Disability Management Strategies for Organizations

This dissertation explores disability management strategies and policies for organizations. It discusses job placement, capacity building, and satisfaction among disabled workforce.

DISSERTATION

ACKNOWLEDGEMENT
I would like to acknowledge my gratitude towards everyone who played an efficient role in my
academic accomplishment of the dissertation. Firstly I would like to thanks and extend my
gratitude to my parents who have supported me throughout the time duration of the dissertation.
Along with this I would like to extend my gratitude towards my tutors and my peers and friends
who have supported and \ helped me in direction towards the accomplishment of the dissertation.
Thank you

ABSTRACT
Disability management is defined as the managing of the people of the employees who are
having some special ability or disable ATI. For any of the organisation it is essential to hire some
disabled people as per the laws and they have to take due care of these employees. The present
research outline with the fact that for getting successful every organisation has to have strategies
and policies for the disabled employees. With help of the literature review section it was
analysed that there are different strategies which are assistive to the company in taking care of
the disabled people. This involves the policies like having a good promotional channel for
disabled people taking extra care of the disabled employees. Moreover it was analysed that
quantitative study is a better way of conducting the research as compared to the qualitative study.
This is pertaining to the fact that with help of the quantitative data more logical and reasonable
interpretations can be made with the data collected from primary sources. In addition to this with
help of the data analysis section it was analysed that the DGSE is having all the compliance with
laws and legislation relating to the disability management. Further, it was also analysed that there
are different promotional channels within the company for the disabled employees.

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................................4
CHAPTER 1: INTRODUCTION....................................................................................................5
1.1 Diversity management..........................................................................................................5
1.2 Diversity management..........................................................................................................5
1.3 Disability and significance of disability................................................................................6
1.4 Integration and inclusion into main stream...........................................................................7
1.5 Reservation of disable quota by government........................................................................7
Introduction of director general of special education (DGSE), Ministry of Human Right and
its disable policy..........................................................................................................................8
1.6 Aim and objectives................................................................................................................8
1.7 Rationale...............................................................................................................................8
1.8 Significance...........................................................................................................................9
1.9 Dissertation structure............................................................................................................9
CHAPTER 2: LITERATURE REVIEW.......................................................................................12
Theme 1: Analysis job placement of disabled workforce in context to organisation objectives
...................................................................................................................................................12
Theme 2- Facilities devised for capacity building and development of disabled workforce....15
Theme 3- Level of satisfaction among the disabled workforce in discharging their duties.....18
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................20
CHAPTER 4- DATA ANALYSIS................................................................................................28
CHAPTER 5- CONCLUSION AND RECOMMENDATION.....................................................61
Conclusion................................................................................................................................61
Recommendation......................................................................................................................62
Reflection..................................................................................................................................63
REFERENCES..............................................................................................................................65

CHAPTER 1: INTRODUCTION
This chapter will create a certain level of understanding and knowledge of the reader
about the research. Some key topics that could significantly affect the research outcome will also
include under this part of study. Structure followed under the study will also include in this part
of study.
1.1 Diversity management
Diversity management is a defined as the vision of management to hold a well diverse
talent at the organisation level. This is about to moderate the work force in such manner that
employee belongs to all different religion, cultural background and other social elements can
come together and work towards the goals of the business. Company across the globe are giving
huge emphasis over diversity at work place as it expands the business scale and also improve the
cultural values at work place. The connection of diversity is straightforwardly with cultural and
religious expansion of work place (Atif and et.al., 2019). Under this practice companies try to
hire employee from across the globe irrespective of any social or religious values of such work
force. Under the practice of diversity management companies try to take actions related to
promotion of greater inclusion of work force at different areas of organisation hierarchy level.
Policies, framework and models are developed under this to achieve the best level of diversity
management practices at organisation level. In order to manage diversity at organisation level
different strategies and practices are also implemented by the business entities so that best level
of diversity could have been established. Strategies like improving top management team,
expanding organisation structure, new initiatives of human resource team to expand work force,
creating formal project plan and other such practices favour the best level of diversity at business
entity level. Managing diversity play huge role to achieve better growth opportunities in context
to business entity.
1.2 Diversity management
Diversity management is a defined as the vision of management to hold a well diverse
talent at the organisation level. This is about to moderate the work force in such manner that
employee belongs to all different religion, cultural background and other social elements can
come together and work towards the goals of the business. Company across the globe are giving
huge emphasis over diversity at work place as it expands the business scale and also improve the

cultural values at work place. The connection of diversity is straightforwardly with cultural and
religious expansion of work place. Under this practice companies try to hire employee from
across the globe irrespective of any social or religious values of such work force. Under the
practice of diversity management companies try to take actions related to promotion of greater
inclusion of work force at different areas of organisation hierarchy level (Nasir and Efendi,
2020). Policies, framework and models are developed under this to achieve the best level of
diversity management practices at organisation level. In order to manage diversity at
organisation level different strategies and practices are also implemented by the business entities
so that best level of diversity could have been established. Strategies like improving top
management team, expanding organisation structure, new initiatives of human resource team to
expand work force, creating formal project plan and other such practices.
1.3 Disability and significance of disability
Disability is being referred to as some of physical or mental impairment which a person
is facing and this limit the working of person. These people are the one which have some issue
with their health and this affect their earning capacity. Hence, for this there are different types of
rules and regulations which affect the working of that person in company. These people have
some issues and this affects the working of the people to a great extent (Ashraf, Zhu and Rauf,
2018). This in turn result in management of the people and safeguarding their rights to work in
proper manner (Rahman, 2020). When there are rights then this will protect and assist them in
providing some of the benefits and subsidises which help them in carrying on their life. The
current study will include the management of the disabled workforce which is being done by the
DGSE that is Directorate General of Special Education and the Ministry of Human Rights in
Islamabad. In addition to this, present study will outline that this department is responsible for
managing and protecting and integrating the PWD and assist in providing better employment to
disabled workforce. UN convention also support the right of disable individuals at work place to
protect them from any kind of discrimination.
The present study will outline the discussion relating to analysing how the job placement
relating to disables people with respect to objective of company. Along with this current report
will also outline the various facilities which assist in capacity building and in development of
disabled workforce. In addition to this it will also assist companies in finding out the level of
satisfaction among the disabled people working in the company. Furthermore, the research will

