Workplace disability inclusion in India: review and directions
TL;DR: In this article, a review of the literature on workplace disability inclusion in the organised sector in India and an integrated model based on emergent themes in indigenous studies has been presented, which can help organizations facilitate inclusion, thereby improving employment opportunities for persons with disabilities.
Abstract: This study aims to review the extant literature on workplace disability inclusion in the organised sector in India and presents an integrated model based on emergent themes in indigenous studies.,The review is directed by the following foci: In what contexts was workplace disability inclusion in India empirically investigated? How was workplace disability inclusion examined (method)? What important themes emerge from the studies? Towards this, empirical scholarly studies in India, published between 2011–2019, is reviewed to identify the evolutionary trends.,Prominent themes have been identified at three levels – organization, group and individual. At an organization level, the focus is on inclusive strategy and practices. Country-specific contextual factors such as legislation, accessibility and external eco-system influence an organization’s inclusive strategy, which addresses how organizations engage with persons with disability (PwD), job mapping, accessibility and targeted recruitment. Inclusive practices span across various phases of the employee life cycle, namely, recruitment, onboarding, development and retention. At the group level, the themes highlight group boundaries, PwD-supervisor interaction, PwD-co-worker interaction and PwD-PwD interaction. At an individual level, PwD experiences are categorized as physical, job-related and psychological. Workplace treatment and experiences of PwD vary from discrimination to inclusion and along with other outcomes, are influenced by contextual factors.,This study contributes to the development of workplace disability inclusion theory, by presenting an integrated model of prominent themes, offering greater clarity and avenues for extending the literature. The paper discusses themes that can help organizations facilitate inclusion, thereby improving employment opportunities for PwD.,In a first, the study provides an integrated account of inclusion of PwD in organized sector in India.
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22 Apr 2021
TL;DR: In this article, a study of empresas publica y privada de Arica (Chile), con respect to the inclusion of persons with discapacidad in the context of labor, was conducted.
Abstract: En el ano 2012, en Chile fue promulgada la ley N° 20.609, estableciendo medidas contra la discriminacion, resguardando la integridad y el bienestar de las personas que tengan condiciones distintas o pertenezcan a minorias dentro del pais. En el ano 2017 fue promulgada la ley N° 21.015, incentivando la inclusion de personas con discapacidad al mundo laboral, estableciendo medidas para que las personas en situacion de discapacidad (PeSD) no sean discriminadas, teniendo las mismas oportunidades de capacitacion y fomento del empleo. Sin embargo, los estudios y analisis sobre esta tematica han sido muy escasos.
Por lo anterior, el objetivo principal de la presente investigacion es identificar y analizar las practicas laborales en las grandes empresas publicas y privadas de la ciudad de Arica (Chile), con relacion a los casos de discriminacion y a la inclusion laboral de personas con discapacidad, desarrollando una interpretacion basada en la informacion recopilada mediante cuestionarios.
El cuestionario considero 52 variables segregadas es ocho campos de evaluacion. La medicion se centro en la inclusion de personas con discapacidad y la indagacion en cuanto a medidas contra la discriminacion en el area laboral.
Como resultado de la investigacion, se obtuvo lo siguiente: en cuanto a la inclusion de personas en situacion de discapacidad en el mercado laboral se determino, que la mayoria de las grandes empresas de Arica, cuentan con las condiciones estructurales para que una persona con discapacidad pueda movilizarse dentro de ella. Sin embargo, un 71% de ellas carecen de politicas, normas y procedimientos; asi mismo un 66% de las empresas declara no capacitar a sus colaboradores en temas relacionados a la inclusion. Finalmente, se exponen recomendaciones para enfrentar las debilidades encontradas en las empresas de estudiadas.
1 citations
14 Dec 2022
TL;DR: In this paper , a questionnaire was distributed to 200 persons with disabilities (PWDs) in the central region of Malaysia and four crucial variables (salary, compensation, career advancement and reward management) contributed to the lack of involvement in innovation management among PWDs in Malaysia.
Abstract: Background: As Malaysia struggles with the battle to retain talented workers, the retention of persons with disabilities (PWDs) remains a major challenge in innovation management. Malaysia currently has the lowest retention of PWDs in innovation management in The Association of Southeast Asian Nations (ASEAN). The purpose of this study is to develop a unique framework to enhance the inclusion of PWDs in Malaysia. Methods: A questionnaire was distributed to 200 PWDs in the central region of Malaysia. Results: Based on the results of this research, four crucial variables (salary, compensation, career advancement and reward management) contributed to the lack of involvement in innovation management among PWDs in Malaysia. Conclusions: This study focuses on 200 PWDs in Malaysia. Despite the fact that PWDs’ involvement in innovation management is the lowest, there is a lack of research initiative and practitioner commitment to address this issue. Serving as preliminary research in Malaysia, this study develops a unique framework to fill the gap.
