Employment Among Peoples With Disabilities Social Work Essay

Employment Among Peoples With Disabilities Social cause endeavorCompanies decisions to get and retain enlistee whoremonger be diverge of variety of factors. The scan examines factors that influence companies decision to hire a person with disabilities in Kota Kinabalu, Sabah. plot of land not denying the fact that there be numerous factors contributing to the companies decisions to hire dis adequate to(p)d great deal. According to the section of Social Welfare Malaysia, persons with deadening is somewhat(prenominal) person who is unable to obtain for himself/herself, fully or partially, the normal requirements of an single and / or is unable to participate fully in the fel crushedship everywheredue to shortcomings either physically or psychologically and whether it occurred since birth or ulterior in life. in that position are six categories of disabilities that are identify and registered in the department that is first sense of hearing damage including deaf a nd mute, second is batch balk including blind that is eyesight less than 3/60 for the satisfactory eye unconstipated with vision tolerate equipment (eye glasses) and low vision/partially sighted that is eyesight less 6/18 but contact or mitigate than 3/60 for the dandy eye tear down with vision support equipment (eye glasses), tierce is physical disability such as Polio, Amputee, Muscular Dystrophy, Myopathy, Neuropathy, Osteogenesis Imperfecta and otherwises, fourth is Cerebral Palsy such as hemiplegia that is Cerebral palsy that stir half of the body, Diplegia that is Cerebral palsy that affect both legs and Quadriplegia that is Cerebral palsy that affect all limbs, fifth is knowledge disability that is Global Development Delay (for children age People with disabilities are often being kindly excluded in our Malayan Society (Malaysian consider Organisation). Negative attitudes towards persons with disabilities has been place as a barrier them to particiapte full y in rules of order (Hasnah Toran et al., 2009). Without a concerted effort and awareness from companies and humanity as well, there is no cleansement for this people to participate fully in society.Malaysia passed the Person with harm move (PWDA) in 2008 as part of its obligations at a lower place the Convention on the Rights of Persons with Disabilities (UN convention). According to this Act, those persons with disabilities shall permit equal access to public facilities, amenities, services and buildings, public transport, procreation, exercise, theme, communication and technology, cultural life, recreation, leisure and sport (www.thenutgraph.com). This Act as a basis for equalization of opportunities for person with disabilities, to eliminate disparity and harrasment against them and to promote their full participation as equal citizens of this country (Zulfikri Osman, 2003).1.1 conundrum STATEMENT on that point are 15,409 PWDs registered with the State Welfare Servi ces Department in Kota Kinabalu, Sabah as at July 2010, including those with physical or mental disabilities, hearing and vision impairment, cerebral palsy as well as intellectually challenged according to Community Development and Consumer Affairs Minister Datuk Azizah Mohd Dun in the Daily Express( 10 October 2010). According to her, there are legion(predicate) other PWDs out there have not registered to the department and urges to do so and the society must adapt to their withdraws and accord them the same right. There are some approaches and campaign done by government to mend the standard of living alter persons.In gen sequencel, the re do of the surreptitious firmament towards use of goods and services of disable people may be due to mis recognition just close to people with disabilities. Hooi (2000a, p. 4) quotes Bathmavathi Krishnan, a senior shift librarian in Kuala Lumpur close to utiliseers are reluctant to implement the incapacitate because of concerns re garding safety regulations, the sine qua non to metamorphose premises such as installing ramps, alter-friendly toilets and extra medical costs. Mariah Abdul Rahman (Hooi 2000a, p. 4) a web-lab manager in MIMOS Bhd, cites prejudice and the fear of uncertainty among employers as the master(prenominal) reasons why people with disabilities find it difficult to seek fight.In this era of globalization and digitization where competitive pressures of the new economy spill over into the lives of the rich, poor and disenable people, the need for a decent theorize is however more fundamental to a life of dignified existence The tap that we do has a crucial impact on our social and clobber well-being, in terms of income, class, status, influence, social relationships and personal identity (Barnes, Mercer Shakespeare 1999, p.1 10).The subprogram of this con is to investigate companies attitudes towards participation of persons with disabilities in Kota Kinabalu, Sabah .1.2 RESEARCH OBJECTIVE1) The objective of this line of business is to investigate factor that influence companies attitudes toward the employment of persons with disabilities.2) To recommend fit employee for the private company.1.3 SCOPE OF STUDYThe scope of the bailiwick covers a few selected mysterious companies in Kota Kinabalu, Sabah (Sembulan, Tanjung Aru, Lintas, Inanam and Likas).1.4 SIGNIFICANT OF STUDYThis culture is significant because it seek to quantify the companies opinions and view in hiring persons with disabilities. This study will gather the government, disabled people, employers and topical anaesthetic universities as there were few empirical studies in this area. Hence the findings from this study can be apply by the government and employers to develop better effort in developing disabled people to live in better living conditions and in the workplace.1.5 