also help the different companies in identifying that compliance with various types of laws in
respect to protection of the disabled workforce within the company. in addition to this, researcher
will also try to find out that whether appropriate training is being provided to the disabled person
or not (Sanson, 2018). This is necessary if appropriate training and tools will not be provided to
the company then this will affect the working of company to a great extent. Furthermore, the
research will also highlight the process and treatment which is being undertaken by PWD in
discharging off their duties. It becomes essential that disable individuals get the rights that can
allow them to showcase the abilities in the best way possible.
1.4 Integration and inclusion into main stream
Integration and inclusion into main stream denoted as involvement or including disable
individuals into the main stream of society. People who are completely capable enough to deliver
any operations and hold no such tag of disable individual considered as the main stream peoples.
Integration and inclusion of disable people done with the aim of improving social standards and
values of people in society. Government in Pakistan also launched various legislations such as
anti discrimination, equal right and many such act to protect the right of the disable individuals.
These legislations allowed the government to integrate and include disable individuals into main
stream of society (Peers, 2018). Earlier business entities and practice related also followed under
organisations that could offer discrimination at work place. Companies and business entities did
not consider disable people over a priority basis when it comes to recruitment and selection
process. The current situation favours the business entity to achieve high growth in market.
1.5 Reservation of disable quota by government
To motivate the growth and development of disables people in Pakistan government has
reserved 3% seats under group c and d category of reservation. This could allow the disable
people to improve the growth possibilities and opportunities in market. This quota could also
support the government to address the issue of discrimination with disable individuals. Along
with different legislations this could further support the government to address the issue of
discrimination with disable people. This issue is faced by almost every individual suffering from
any kind of disability. Companies and organisations felt resistance when it comes to appointing
such disable individual over any designated position role. This quota has also worked over a
mental level in favour of the disable individual to overcome employment related issues and
barriers.

Introduction of director general of special education (DGSE), Ministry of Human Right and its
disable policy
Cases of disable people has been increasing in Pakistan very significantly. IN order to
address the different issues related to disable people policy channelized by the departments like
Director General of Special Education (DGSE) and Ministry of Human Right. The policy has
given huge focus over employment related issues faced by the disable individuals. IN such a
context government has announced reservation for disable individual up to a 3% in employment
opportunities (Azam and Rafique, 2017). This will be applicable over governmental
organisations and institutes. This policy could favour the disable people to overcome different
challenges and barriers related to employment and other such issues. In education institutes
certain amount of seats get reserve for disable peoples.
Research questions1. To examine if mere compliance with its legal obligation is the level of engagement across
the ministry.2. Determine if adequate training and development, in accordance with each subject need is
provided.3. Determine if the process has been successful and if not what else might need to be done.4. To examine treatment faced by PWDs in discharging their duties.
1.6 Aim and objectives
The proposed study will focus on the following specific objectives:
 To analyse the job placement of disabled workforce in relation to objectives of the
organization.
 To investigate the facilities devised for capacity building and development of disabled
workforce.
 To investigate level of satisfaction amongst the disabled workforce in discharging their
duties.
1.7 Rationale
In the current competitive world, there is high competition among people working in
corporate world. Hence, it is essential for the people to be very competent in working in such a
manner that they can secure a better position in company. In this perspective when a disabled

person will be working then they will not be in proper position or competing with other people.
Hence, this research will assist the people in identifying ways in which they can help disabled
people in working within the company (Alpaydin, 2017). Along this with currently there are
many different laws and legislation which assist the company in safeguarding and protecting the
rights of disabled person. Hence, this research will also outline the laws which are applicable
over the protection of the disabled people working in corporate world. In addition to this
personal interest of the researcher is also a main reason for undertaking the present research. The
reason underneath is that researcher has personal interest in gaining knowledge relating to the
fact that how disabled people can be protected. Moreover, along with personal interest there is
also academic interest of the researcher within the study.
1.8 Significance
Protection of the employees who are not competent enough to work because of some
impairment in their body affect their working capacity. Hence, topic on this research is of
importance to all the people who have any kind of disability. The reason underlying this fact is
that this research will discuss about different types of the laws which will assist company in
providing better services to the disabled employees. In addition to this, present research is also of
importance for the companies who are employing disabled people within the company. This
research will increase the awareness of companies as what duties and obligation they have
towards the disabled employees within the company (Qammach, and Ali, 2020). Further this
research is of significance to the other researchers who are also conducting their study on same
or related topic of research. This is of significance to the researcher as this will provide an idea to
the researcher how they have to conduct and complete the research. In addition to this, present
study is also of significance to the government of Pakistan as this will assist them in identifying
the current state of disabled people in corporate world. Further, this will assist the government of
Pakistan in developing more strategies and legislation for the protection of the disabled people
working in corporate environment.
1.9 Dissertation structure
Chapter 1- Introduction
This is the chapter which will a brief overview relating to the topic of research. This is
the chapter which will include the outline of the remaining chapters of dissertation as well.

Along with this current chapter will also provide rationale for the selection of the disabled person
and their job placement and investigating level of satisfaction of the disabled people.
Chapter 2- Literature review
This is a chapter which will outline the analysis of different types of the secondary
sources like articles, journals and other published sources. Current chapter will discuss different
secondary sources relating to the research topic of disabled workforce. It will analyse views of
different authors and this will assist them in developing greater insight relating to research topic.
This will assist researcher in increasing knowledge of the other people reading the research or
using the research in their use.
Chapter 3- Research methodology
RM chapter is the one which outlines the selected methods of research being used in the
completion of the study in successful manner. Along with this listing of research method is
essential as this assist researcher in identifying that which method of research are helpful.
Furthermore, the pre- defining of the research also assisted in the knowing of the fact that which
method study was much better for successful completion of study. This study will outline the fact
that quantitative study is much better and accurate as it involves numeric information and facts
and figures.
Chapter 4- Data finding and analysis
This is the main chapter in the successful completion of the dissertation. This is
particularly because of the reason that under this chapter, gathered data is being analysed and
aim and objectives of the study are being met. If data analysis is not being undertaken in proper
and effective manner, then this will affect the completion of the study to a great extent. In
addition to this without analysis of data the research cannot be accomplished in successful
manner. Hence, this is the major chapter for the success of the research as this outlines the
meaning and some inferences being drawn from the collected data.
Chapter 5- Conclusion and recommendation
This chapter comes after the analysis of data as when the data will be evaluated then only
some inferences can be drawn. The reason underlying this fact that without any conclusion the
analysis of data does not have any meaning. This is pertaining to the fact that if a conclusion will
not be drawn then analysis of data will not be of any sense. Hence, this will briefly outline the
key facts which proves that aim and objective of the study have been met and research have

become successful. In addition to this, present chapter will also involve providing some of the
recommendation for improving performance of the research in future as well. These
recommendations can be with respect to improvement of disabled person within corporate world.
in addition to this, recommendation can also be in form of improving the research process or
collection of the data or any other research related issue.
Chapter 6- Personal reflection
This is a chapter which will outline the personal learning and reflection which has been
developed with help of the dissertation. This will assist the researcher in outlining their personal
learning and skills which they have learnt during the dissertation. This will include analysis of
the skills, attributes and traits which researcher has inherited during the completion of the study
over managing and motivating disabled workforce.