TL;DR: There is a lack of research initiative and practitioner commitment to address the issue of lack of involvement in innovation management among PWDs in Malaysia, and a unique framework to fill the gap is developed.
Abstract: BACKGROUND
As Malaysia struggles with the battle to retain talented workers, the retention of persons with disabilities (PWDs) remains a major challenge in innovation management. Malaysia currently has the lowest retention of PWDs in innovation management in The Association of Southeast Asian Nations (ASEAN). The purpose of this study is to develop a unique framework to enhance the inclusion of PWDs in Malaysia. Methods: A questionnaire was distributed to 200 PWDs in the central region of Malaysia. Results: Based on the results of this research, four crucial variables (salary, compensation, career advancement and reward management) contributed to the lack of involvement in innovation management among PWDs in Malaysia. Conclusions: This study only focuses on 200 PWDs in Malaysia. Despite the fact that PWDs' involvement in innovation management is the lowest, there is a lack of research initiative and practitioner commitment to address this issue. Serving as preliminary research in Malaysia, this study develops a unique framework to fill the gap.
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01 Jan 2016
TL;DR: The Scoping meeting on collaboration between Regional Seas Programmes and Regional Fisheries Bodies in the Southwest Indian Ocean is described in this article, where the authors propose a framework for collaboration between regional sea programmes and regional fisheries bodies in the Indian Ocean.
Abstract: Information document of the Scoping meeting on collaboration between Regional Seas Programmes and Regional Fisheries Bodies in the Southwest Indian Ocean
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TL;DR: A systematic literature review (SLR) was conducted by as discussed by the authors to identify empirical studies that explored servant leadership theory by engaging a sample population in order to assess and synthesize the mechanisms, outcomes, and impacts of servant leadership.
Abstract: A new research area linked to ethics, virtues, and morality is servant leadership. Scholars are currently seeking publication outlets as critics debate whether this new leadership theory is significantly distinct, viable, and valuable for organizational success. The aim of this study was to identify empirical studies that explored servant leadership theory by engaging a sample population in order to assess and synthesize the mechanisms, outcomes, and impacts of servant leadership. Thus, we sought to provide an evidence-informed answer to how does servant leadership work, and how can we apply it? We conducted a systematic literature review (SLR), a methodology adopted from the medical sciences to synthesize research in a systematic, transparent, and reproducible manner. A disciplined screening process resulted in a final sample population of 39 appropriate studies. The synthesis of these empirical studies revealed: (a) there is no consensus on the definition of servant leadership; (b) servant leadership theory is being investigated across a variety of contexts, cultures, and themes; (c) researchers are using multiple measures to explore servant leadership; and (d) servant leadership is a viable leadership theory that helps organizations and improves the well-being of followers. This study contributes to the development of servant leadership theory and practice. In addition, this study contributes to the methodology for conducting SLRs in the field of management, highlighting an effective method for mapping out thematically, and viewing holistically, new research topics. We conclude by offering suggestions for future research.
653 citations
TL;DR: In this article, a model of factors thought to affect the treatment of disabled individuals in organizations is presented, which suggests that person characteristics (e.g., attributes of the disabled person, attributes of an observer), environmental factors (i.e., legislation), and organizational characteristics combine to affect how disabled individuals are treated in organizations.
Abstract: A model of factors thought to affect the treatment of disabled individuals in organizations is presented. Specifically, the model suggests that person characteristics (e.g., attributes of the disabled person, attributes of the observer), environmental factors (i.e., legislation), and organizational characteristics (e.g., norms, values, policies, the nature of jobs, reward systems) combine to affect the way disabled individuals are treated in organizations. Furthermore, the model indicates that the relationships just noted are mediated by observers' cognitions (i.e., categorization, stereotyping, expectancies) and affective states. Finally, the model predicts that the disabled person's responses feed back to modify observers' expectancies and organizational characteristics. Implications for conducting research on disability issues and facilitating the inclusion of disabled individuals in organizational settings are discussed.
583 citations
TL;DR: The authors reviewed and synthesized the inclusion literature and provided a model of inclusion that integrates existing literature to offer greater clarity, as well as suggestions for moving the literature forward, and described themes in inclusion literature.
286 citations