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Employers have shied away from hiring those with impairments for a long time. They consider them to be a burden on the company and think they aren't capable of performing tasks as well and effectively as persons without impairments. Ten sources are cited in the paper's annotated bibliography, which addresses the topic of employers and disabled persons.
Bruyère, M., VanLooy, S. A., & Matteson, S. von Schrader, S., Erickson, W. A., et al (2014). Employer policies that are inclusive of people with disabilities, including hiring them. Education, Research, and Policy in Rehabilitation, 28(4), 309-328.
In this post, we'll talk about a research project whose main goal was to identify the rules and procedures that employers follow while analyzing the connection between those procedures and the actual recruitment process. They discovered that most of the policies in the organizations favor hiring people with disabilities.
Ellenkamp, J. J., Brouwers, E. P., Embregts, P. J., Joosten, M. C., & van Weeghel, J. (2016). Work environment-related factors in obtaining and maintaining work in a competitive employment setting for employees with intellectual disabilities: A systematic review. Journal of Occupational Rehabilitation, 26, 56.
In the article Ellenkamp together with other researchers discovered that the most pertinent work-related aspects for getting and keeping work in economic employment involved backing up the employers by concentrating on the decision made by the company, content of the job, integration, and work culture.
Gustafsson, J., Peralta, J. P., & Danermark, B. (2014). The employer's perspective: Employment of people with disabilities in wage subsidized employments. Scandinavian Journal of Disability Research, 16(3), 249-266.
The research done and documented in the article found that attitude, matching, economic incentives, and accommodation were influential factors for the employment of people with incapacities.
Henry, A. D., Petkauskos, K., Stanislawzyk, J., & Vogt, J. (2014). Employer-recommended strategies to increase opportunities for people with disabilities. Journal of Vocational Rehabilitation, 41(3), 237-248
In this paper it was discovered that the recruitment rate of people with infirmities was more than half less than the frequency of employment among individuals without frailties. The employers explained that main challenges that limit the employment of persons with disabilities were the uncertainties about the applicant’s abilities, stigma, and the complexity involved in the public disability employment service system.
Huang, I. C., & Chen, R. K. (2015). Employing people with disabilities in the Taiwanese workplace: Employers’ perceptions and considerations. Rehabilitation Counseling Bulletin, 59(1), 43-54.
From the article, it is evident that employers had greater concerns when it came to the employability of interviewees with incapacities in the initial enlistment and selection stage than during the engagement and accommodation sector. More so, there were indications of barriers to development and advancement of individuals with debilities.
Houtenville, A., & Kalargyrou, V. (2015). Employers’ perspectives about employing people with disabilities: A comparative study across industries. Cornell Hospitality Quarterly, 56(2), 168-179
In the article it was discovered that organizations centered on services are more likely to hire workers with disabilities as opposed to goods-producing companies. The greatest challenge of hiring people with disabilities being co-workers attitude.
Ju, S., Roberts, E., & Zhang, D. (2013). Employer attitudes toward workers with disabilities: A review of research in the past decade. Journal of Vocational Rehabilitation, 38(2), 113-123.
In the research work, it was discovered that employees had a progressive attitude toward employees with infirmities. It was because of valuable previous experience with such workers made them more willing to hire and preserve individuals with disabilities.
Porter, N. B. (2014). Mutual marginalization: Individuals with disabilities and workers with caregiving responsibilities. Fla. L. Rev., 66 (3), 1099.
The study from the article found that two groups of employees are marginalized. The need for accommodation of the caregivers and those with disabilities makes them suffer the special treatment stigma which manifests itself from the resentment from coworkers.
Rashid, M., Hodgetts, S., & Nicholas, D. (2017). Building Employers’ Capacity to Support Vocational Opportunities for Adults with Developmental Disabilities. Review Journal of Autism and Developmental Disorders, 2(4), 165-173.
The article focuses on the perspective of services and helps build employees ability to support professional opportunities for people with developmental incapacities since more research has been done about the disadvantages of employing a disabled person, and little is known about the merits.
Wilson, M. C., & Scior, K. (2014). Attitudes towards individuals with disabilities as measured by the Implicit Association Test: A literature review. Research in Developmental Disabilities, 35(2), 294-321.
On the other hand, Wilson and company in their work realized that there is a steady array of medium to resilient undesirable implicit insolences towards persons with incapacities.
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