CHAPTER 2: LITERATURE REVIEW
This chapter comprises with views and opinions provided by various academics and
professionals over the topic of study. Critical reflection is conducted in this part of study by
providing both in favour and in against the views of researchers and scholars over the topic of
research. Theme based segregation is done in this part to support the views and opinions over
research topic of different academic writers.
Theme 1: Analysis job placement of disabled workforce in context to organisation objectives
As per the views of Shapiro and Wilson (2019), job placement is defined as recruiting
employees at different designated position role in the organisation. Organisation structure is
associated with hierarchy which consume multiple departments denoted various designated
position over each individual department in organisation. Job placement is about to hire
employees over individual department in organisation. When business entities appoint people
over different position role they always look for skills and knowledge. Disabled workforce
denotes such employees that are partly or completely unable to perform a respective task or
operation. Charette and Papachristos (2017), has reflected in its study over human resource
management that workforce can be either abled or disabled. Abled denoted the term which
reflect human resource capable of performing any function if potential training and education is
catered to individual. Disabled denoted to such individual that are not capable to perform either
any specific operation or function in the best of its capacity.
Based on the views and opinions illustrated by Khan, Daddi and Iraldo (2020), it is
analysed that in context to organisation objectives both normal human resource and disabled
employees contribute. Company allocate designated position to every single employee based on
the academics and experience of such human resources. Plenty of research denoted that disabled
people are more committed towards the organisation goal as compare to normal people. As they
face issues in getting job which allow them to value more the designated position they hold in
organisation. Burke (2017), denoted in its study that recruiting disabled people at different
position role in organisation play positively in favour of business entity. Companies that hire
disabled people also consist up good and healthy reputation in market. People look such business
entities differently which further cherish the brand value of company. Reputation allows the
organisation to motivate customers towards buying products offer by business entity. There are

plenty of organisations across the globe who also reserve certain amount of position especially
for disabled individuals. This strategy is very healthy and effective in context to business entity
due to its impact over company's brand value and reputation in target market.
There are several advantages associated with appointing disabled individuals over
different designated position role in company. Frøyland, Andreassen and Innvær (2018),
reflected in its study that hiring disabled people over position role in organisation allow
companies and business entities to gain trust of customer in market. Investors in market also give
special attention to such business entity as sentiments of peoples and customers also attached
with such business entities. Consumer sentiments has a direct relation with the brand loyalty.
Every company if it aims to achieve business objectives than it has to develop long term
customer relationship that is only possible if the consumer loyalty sustained by entity. Zihayat
and et.al. (2019), represented the advantages of hiring disabled people over different designated
roles in company. It has highlighted that hiring disabled people allow business entity to meet
different business objectives. It helps the entities to cherish its brand value, customer loyalty,
sales and many other objectives behind the business operation of company. The major advantage
company get is in form of nourishing the trust of customer in company's products and services. If
the company do not differentiate between abled and disabled people than it also contributes in
socio economy. This is another crucial advantage which organisation gain if they hire such
professionals who are partly able.
On the other hand, there is a significant criticism is entertained over recruiting disabled
people in organisation. Dresang (2017), has given a critical illustration which demonstrate that to
train the disabled individual company require extra cost to invest in availing resources and more
luxury to such people. The total time and effort required a disable individual to conduct a certain
task is more as compare to other normal people carry same level of expertise and knowledge.
Productivity is also less of disabled people as compare to normal people due to the required extra
time and efforts which further resist to human resource team to hire such people instead of other
candidates. Less productive employees never contribute in the overall business objectives of
company. Andrewartha and Harvey (2017), has also addressed its view in its study over disabled
people at work place that they carry a certain amount of disadvantage in respect to business
entity. If a company hire any disable individual than it might gain a certain level of customer
loyalty in market but on the other hand it has to sacrifice over operational productivity. When it

comes to delivering duties they cannot compete with other normally able people who carry the
same level of mind- set, knowledge and experience. Due to this reason companies also lack in
achieving the overall objectives behind establishing business entity.
As per the views given by Hullegie and Koning (2018), over recruiting disabled people in
company there are certain level of merits which allowed to entity. If a company do not
differentiate between other people and disable people will improve the work culture at the
organisation. Companies follow the policy where they try to control any kind of discrimination at
work place. IF the business entity does not take interest hiring disabled people and professional
this will raise further discrimination at a work place. If a business entity aims to achieve its
business objectives it has to set standards to overcome discrimination. Through hiring disabled
people company get to improve its work culture that will further motivate the work force for
achieving business objectives. Dhar and Farzana (2017), has also denoted that there are plenty of
advantage which business entity get to empowered with just to hire disable people over several
position roles if such academic professional holds all capability to be on the job role. This type of
work culture also attracts to people from all across the globe to be a part of business entity. It is
also necessary for the business entity to attract professionals all across the globe in the interview
round. Hiring disabled people set example on behalf of the company to overcome discrimination
at work place. All this influence the overall culture of business entity that further contribute in
the overall success and growth of company. If the company do not discriminate between other
people and disable people than it also allows the business entity to hire only the capable
employees over various designated position role in company. All this allows the organisation to
achieve all its business objectives.
Criticism has been designed by Williams and Shepherd (2021), in its study over hiring
disabled people over different positions in company. Many companies do not like to appoint any
disable individual instead of other people. The key reason behind the criticism over appointing
disabled people are that they consume more time in performing similar operations as compare to
other normal human resource. In context to corporate sector resources which can be financial and
time are limited in number. Companies try to deliver maximum amount of outcome in limited
time and money. AS they take more time to perform same operation it takes extra cost and time
of organisation which somehow resist the business entity to achieve the objectives and goal
behind the business operations entertained by company. Mirian and et.al. (2019), in its report

indicate that there are certain disadvantage company get through hire disabled individuals over
different designated position role in company. Many studios indicate that disabled people suffer
from stress and anxiety very easily as compare to other people. Corporate sector is very hectic
and the work place cater huge amount of stress due to work pressure. If the company hire more
disabled people than it will certainly reduce the work efficiency and productivity of organisation
as they were unable to take such extra work pressure. All this will create a negative impact over
company's objectives. Companies seek such employees that can work in any challenging
condition and take all the work pressure positively even if it creates extra stress and anxiety at
mental level. Disable people also resist in taking such pressure which do not allow business
entity to face challenges of market and business environment. The ultimate downfall company
face is in form of low profitable which ended up do not allow business entity to achieve business
objectives.
Theme 2- Facilities devised for capacity building and development of disabled workforce.
Diversity management is being defined as the action of the company which aims at
providing and promoting greater inclusion of the employees coming from diverse backgrounds.
This is particularly because of the reason that when the diversity will be managed at the
workplace then this will improve the working efficiency of the employees. This is particularly
because of the reason that when the company will be complying with the latest diversity
management practices then this will provide a better working environment to the employees who
are disabled. Hence, for the disability management it is very essential for the companies to
include the effective diversity management for the disabled employees within the company.
Within an organization there are many employees who are having some or the other
disability which affect their working efficiency of the employees. Hence, to manage and
motivate such kind of employees it is essential that they involve the effective diversity
management program and practices for motivating disabled people to work in effective and
efficient manner. Hence, it is the responsibility of company that they involve the use of different
facilities for the capacity building and development of the disabled workforce within the
company. as per the views of Yasmeen and et.al., (2020) capacity building is being defined as
the process through which individual and groups developing their abilities in order to improve
the working efficiency of employees. This involves analysing the current need within the

