Limitations of Initiatives Fussing Disability - Coursework Example

Student’s Name Professor’s Name Subject DDMonthYYYY Limitations of Initiatives Fосussing Disability Disability is an impairment result that is physical, emotional, sensory, cognitive, development, mental or a combination of these impairments thereof. It can be from birth or can rise in the course of a person’s lifetime (Barnes & Mercer 5). It is a general term that is used to refer to limitations in activity, impairments and not being able to participate in normal activities. 1. The changing nature of the workforce, the dimensions of workforce diversity, specific issues around gender, ethnicity and disability With increasing technological advancements, organizations growing internationally, information age has made work dynamic raising the need for people to cope to where and how they work. Globalization has made it easy for organizations to link up businesses globally, leading to teams working together regardless of the culture (Baltimore 31). The leaders are therefore supposed to be armed with skills and knowledge to manage and spearhead their groups at a distance. Development in technology such as cloud computing has enhanced global interconnection. Likewise, workforce expectations are changing as the going to work notion is changing with people working indoors (Patrick 40). Workplaces are therefore being redesigned as organizations have shifted their focus to maximizing profit and minimizing the working space (Barnes & Mercer 11). To transform employee, employers should incorporate their employees in all the development aspects and work on utilizing their capabilities to maximize output. Employers should considerer designing the workplace in order to achieve that expected results in an organization (Powell 56). Technological tools and social media should also be put into consideration for the workplace to be collaborative. Managers should be there in all the management levels and act as the driving force to success to prevent failure. Performance appraisals should also be put into consideration as it has direct impact to the output of the organization. With incentive schemes in place one is in a position to predict the actions and the output of the firm when workers are motivated (Powell 16). The nature of work s dynamic and it has effects on the place of work and the mode with which people work. Managers should therefore posses the skills and have a good understanding of the working environment where the workers are needed to be better in understanding the importance of working as a team. Companies have the mandate to modify the work physical environment and commit their workers toward the prosperity of the organization (Baltimore 22). Ethnicity, gender and disability are surrounded by several issues. Ethnicity is used to classify individuals. Nationality, citizenship and origin and national self identity are linked with ethnicity yet they are not relating to ethnicity (Rosenberg et al. 6). Gender is used to categorize individuals as either male or female. Politically, many leaders have been men and therefore political position should be filled fairly and should not be gender bias. Likewise, there should be no subdivision in leadership where we have a male president and a female president in the sane government. In sports, male and female categories should be split except in cases where the male and the females are participating in a gender mixed games competitions. For instance we should have male and female golfers split (Patrick 64) In reference to disability, guidelines have been put in place to classify the disabled. People with any sort of impairment should be added to the category of disabled. Likewise, under the classification of class, job and activity, disability condition should only be created if the classification fits the topic at hand (Golembiewski 32). The final rung rule is used to classify individuals as per intersection category. The categories are cannot be classified as the final rung and should not be formed if literature cannot be inherited to the next generation. Lastly intersection that involves disability and other features like job should be considered none diffusing but extra (Powell 56). For instance a blind singer should not be categorized with other singers who are no blind. 2. The legal framework ADA and the 1973 Rehabilitation act came up with mandate that were against discrimination as a result of disability (Barnes & Mercer 43). These laws deter private sectors and public from any form of discrimination with regards to disability and promises equal participation in opportunities benefit from a range of programs and activities (Patrick 43). The 1973 Rehabilitation Act had the intension of empowering disabled individuals in order to optimize on employment, self sufficient economy, independence and integration in society by guaranteeing the disabled and equal opportunities (Rosenberg et al. 6). The section 504 of this act states that, “No otherwise qualified individual with a disability . . . Shall, solely by reason of her or his disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance….” (Powell 56). This section provides refugee for the disabled and takes into account the healthcare institutions and healthcare providers and receives funding from the central bank via Medicare, Medicaid or central banks grants. Americans with Disabilities Act that was formed in 1990 and was to boost the rehabilitation act with an aim of minimizing stigma and social discrimination experienced by the