Managing Human Resources (HRM)

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A critical issue National Lewis and Clark Corporation's (NL&C) Human Resources is facing is the emergence of several disabled employees who feel they are not being treated "fairly". Although not immediately apparent, such situation can escalate to hostile work environments and disability harassment that can cause inefficiencies and setbacks for the company not limited to the loss of qualified employees with disabilities, a decrease in the performance of employees with or without disabilities, an increase in the costs related to the loss of qualified individuals with disabilities and possible expenses brought about by litigation claims (Blanck, 1996; Ravitch 1994 in Blanck & Marti, 1997).


One company that has successfully achieved these goals is Sears. As Blanck (1996) illustrates, Sears' success is due to its evolutionary implementation of the ADA and its two-fold strategy of integration and empowerment, based on a culture that focuses on work force diversity. Through its culture of "workforce diversity and inclusion", which seeks to incorporate the Americans with Disabilities Act of 1990 (ADA) in providing accommodations to disabled employees, Sears has achieved an accommodation model that goes beyond compliance with the law but also "enhances its customer base, employee morale, and its overall business strategy goals", thus improving their bottom line and preventing its 20,000 disabled employees from feeling they are not being treated fairly (Blanck, 1996, p.8).
Hence, it is evident that implementing accommodations that benefit disabled employees must focus on p ...
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