working environment and then try to implement the changes or skill improvement within the
disabled people in workplace.
By referring to the views of Erdur (2020) capacity building is a process which assist
person in moving from deficit need that is needs which are to be developed within the person.
This in turn will assist the people in analysing the current change and try to implement it within
working of the employees. This will assist company in improving the working efficiency and
effectiveness among the employees who are disabled. In addition to this Hennekam, Tahssain‐
Gay and Syed (2017) states that there are some of the best practice approach which can be used
by the company in order to improve the working efficient of the disabled employees. The major
reason underlying this fact is that capacity building is being undertaken by the small companies
and non- government organization who have few resources.
The capacity building is necessary for the development of the disabled employees as
when the various strategies and facilities will be used to improve the working efficiency of
disabled employees then this will motivate employees to work in more effective manner. The
reason pertaining to this fact is that these facilities and techniques will assist the company in
motivating disabled workforce. This capacity building is very assistive to companies who have
disabled people within the business. This is particularly because of the reason that when the
company will employ the different strategies for improving the working condition of company.
Hence, these strategies will assist the company in improving working efficiency of the
employees who are disabled.
On the other side, Imran, Khan and Saeed (2018) articulates that the providing a
comfortable and coordinated working environment will motivate the disabled employees to work
in better and effective manner. this is particularly because of the reason that when the
environment of the company will be good then this will motivate the disabled employees and this
will improve the working efficiency of the employees. This is majorly helpful because of the
reason that when the environment will be created cordial and coordinated working environment
then this will make the disabled employees happy. This is particularly because of the reason that
when the the working environment will be happy and cordial then this will motivate the disabled
employees to work in effective and efficient manner.
In against of this Hussain and et.al., (2020) argues that the major facility which
companies must provide to the disabled employees is time to time financial and non- financial

motivators. This is particularly because of the reason that when the disabled employees will be
provided with the financial and non- financial motivators then this will motivate them to work in
more effective manner. Both the financial and non- financial motivators will stimulate the
disabled workforce of company to effectively work in better and efficient manner. These
motivators will assist the employees in increasing their interest within the company as the
business is taking care of them so it is the moral duty of the disabled employees that they provide
effective work to the company.
By referring to the views of Kharroubi (2021) along with financial and non- financial
motivators, providing of the responsibilities to the disabled workforce is also very important for
motivating the employees. This is pertaining to the reason that when the disabled employees will
be provided with more of the responsibilities than this will motivate the disabled workforce to
work more effectively. The reason pertaining to this fact is that when the disabled employees
will be provided with the more of the responsibilities then they will have the feeling that
company trusts the disabled employees. This will motivate the disabled workforce to work in
better and improved manner as they are getting more responsibilities after knowing the fact that
they are disabled employees.
Hence, after analysis of this Kharroubi (2021) stated that when the disabled employees
are provided with faculties to improve and build their capacity then they prove to be an asset for
the company. The reason pertaining to this fact is that when the option of development is being
provided to the disabled workforce then this motivates them to work in betterment of the
company. The underlying reason for this fact is that when facilities of development are being
provided then this will encourage the employees with disability to perform in more professional
manner. in addition to this, when the company will provide privileges to disabled employees then
this will improve the working ability and goodwill of the market to a great extent.
In addition to this Abidi and et.al., (2017) stated that if the companies with disabled
person will not be provided with better working condition and other facilities then this will affect
the goodwill of company. The reason pertaining to the fact is that when the environment of the
company will not be good for the company then disabled employees will not be happy within the
company. Hence, this will affect the working and profitability of the company to a great extent.

Theme 3- Level of satisfaction among the disabled workforce in discharging their duties.
With reference to the work of MaJ (2017) the disabled employees within the company
need to be satisfied. This is particularly because of the reason that when the companies will
provide effective facilities to the disabled employees then this will motivate them to work in
satisfactory manner. The reason underlying this fact is that when the company will be taking
proper and enough care relating to the disabled person then this will increase the level of
satisfaction among the disabled people working in companies. This is pertaining to the fact that
when the company will be complying with all the responsibilities towards the disabled workforce
then this will improve the working environment of the company. Furthermore, the disabled
employees will be working in more satisfied manner if the company will be providing benefits to
the company.
On the other side, Erdur (2020) criticized the fact that when company will not be
providing better and effective responsibilities and role towards the disabled workforce then there
can also be some of the legal action being undertaken against the company. The major reason for
this is that when appropriate responsibilities will not be provided to the disabled workforce then
there are possibilities that the disabled workforce is not happy. Hence, this will affect the
satisfaction level of the employees who are suffering from any disability. The major reason
pertaining to the fact is that when the companies will not provide the disabled people with
responsibility then it might reflect that the company think that disabled people are not capable of
doing any work. Hence, this will affect the working of the disabled workforce and they will not
be satisfied with the working of the company.
In against of this Imran, Khan and Saeed (2018) articulated that the satisfaction level
needs to be very high in the disabled people then only they will perform the work in effective
manner. The reason pertaining to this fact is that when the disabled people will not be satisfied
with the working condition then this will affect the stability of the company to a great extent.
This is necessary because of the reason that when the company will not be working in effective
manner then this will affect the working of the company. This will increase satisfaction level of
disabled employees and this will improve the working efficiency of the employees. The major
reason pertaining to the fact is that when the responsibilities will be provided to the disabled
employees in proper and effective manner then this will improve the working ability of the
employees. Hence, for the company to be successful it is essential that they must provide

effective responsibilities to the disabled people so that they can effectively work in order to
accomplish the aim and objective of the study. The reason pertaining to the fact is that when the
employees who are disabled will be managed and provided with their capacity then this will
motivate them to work in effective and efficient manner.
In the end from the literature review it can be analysed and interpreted that for business to
be successful diversity management is very essential. This is particularly because of the reason
that when the diverse workforce will be managed in effective manner then this will improve the
working efficiency of the disabled people within the company. Also, it was evaluated that the
management of disabled employees can be undertaken by help of different strategies like
creating good working environment, providing financial and non- financial motivators and
others. In the end it was also concluded that when the proper facilities are provided for capacity
building then this will increase the level of satisfaction among the disabled people.