disabled people. It has five titles that offer protection provided by the law (Barnes & Mercer 22). ADA acknowledges that “historically, society tended to isolate and segregate individuals with disabilities, and, despite some improvements, such forms of discrimination against individuals with disabilities continue to be a serious and pervasive social problem.” (Golembiewski 36). ADA in its aim to reduce discrimination, states that the goals of the nation as far as disability is concerned is to assure opportunity equality, independent living and self sufficient economy for the disabled. It also ensures that the disabled are in a position to have and maintain their families in several ways as initially reports had shown that the disabled were denied the custody of their children and denied the opportunity to adopt children despite having the ability to take good care of them (Baltimore 32). 3. Equal opportunity/managing diversity policy and practice  In response to the disability in our societies, several measures have been put in place to allow for equal opportunity to the disabled persons in the society. Assistive technology is equipments and modifications that help eliminate or outdo disability. Since time in memorial, assistive technology has been put in place starting from prosthesis in 1800BC, wheel chair developed in the 17th century and the curb cut (Los Angeles 56). Standing frames, accessible keyboards, Braille, large prints, text telephones, and speech recognition software. The disabled have since then found out way that they can use to suppress the public view towards them by use of the sign language for the deaf in the community. With development in technology, computers have been developed in software and hardware so that the disabled can use the technology as well (Patrick 49). In the field of sports, Paralympics games have been introduce to involve the disabled to participate in games too. These games take place the Olympics and entail a wide range of physical sporting activity such as athletics (Barnes & Mercer 31). The member states send their representatives to participate in this games ranging from elite to recreational. It was developed as a rehabilitation programme the war veterans who had spinal injuries in Britain. In 2006, extreme games were formed for the purpose of incorporating the people with limb loss or limb difference to be able to participate in the games (Baltimore 12). 4. Sociological and psychological perspectives on Diversity Sociologically, disability is viewed as a socially created predicament an issue as total inclusion of the persons in the community. Disability is known not to be an individual’s character but a combination of complex conditions majority of which are environmentally and socially made (Rosenberg et al. 6). Therefore to manage this social action and its responsibility at large is to modify the people’s inclusion in all aspects of life in the society. The issue is ideological and cultural that requires community, individual and change in social perspective. Therefore disabled people have human rights and should not be discriminated in any aspect (Golembiewski,32). Psychologically, disability is viewed as bodily impairment in structure, of functionality and incorporates abnormalities’, loss, defects and deviations from several acceptable benchmarks that have tendency of deteriorating overtime (Los Angeles 40). 5. Managing the recruitment & selection process fairly The 1973 Rehabilitation Act in United States has it that accessible programmes and services should be provided by all the organizations that receive finding from the Government (Powell 56). In 1992, a law was passed to deter private employers, local government and the state, labor unions, and employment agencies from discriminating against the disabled qualified individuals in logical job application, firing, hiring training in jobs, compensations, promotions or privileges in the employment. These institutions are required to accommodate all individuals’ wit specific needs (Rosenberg et al. 6). The law further covers any individual with mental or physical impairment that deters him or her from participating in the normal daily life activities, anyone who has had such records in the past and any individual regarded to have such impairment (Patrick 40). These criteria are responsible for protecting individuals against discrimination of any kind based on risk perception based on person’s records. The laws that protect employment renders discrimination against the disabled qualified individuals illegal and it must provide a reasonable accommodation (Baltimore 32). This embodies physical environmental changes by providing easy access to facilities to the disabled and readjust there systems to be flexible. Despite attitudes held by many about the individuals with disability, these individuals have some favors from many employers (Barnes & Mercer 23). Works Cited Baltimore. Disability. Md.: Dept. of Health and Human Services, Social Security Administration, 1990. Print. Barnes, Colin, and G Mercer. Disability. Cambridge, UK: Polity Press, 2003. Print. Golembiewski, Robert T. Managing Diversity in Organizations. Tuscaloosa: University of Alabama Press, 1995. Print. Patrick, Ruth. Diversity. Stroudsburg, Pa: Hutchinson Ross Pub. Co, 1983. Print. Powell, Jillian. Disability. Austin, Tex: Raintree Steck-Vaughn, 1999. Print. Rosenberg, Jacob, Vin Diesel, John Schnall, Eileen O'Meara, A W. Feidler, Bret Stern, and Erik Friedlander. Diversity. Los Angeles, CA: QuickBand Networks, 1999. Read More