DEFINITION OF TERMSThe terms used in the study are delineate for ease of understanding1.6.1 Disability personTh ose who have long term physical, mental, intellectual or centripetal impairments which in interaction with various barriers may hinder their full and rough-and-ready participation in society (Social Welfare Department of Malaysia).Disability is defined according to the American Disability Act 1) A person who has a physical of mental impairment, which substantially limits a major life activity, 2) Has read of that impairment that is used by the employer to discriminate against the individual, and 3) Is regarded by others as having such an impairment, whether impaired or not (this category includes AIDS/HIV) (Fersh Thomas, 1993 Spechler, 1996 Presidents Committee on Employment of People with Disabilities, 1993).1.6.2 Private CompanyBusiness firm in the private (non-public) sector of an economy, controlled and operated by private individuals (and not by well-mannered servants or government-employees) (retrieved from businessdictionary on 18 October 2010).1.6.3 emplacementAn atti tude is a larn predisposition to behave in a consistent favorable or unfavorable way with respect to a given object (Schiffman Kanuk, 1994).Attitude is a combination of beliefs and feelings that influence behavior (Brostrand, 2006). author (Brostrand, 2006). firearm Triandis, Adampoulus, and Brinberg (1984) standardizedwise defines attitude as an idea or belief is driven by feelings and produce a certain behavior in a social situation.CHAPTER 2LITERATURE REVIEWHiring People with DisabilitiesA 1994 study by Ford attempted to determine where employers received reading about the adenosine deaminase and their develop in hiring people with disabilities. Participants were also asked what services they needed to employ people with severe disabilities and in what areas they were lacking information. Responses included lack of information about supported employment, disability, building modifications, employer benefits, laws, funding, rehabilitation technology devices and services, an d service providers. When participants were asked whether they were able to provide the rehabilitation technology necessary to employ an individual with a disability, 74% utter they were not. When asked to state why, 23% said lack of funds, 22% boded lack of expertise, 19% did not know where to go for training, and 14% give tongue to it was due to low priority, lack of meter, lack of feedback, or personal constraints. twenty-six percent of employers surveyed said they had never made a referral to a vocational rehabilitation agency for an employee with a disability. When asked why, 36% said they did not even know it was possible, 24% did not know where to refer to, 26% said it was not their job, and the remaining 14% stated it was not in their lift out interests or in the best interests of the employee with the disability (Ford, 13 1994). The results of this study indicate that employers need more information and assistance in employing people with disabilities.Employers Attitud esWhile some studies have explored the need employers have for information, other studies have investigated employers attitudes towards hiring people with disabilities. One study on employers attitudes made use of a home base developed by Kregel and Tomiyasu (1994) This scale measured the attitudes of 170 employers toward workers with disabilities and towards the ADA. The results of this study ready that while 96% of the 170 employers interviewed knew of the ADA, only 36% said they would support mandated quotas for hiring people with disabilities. The employers were asked about their satisfaction and previous experience with people with disabilities in the workplace 73% had previous experience. Of that 73%, 78% were satisfied with the surgical operation of the worker with a disability, 11% were somewhat satisfied.Overall, this study bring employers to have a compulsory attitude towards people with disabilities. The employers did acknowledge that in baffle for the transition in to the workforce to be successful they needed to provide a good effort. On the other hand, employers did not feel they had to create jobs or employ persons with disabilities themselves. They did feel assistance would be necessary to hire a person with a disability, but few felt it would be in like manner expensive. In addition, although these employers saw people with disabilities favorably, they believed the hiring of a person with a disability would depend on the extent or severity of the disability. The employers also expressed some personal concerns, which included fears of not being able to enunciate with the employee and fear of the employee with a disability making special demands (Kregel Tomiyasu, 1994).Building Relationshipsontogenesis relationships between vocational rehabilitation agencies and employers will increase communication and benefit both. Employers will receive assistance in the logistics of hiring an individual with a disability and VR will more successfull y place clients into open positions within those companies. alteration is one area where employers struggle to know what is necessary and how to implement it. When accommodative workers with disabilities it is important for companies to realize that they do not have to do it on their own. It is suggested that companies take a proactive approach. Some suggested guidelines are1) Designate a company representative to oversee ADA compliance.2) Create and maintain accommodative relationships with other companies and community resources.3) Ensure that all company policies are compatible with ADA prescriptions 4) Consult rehabilitation professionals to assist in the formulation and fall over of try-on options, and preparation of work and non-work