CHAPTER 3: RESEARCH METHODOLOGY
The research methods are defined as the set of specific procedures which are used in
order to identify and select the different methods for completion of the project. For the research
to be successful the most essential aspect is the deciding of method of research in advance. The
reason pertaining to the fact is that when methods are decided in advance then this provide a
brief overview to the researcher that how the research need to be completed. The current chapter
will outline the various methods of research that are used within the completion of research over
analysis of performance of DGSE in integrating PWD for disability management practices.
Research design
It is defined as the overall strategy which the researcher makes use of the overall strategy
to integrate with different types of components of study. For the research to be successful it is
essential that the design is selected in appropriate manner and this will ensure that research
accomplishes the aim and objectives of the business. the research design involves the following
aspect or analysis of the research philosophy and approach.
Research philosophy- the research philosophy is being defined as the beliefs relating to the way
data is being gathered sand used within the completion of the research. There are different types
of philosophy which the researcher can use in order to manage and complete the research in
effective manner (Worthington and Bodie, 2017). For this the ontology is being defined as the
sort of things that exist in the social world and the assumption relating to the form and nature of
social reality. On the other side, epistemology is being defined as the nature of knowledge and
the various ways in which learning cCHAPTER 3: RESEARCH METHODOLOGY
The research methods are defined as the set of specific procedures which are used in
order to identify and select the different methods for completion of the project. For the research
to be successful the most essential aspect is the deciding of method of research in advance. The
reason pertaining to the fact is that when methods are decided in advance then this provide a
brief overview to the researcher that how the research need to be completed (Daniel, 2018). The
current chapter will outline the various methods of research that are used within the completion
of research over analysis of performance of DGSE in integrating PWD for disability
management practices.
Research strategy

The research strategy is defined as the overall plan which is being undertaken in order to
manage and complete the research. It is a guide or help which assist the researcher in completing
the research in successful and effective manner. For the completion of the research commonly
there are three types of strategy for the research. These methods involve the use of qualitative
research, quantitative and mixed strategy (Daniel and Harland, 2017). The qualitative research is
being defined as the study which involves the use of qualitative information that is non- numeric
and some beliefs and values relating to the research topic. On the other side, quantitative
research is the one which involves the use of numeric facts and figures and information relating
to the research topic. In against of this, mix strategy involves the combination of both qualitative
and quantitative research.
In order to complete the research over diversity management with respect to the protection of the
diversified workforce, the use of quantitative survey method has been undertaken. This is
particularly because of the reason that the use of quantitative study is more helpful for company
as this will undertake the use of numeric information which will provide for better and logical
reasoning relating to the research topic (Varghese, Ramesh and Veeraiyan, 2019). In addition to
this, data was collected with help of the questionnaire which included the different set of
questions and it was asked from the respondent and then the answers will be analysed and
evaluated to draw some conclusion.
Research Type
Research is of two different types one if qualitative and the other one is quantitative.
Qualitative type of research consumes information in theoretical format. Models, theoretical
background, theories and other such literature are explored under this part to collect the best
level of information. Qualitative research also summarise some statistical figures demonstrate
some research areas. Information is a crucial part of study and based on the need and
requirements of the study information is collected (Park, 2017). Qualitative information covers a
wide scale of theories and functions also it consumes statistical form of information. Quantitative
is also a type of research study. This involves statistical form of information that is consumed to
achieve the research aim and objectives. This tool consumes information like statistical format
like data, facts and figures. Quantitative research type further utilises tools like SPSS that favour
the research objectives in the best way possible. Quantitative type of research consumes the data,
facts and figure precisely based on the needs and requirements of the study.

This study will use both the research type such as qualitative and quantitative type of
study. As the topic require both qualitative and quantitative type of information. Qualitative and
quantitative study type allow the researcher to understand and cover all areas in this study
(Phillips and Ritala, 2019). Disable work force in the country will consume both statistical and
qualitative type of information that will consume models and theoretical policies and models.
Use of both type of information will enable to achieve the research objectives and in the best
way possible.
Research Approach
Research approach is the way to deliver the study. It is consisted up with the process and
assumptions for detailed methods related to data collection, data analysis and interpretations.
Research approaches are of different types such as deductive, inductive and abductive. In case of
deductive approach study it is directly related with the scientific investigation. ON the basis of
the hypothesis are developed existing theories are elaborated and interpreted under this practice
(Xu and et.al., 2018). Deductive approach is about to utilise the existing theories to achieve
research objectives. It depends upon testing theories already available over the topic of study.
The process followed under this study is to identify theories over the research topic, creating
hypothesis based on theories and models, observations are formed based on the theories and
hypothesis collected earlier and in the end confirmation or rejection stage is achieved.
Inductive approach involve inductive reasoning involve observation and theories which
can support researcher to achieve the objectives of study. This practice is more like emphasis
over the observation of study based on the theories and policies available over the topic. This is
about searching the patterns with support of the series of hypothesis. The identified hypothesis
does not implement in the initial stage of the research. In the inductive research approach
collected information are analysed and understand achieving research objectives (De Hertogh,
2018). The focus of the inductive approach is to generate meaning out of the data collected and
information available. This approach is not about to utilise the existing practices or theories only
to achieve the research objectives. This is more like observing the theories and make individual
judgement over the study. Due to the critical observation this approach will focus over both
positive and negative side of the study. The process is more like observation at the beginning of
the study, identifying patterns that can implement over such observations and formulating
theories that can meet research aim and objectives.

In case of abductive approach process is about to explain the incomplete observations,
surprising facts or puzzles specified at the initial stage of study. On the basis of the set patterns
used in research study is further devoted to explanations of this phenomenon by collecting
information in qualitative or quantitative form to reach the overall aim and objectives of the
study. This study will use inductive approach to achieve the overall objectives behind the
research study.
Research Philosophy
Research philosophy have 2 types interpretivism and positivism and for this research
interpositive will be applied. Positivism approach comprises the methods of natural science that
is associated with the deductive logical reasoning. This approach is never proved with set of
practical aspects. This philosophy involves collecting by the researcher is verified and value free
manner, that comprises with qualitative and quantitative data (Seehawer, 2018). Through this
approach, calculations and equations can be developed. This approach is further involved
inflexible data and cannot address some aspects like personal behaviour, act and motivation. The
information collected in this study is verified data in the numerical form which can be calculated
easily and understandable.
interpretivism approach is about how someone feels or act, that is not possible in the
quantitative terms. This philosophy is more like observing actions of an individual in a
respective situation. This philosophy comprises with the theoretical information, facts and
information (McKelvie and Standing, 2018). Interpretive clearly demonstrate that the
information is analysed and interpreted under this study so that proper conclusions could have
been established by an individual.
This study has utilised the interpretivism philosophy to achieve the overall objectives of
this study. This research requires theoretical and all other potential information to be analysed
and interpreted (Papachristos, 2018). Topic of the study require researcher to interpret the
information. This topic of study is more based on the analysis and assessment about the topic
than only researcher can achieve to a valuable conclusion over the topic of study.
Research Onion

