John Wiley & Sons.

NASA. (2013). NASA Jobs. Retrieved from http://nasajobs.nasa.gov/generalinfo/nssc.htm

Perrini, Pogutz, S., Tencati, A. (2006). Developing Corporate Social Responsibility. UK: Edward Elger Publishing Limited.

University of Navaria. (2006). Ethics in Management: Exploring the Contribution of Mary Parker Follett. Madrid: Chair of Economics and Ethics. [END OF PREVIEW]

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