environments. (Mullins, Rumrill, Roessler, 1994, p. 16)Attitudes of Society and EmployersDue to attitudes or society and, more specifically, employers, job placement and job development for individuals with a mental disability can be challen ging in itself add the creation of job development, and you have an even more complicated situation. In job placement, the job placement specialist works with individuals with mental illness in various subjects of vocational environments, finds out that they may be more like a salesperson attempting to sell a reaping to community employers. The product that the job placement specialist is promoting to community employers is his or her clients abilities and skills. The motivation for this action is that community employers have what rehabilitation professionals and their consumers want-a job in an integrated community setting. However, acquiring this vocational goal is not as easy as it sounds-get the job (University of Wisconsin-Stout, 1983). The placement to specialist needs to be persuasive, because if he or she is not able to promote their clients to employers in the community, the unemployment rate may dwell the same or even worsen (Fabian Waterworth, 1993). In order for th is moment to take place, the job placement specialist must create a working relationship with the employer in order to create a positive working environment for his or her client.Malaysian empployers attitudeA study by Zulfikri Osman (2003) on Malaysian employers attitudes toward hiring persons with disabilities found that Malaysian employers are found to be discriminative in hiring disabled workers. Jobs offered to disabled workers are unremarkably for lower position. The Ministry of National Unity and Social Development thhrough its working assembly on legislation had drafted a proposed Act to be called Person with Disabilities Act. However, these federal initiatives, as important as they are, have not changed the way many employers feel about hiring the disabled people. The study also found that, those surveyed sensed their governing bodys had been unfair in offering jobs while at the same time do not provide special training programs tailored for disabled workers. On the p ositive side though, organizations gave the same benefits and salary schemes, equal opportunity for advancement and are socially responsible in term of employment oppotunity given to disabled workers. However, employers do not really care about disabled people involvement in building. Moreover, organizations seemed to prefer normal likely employees, during selection and enlisting, to disabled people. The cross tabulations revealed that the private sectors employment of disabled workers declined sharply. The lead hypotheses were then tested and found that training and development policy and the legitimate and ethical environment were proven to have significant relationships with employers attitude individually. However, an organization unique workplace environment was not. Although the strengths of each relationship were not completed the significance of two out of three, are thought to be good for future research and prediction on employers attitude. Finally, the findings raised the need for a review of existing legal provisions to ensure equal employment opportunity for all.A study by Noraini Mohd Salleh, Khalid Abdullah and Nor Aishah Buang (2001) on Job Opportunities for especial(a) Needs Poplulation in Malaysia found that the special needs populations short comings or their handicapping factors were not the stumbling blocks of their career development and education has played a major role towards their success. Seven hundred fourthy six special needs individuals (blind, low vision, deaf, mentally retarded, cerebral palsy, down syndrome, epileptic, stutter, physically disabled, spastic, and with speech problems) with jobs were identified and some of the jobs undertaken by the special needs population are classified as professional, semi-professional skilled non-professional and unskilled non-professional. Hundred fourty government agencies and private companies were located. These employers or potential drop employers suggestions for their clients or p otential clients training to be more specific and suitable for the job market in line with the countrys needs business parti pris inclination towards industrialization electronic, information technology food and tailoring.A study by Prabha Ramakrishnan (2007) on Critical Factors Influencing Employment of Disabled Persons in Malaysia. There are four factors covered by the study that are namely, the organisational allegiance to employment of disabled people, attitude attitude towards disabled workers, the organisational policies on disability, and the employment opportunities for the disabled people. The first three factors constitute the in underage shiftings, and the last one, the dependent variable. The first variable organisational commitment to employment of disabled people. The second variable is attitude towards disabled workers. The third variable organisational policies on disability. Overall, these three indie variables significantly explain the variance in the dependent variable, i.e. employment opportunities for the disabled persons. The findings of this study show that the organisational commitment to the employment of disabled people is passably prospering. This is indicated by a higher organizational commitment by companies that employ disabled workers it is also shown by a higher emphasis for training employees towards disability issues. However, there is no significant difference in the recruitment of disabled workers between organisations that employ no disabled persons and those that employ disabled persons. The overall attitude towards employment of disabled people is not actually favourable, although