Research onion is the layer of the study used to achieve the overall objectives of the
research. This part of the methodology comprises with different stages. Layers under this are
segregated into research philosophy, approach, strategies, research choice and research time
horizon (Kuśnierz-Krupa, 2019). All these are the different stages of the study which researcher
try to achieve with support of this study. All these staged favour the researcher to achieve overall
objectives behind the study.
Data Collection
Data collection is the process of collecting and gathering information and data to achieve
the overall objectives of the study. This involves based on the need and demand of the study
scholar collect all kinds of data and information. Data is segregated into different sources such as
primary and secondary. Primary data collection process is about putting the individual efforts to
collect information for meeting up with the research objectives (Lê and et.al., 2019). Primary
research involves different methods like feedback form, personal interview of respondents and
many other techniques. All information collected under this practice is fresh and unused which
allow the researcher to achieve the overall objectives behind the study. Primary data collection
technique provides the fresh and modified information so that researcher can achieve the best
level of quality due to the data and information.
Secondary method is another technique used to collect information and data. This
involves utilising the existing studios and researches to achieve the best level of information
under the study. This involves collecting information through literature reviews, books, journals,
researches over the same topic, internet sources, interviews and many such sources that can
provide the respective information over the topic. Information collected under this study is

already utilised by the scholars and deliver researches. This technique is time efficient way to
collect information as sources are already available which are required to access by the
researcher. This technique of data collection further save time and money of the researcher in
testing to generate the data and information under the study (Walker, Lin and McCline, 2018).
This research study has consumed both types of methods of generating or collecting the
information. Both the methods will allow the research to generate or collect best form of
information to mitigate the overall objectives of this study.
Sampling
Sampling is a technique used in primary study. This involves selecting the sources that
can provide the best quality of information. Sampling is done thorough different techniques like
simple random sampling, systematic sampling, stratified sampling and many such techniques.
This research study has consumed the simple random sampling method to collect the best level
of information under the primary research study. Simple random sampling method is about to
select the sources randomly and assess collect information by interviewing such individuals or
sources (Viehof and Winner, 2018). This technique provides a clear and unbiased information as
there is not any pre planning conducted by the researcher before collecting information under
this technique. This process will allow the research to achieve the best quality of information
based on the need and requirements of study so that overall objectives behind the study could
have been meet. 36 respondents took part in the primary research. 26 of them submitted the
entire questionnaire in the response. Questionnaire was shared over the whatsapp.
Data Analysis
Data analysis is a section that involve interpreting information and data collected by the
researcher. This involves analysing information collected through primary and secondary source
of information. All knowledge gathered by the researcher are assessed and analysed by the
researcher under this technique. Researcher usually form notes under this technique to analysis
and assess the information collected (Shrivastava, Shah and Navaid, 2018). This approach is
usually consumed tools like SPSS to assess the information. Reliability and regression tools are
consumed to evaluate the information under this process. Data analysis is an effective way to
collect the information under this practice which can favour the researcher to achieve overall
objectives behind the study.
Reliability and Validity

All sources consumed under the research study are reliable in nature. Sources under this
research are consumed based on the authenticity of such sources. Especially in case of collecting
the secondary nature information reliability play huge role as it involve utilising the existing
available information to gain the best level of outcomes against the research conducted.
Researcher has utilised reliable and valid sources so that overall information collected. Scholar
has also discussed with other researcher about the sources used to deliver research objectives.
Reliability becomes sapiential in context to the aim and objectives of the study (Kovalevska,
Barabash and Snihur, 2018). IN case of primary research sources as researcher has itself
collected the information the sources are obviously reliable as the sampling technique is random
which included collecting information by random sources. Also the information collected under
the primary sources areas also from experts and professionals contain good knowledge and
understanding of the research topic which further validate the sources of information.
Research Limitation
This research was done by the scholar itself by covering every single aspect of the study.
Time was limited under this study. Also the resources like financial resources was limited or
restricted in numbers (Venable, Pries-Heje and Baskerville, 2017). Lack of time and financial
resources could not allow the researcher to approach all potential primary sources of information
to collect the best level of information. Knowledge of the researcher itself was also limited over
the topic that also allowed the scholar to collect all information with support of information
courses (Davidavičienė, 2018). Experience in delivering research studios is also minimum with
the scholar that is also contained as a key limitation under the research study. This research has
been delivered with the lack of many resources still the scholar could achieve the objectives in
the best way possible.
Ethical Consideration
All ethical consideration principles have been meet under the study. Consent forms are
also filled from the information sources under the primary data collection practice. Researcher
did not try to influence the views and opinions of the primary sources to achieve the best level of
authentic outcomes against the study (Bisdas and et.al., 2019). All structural requirements are
also meet under this study. Different principles and fundamentals of the ethical considerations
are fulfilled by the scholars under this practice of study.

CHAPTER 4- DATA ANALYSIS
Theme 1- Male is most common gender
S.no Particular % of respondent Respondent
1 Male 0.48 12
2 Female 0.52 13
3 Prefer not to say 0 0
25
Interpretation- With the help of the primary research it was evaluated that the maximum of
people or respondent are females. Out of the total of the sample 52% of the people are females
and rest of the participant are males.
Theme 2- Marital status
S.no Particular % of respondent Respondent
1 Single 0.3846 10
2 Married 0.5769 15
3 Widow 0.0385 1
4 Widower 0 0
5 Prefer not to say 0 0
26

Interpretation- On the analysis of the primary data gathered from the respondent it was witnessed
that maximum of the people are married. With help of views of 57. 69% it was analysed that they
agree with the fact that they are married. On the other side it was seen that 38.46% responder are
single. Moreover, there is only one widow and no widower within the company.
Theme 3- City/ province of your domicile
S.no Particular % of respondent Respondent
1 Federal 34.62% 9
2 Punjab 34.62% 9
3 Khyber Pakhtun Khuwa 23.08% 6
4 Sindh 7.69% 2
5 Balochistan 0.00% 0
6 Gilgit Baltistan 0.00% 0
7 Kashmir 0.00% 0
26

Interpretation- With the help of the primary data analysis it was viewed that the maximum of the
participant comes from the federal and Punjab as the city or the domicile. This was agreed by 9
respondent respectively for federal and Punjab. On the other side some of the respondent comes
from Khyber Pakhtun Khuwa that involves 23.08 % of the respondent. Moreover this reflects
that the DGSE recruits people from different regions of the country.
Theme 4- Yes, there is obtained disability certificate from authorised government bodies.
S.no Particular % of respondent Respondent
1 Yes 88. 46 % 23
2 No 11. 54 % 3
26

Interpretation- By the evaluation of the primary data it is inferred that maximum of the
participant has obtained disability certificate from the authorised government bodies. This
involves 88. 46 % of respondent out of the total respondent. This simply means that if the person
is having the disability certificate then they are eligible for the different types of the benefits
which are provided to the disabled people. However on the other side remaining respondent does
not agree to this and they are not having the disability certificate.
Theme 5- In case of no, have you applied for disability certificate.
S.no Particular % of respondent Respondent
1 Yes 42. 86% 6
2 No 57. 14 % 8
14