the co-workers scholarship of disabled staff is fairly favourable. While the organisational perception on the need for care of disabled employees is somewhat favourable, the organisations that currently employ disabled persons are of the opinion that greater watchfulness is needed. The general perception on the current organisational p olicy for employment of disabled persons is not really favourable, although organisations that employ disabled people see themselves to have a more favourable policy. Findings on the barriers to employment of disabled people indicate that Malaysian organisations perceive the lack of related experience in managing disability issues as the close to significant barrier. Other barriers, in descending order, are the lack of education on disability topics, lack of required skill and training, cost of supervision of disabled workers, attitude towards and stereotyping of disabled workers, lack of knowledge about accommodation issues, cost of training for disabled employees, and the cost of accommodation for the disabled workers. Although the Malaysian government has provided incentives to the private sector and set quota for the public sector to improve the employment rate of disabled persons, overall research findings show that disability employment and opportunities for such employment is low in Malaysia.Ganapathy (Jayasooria 2000) in 1992 identified five reasons for low hiring of disabled persons in Malaysia first reason is the absence seizure of a nation-wide register of job seekers among disabled persons because the Government and voluntary agencies were not well coordinated, the second reason is the prejudice existing against disabled people, the third is the poor access to public facilities, the fourth reason is the restricted location of employment more concentrated than distributed, and, the fifth reason is reluctance of employers to modify or adapt machinery and facilities for disabled workers.2.1 CONCEPTUAL FRAMEWORKIndependent variables bloodsucking variableCo-workers perceptionCompanies attitudesWork performanceManagements perception on the need for supervisionFigure 1INDEPENDENT VARIABLESCo-workers perceptionCo-workers perception towards disabled workers either favorably or non-favorably that affect on companies attitudes in hiring them.Work performa nceWork performance of disabled workers such as their skills and abilities in performing their task that affect on Companies attitudes.Managements perception on the need for supervisionManagements perception on the need for supervision of disabled workers later on hiring them that either favorably or non-favorably.DEPENDENT VARIABLE COMPANIES ATTITUDESCompanies attitude is referring to their opinions and views and what factors that influence them in hiring persons with disabilities.CHAPTER 3RESEARCH METHOD3.1 Research DesignFor the purpose of this study, the research design will be sample survey. The research demands for information from people in five places in Kota Kinabalu which are Sembulan, Likas and Tanjung Aru. It means the judiciary of questionnaires will be distributed to sample of selected company. Types of approaches being used is by a questionnaire survey.3.2 Unit of epitomeAs this study will address the companies attitudes towards employment persons with disabilities , unit abstract will be the employer and employee of the selected private companies.3.3 Sample size of itThe sample size for the purpose of this study is 50 respondents which taken randomly in that five places of selected private companies.3.4 Sampling TechniqueFive places in selected area will be selected for closer analysis of companies attitudes towards employment of persons with disabilities. The type of sampling is random sampling technique to select the sample. The sampling butt against for this study was produced by a compilation of names of corporations and smaller businesses from forebode directories and from the Labour Department List. A list of organisations was tabulated and a number was delegate to each organisation. The organisations were selected using the statistical random numbers table.3.5 Research criterion/instrumentThe variables and their measurement are outlined in the following sections.Co-workers perceptionCo-workers perception towards disabled workers either favorably or non-favorably that affect on companies attitudes in hiring them. It is interval scale a set of statement can be developed to assess respondents perceptions. The respondents can conform to or disagree using five-point Likert scale strongly disagree= 1, disagree=2, neutral= 3, agree=4, strongly agree=5.Work performanceWork performance of disabled workers such as their skills and abilities in performing their task that affect on Companies attitudes. The respondents can agree or disagree using five-point Likert scale strongly disagree= 1, disagree=2, neutral= 3, agree=4, strongly agree=5.Managements perception on the need for supervisionManagements perception on the need for supervision of disabled workers after hiring them that either favorably or non-favorably that affect on companies attitudes. strongly disagree= 1, disagree=2, neutral= 3, agree=4, strongly agree=5.3.6 Data collectionThe data for this study will be store thorough survey questionnaire. This me thod was chosen because it easier to deliver and collected.3.7 Data AnalysisFor this study, data analysis was done by quantitative methods where statistical analysis was conducted in descriptive of statistic. Descriptive statistics methods were used to compute frequencies, measures of central angle of dip such as the mean, median and the mode and dispersion such as the range, the variance and the standard deviation. The data collected from the survey questionnaire were analysed using statistical software tool (SPSS 17.0).