Interpretation- When asked with the people who have not obtained the disability certificate it was
views that does who have not obtained for the certificate has applied for the disability certificate.
Out of total of 14, 57.14 % people have still not applied for the disability certificate. On the other
side out of the total 42.86 % of respondent have applied for the certificate and after that they can
enjoy the benefits provided to the disable employee within the company.
Theme 6- Among the following Masters is the major type of the highest qualification at the time
of appointment.
S.no Particular
% of
respondent Respondent
1 Under Matriculation 8.00% 2
2 Matriculation 16.00% 4
3 Intermediate 8.00% 2
4 Bachelors 24.00% 6
5 Masters 40.00% 10
6 MPhil/PhD 4.00% 1
25

Interpretation- When asked for the maximum or the highest qualification of the respondent they
agreed that majority of the people are having master degree as their highest qualification. Total
of 40 % people agreed with the fact that masters is the degree which is important for having
better position even after being a person with disability. On the other side 24% of the respondent
agreed to the fact that the bachelor's degree is essential for having a job being a disable person.
Theme 7- No, there is not any higher qualification or specialization after the appointment.
S.no Particular % of respondent Respondent
1 Yes 48. 00 % 12
2 No 52. 00 % 13
25
Interpretation- On the evaluation of primary data assimilated, it was analysed that after the
appointment, no higher qualification or the specialization was undertaken by the respondent.
This was agreed by 52% as they might be not having time after doing the job in DGSE. On the
other side remaining respondent that is 48 agrees that they have under taken specialization or the
higher education.
Theme 8- 6- 14 is the majority basic pay scale or the grade.
S.no Particular % of respondent Respondent
1 1- 5 16.00% 4
2 6 - 14 44.00% 11
3 15- 16 (Non - gazztted) 8.00% 2
4 16- 18 (Gazzetted) 32.00% 8
5 19 & above 0.00% 0

25
Interpretation- For the analysis of the data relating to the pay scale of the employee it was
inferred that maximum of the participant that is 44 % stated that 6 - 14 is the maximum salary or
the pay scale which is being provided to the disabled employee s working within the company.
On the other side, some of the respondent that is 32 % states that 16- 18 (gazetted) is the pay
scale which is being provided to the employees who are suffering with any of the disability.
Theme 9- 2- 10 is the most common duration of work experience with DGSE.
S.no Particular % of respondent Respondent
1 Up- to1 year 4.00% 1
2 2 – 10 40.00% 10
3 11 – 20 28.00% 7
4 21 - 30 16.00% 4
5 More than 30 years 12.00% 3
25

Interpretation- When asked with the respondent relating to the common duration of work
experience with DGSE it was analysed that maximum of the people have experience of 2- 10
years with DGSE. On the other side some of the respondent involved the working experience of
11 - 20 years. Moreover, some of the participant had the working experience of more than 30
years and this involved only 12 % of total respondent.
Theme 10- Braille is the most selected skill set on which recruitment took place in the DGSE.
S.no Particular
% of
respondent Respondent
1 IT 4.17% 1
2 Braille 37.50% 9
3 Administration 16.67% 4
4 Glass Painting 0.00% 0
5 Music 0.00% 0
6 Art Work 12.50% 3
7 Security 0.00% 0
8 Others(Please specify) 29.17% 7
24

Interpretation- On the evaluation of the primary data gathered from the respondents of the DGSE
it was analysed that Braille is the most selected set of skill which is undertaken at time of
recruitment this was agreed by 37.5 0% of the respondent. On the other hand the second most
selected skill is the administration as this is also very essential for the effective working of the
company this was agreed by 16.67% of the respondent’s full stop on the other hand artwork is
also home skill set which is essential for the disabled person to have at time of recruitment. In
against of this it is also necessary that two respondents have the skill of glass painting and music
as well.
Theme 11- Visual impairment is the most common type of special ability or disability that
people possessed.
S.n
o Particular % of respondent Respondent
1 Hearing Impairment 12.00% 3
2 Visual Impairment 40.00% 10
3 Intellectual 12.00% 3
4 Physical 36.00% 9
5 Others(Please specify) 0.00% 0
25

Interpretation- with the help of the primary data analysis it was analysed that there are many
different types of impairment or disability within a person. For the success of the company it is
essential that they hire some of the disabled people as well. By the analysis of primary data it
was viewed that 40% of people agreed that visual impairment is the most common type of
special ability which employees of DGSE possess. In addition to this 36% of the people ascends
to the path that physical disability is also very common disability among the employees at
DGSE. Moreover hearing impairment and intellectual disability is also a common type of
disability or special ability which a person is processing working at DGSE.
Theme 12- Department committee of the DGSE is the authority processed at time of
appointment.
S.no Particular
% of
respondent
Respondent
1 Departmental Committee of the DGSE 52.00% 13
2 Government approved Testing Agency 20.00% 5
3
Federal Public Service Commission/ Provincial Public
Service Commission. 28.00% 7
4 Others(Please specify) 0.00% 0
25

Interpretation- On the evaluation of the primary data collected and assimilated it was analysed
that more than half of the respondent that is 52% agrees that departmental committee of the
DGSE is the authority which is processed at time of appointment of disabled person. The major
reason underlying this factor is that departmental committee in nose what type of people needs to
be hired for the betterment of the company on the other hand federal public service commission
it is also an authority which can be processed at time of the appointment of disabled person as
agreed by 28% of respondent. In against of this 20% of the respondent states that government
approved testing agencies can also be used as the authority at time of appointment of disabled
person.
Theme 13- Disabled quota is the way through which maximum recruitment takes place.
S.no Particular
% of
respondent Respondent
1 Disabled quota 54.17% 13
2 Provincial quota 16.67% 4
3 Deceased quota 0.00% 0
4 Open merit 29.17% 7
5 Others(Please specify) 0.00% 0
24

Interpretation- With help of the analysis of gathered primary data from 24 respondents it was
analysed that there are different quotas through which recruitment of disabled people can take
place. With the views of 54.17 respondents it was seen that disabled quota is the one through
which maximum recruitment takes place. In against of this 29 point 17% of the participants
stated that open merit is the source through which maximum recruitment of disabled person takes
place in DGSE. But in contrast to this 16.6 7% of the participants states that provincial auto is
the source through which recruitment takes place.
Theme 14- On the scale of 1 to 10 the employees are passive with the recruitment process
S.no Particular % of respondent
1 Detractor 25 %
2 Passive 42 %
3 Promoter 33 %
Theme 15- Yes, before start of the work there was training being provided by the DGSE.
S.no Particular % of respondent Respondent
1 Yes 54. 17 % 13
2 No 45. 83 % 11
16

Interpretation- When asked to primary respondent relating to the part that you whether training is
being provided by DGSE or not it was viewed that 54.7 18% of the respondent agrees that
training is being provided by DGSE. On the other side the remaining respondents that is 45.8 3%
does not agree to the fact that proper training is being provided to disabled people at DGSE.
Theme 16- the training was done with the intention of need based and not a formality.
S.no Particular % of respondent Respondent
1 Need based 72.73% 8
2 A formality 27.27% 3
11
Interpretation- At the time primary respondent for that what was the intention of the DGSE for
providing training maximum of the participants stated that it was need-based. This was agreed by
72.7 3% of respondents that DGSE only provides training when there is need. On the other side
remaining respondent that is 27.27% stated that intention of training was a formality for DGSE.
It is good that DGSE provides training to the disabled people at the time when need arises and
not as a formality. This is crucial because when there is a need to treat disabled person and they
get the right training then this will improve the working capacity of the disabled person and will
result in personal and professional development of disabled persons.

Theme 17- Different number of training has been provided to the employees so far after the
appointment.
S.no Particular % of respondent Respondent
1 1- 5 43.48% 10
2 6- 10 43.48% 10
3 11- 15 13.04% 3
4 16 and above 0.00% 0
23
Interpretation- By the analysis of the primary data gathered from the respondent of the DGSE it
was analysed that maximum of the respondent stated that the training which they have received
after appointment includes 1 to 5 and 6 to 10. This was agreed by 43.4 % of the respondent and
again stop this 13.4% of respondents stated that they have received training for 11 to 15 x. This
intern reflects that DGSE trying to provide training to the disabled people and this has improved
the moral and confidence of disabled people. The reason pertaining to this fact is that when
proper training is provided to disabled people then they feel safe and secure while working in
that company. And this will improve the working efficiency and environment of the DGSE.
Theme 18- Quarterly is the frequency up to which training is being provided.
S.no Particular % of respondent Respondent
1 Monthly 13.04% 3
2 Bi-monthly 8.70% 2
3 Quarterly 43.48% 10
4 Semi-Annual 4.35% 1
5 Annual 4.35% 1
6 No time specified 26.09% 6

23
Interpretation- At the time of the evaluation of the frequency up to which training is provided to
employees of the GSC it was analysed that I'm 43.4 8% of the participant agreed that quarterly
training is provided to them. In contrast to this 26.0 9% stated that there is no time specified for
providing training and 13.04 percent of the respondent states that monthly training is being
provided to them. This reflects that DGSE is providing timely training to the employees were
disabled so that they can improve their working efficiency. This also reflects that there are many
new changes within the external environment and these needs to be provided to employees so
that they can learn and adapt to these changes and improve working capacity of the overall
company.
Theme 19- 1- 5 hours is the average duration of the training provided at DGSE.
S.no Particular % of respondent Respondent
1 1-5 Hours 52.17% 12
2 6-10 Hours 30.43% 7
3 10-15 hours 8.70% 2
4 More than 15 hours 8.70% 2
23

Interpretation- With the help of the primary data gathered it was analysed that maximum of the
respondents stated that 125 hours is the average duration of the training being provided at the
GSC. This was agreed by 52.17 % of the total respondent that they provide training for the
average duration of 125 hours to the disabled people to learn new and advanced things. On the
other hand 30.4 3% of the respondents stated that they are being provided by the training of
average duration of 6 to 10 hours. In contrast to this remaining of the respondent states that they
are being provided training for either 10 to 15 hours or for more than 15 hours. This in turn
reflects that DGSE is trying to provide effective training to the disabled people so that their
working efficiency and effectiveness can be improved.
Theme 20- Rate of the different aspect of training on basis of lowest to highest
Field Lowest
Slightly
lower
About the
same Slightly higher Highest
1
Contents of
the trainings 4.55% 1 13.64% 3 31.82% 7 45.00% 10 4.60% 1 22
2
Training
Delivery
Techniques 10.00% 2 15.00% 3 25.00% 5 35.00% 7
15.00
% 3 20
3
Did the
training meet
your needs? 15.00% 3 15.00% 3 25.00% 5 35.00% 7
10.00
% 2 20
4
Participation
Chances
awarded
during
training 5.00% 1 20.00% 4 30.00% 6 40.00% 8 5.00% 1 20
5
Duration of
the training 16.67% 3 16.67% 3 44.44% 8 17.00% 3 5.60% 1 18

6
Environment
Inclusiveness 5.56% 1 16.67% 3 27.78% 5 33.00% 6
16.70
% 3 18
Interpretation- with the help of the above data it is clear that the training was evaluated on the
different basis. All this included content of training, delivery techniques, environment
inclusiveness, duration of training and much other aspect which makes training more effective.
With the evaluation of the primary data it was seen that maximum of the respondent agrees with
the environment inclusive is the highest and this makes the training more effective. As per the
views of Walker, Lin and McCline (2018) it is because of the reason that when the training
involves the environment of the company and makes it better than this will increase interest of
the employees as well.
Theme 21- No, any foreign training has not been received at time of working in the DGSE.
S.no Particular % of respondent Respondent

1 Yes 29.17% 3
2 No 70.83% 13
16
Interpretation- on the analysis of the gathered data it was viewed that maximum of the
respondent that is 70.83 % of the people disagrees that foreign training is not being provided to
the employees. On the other side remaining respondent agrees that they are being provided with
the foreign training.
Theme 22- Satisfaction with the training arranged and provided by DGSE
S.no Particular % of respondent
1 Detractor 30 %
2 Passive 39 %
3 Promoter 30 %
Theme 23- Administration is the major aspect relating to training session which the participants
need to improve.
S.no Particular
% of
respondent Respondent
1 Administration 30.40% 7
2 IT 4.40% 1
3 Disability specific 17.40% 4
4 Training modules including methods 26.10% 6
5 Disabled friendly software 21.70% 5
6 Others(please specify) 0.00% 0

23
Interpretation- when asked for improving the training session the most which the participant
need to improve is the administration. This was agreed by 30.40 % and after that 26.10 agreed
that DGSE must work on training modules so that proper training is being provided to the
employees working at DGSE.
Theme 25- To some extent people believe that DGSE is utilising their services against the post
for this the person is being appointed.
S.no Particular % of respondent Respondent
1 To great extent 20.83% 5
2 To some extent 37.50% 9
3 Not at all 37.50% 9
4 Prefer not to say 4.17% 1
24

Interpretation- by analysing the data gathered it was inferred that maximum of the respondent
stated that to some extent they agree that DGSE is utilising their services. On the other side same
number of other respondent states that not at all company is utilising their resources and service
against the post for which person is being appointed.
Theme 26- To some extent people is satisfied with the present place of posting.
S.no Particular % of respondent Respondent
1 To a great extent 44.00% 11
2 To some extent 52.00% 13
3 Not at all 0.04 1
25
Interpretation- when asked with the employees about their satisfaction level relating to present
place of posting maximum of them that is 52 % agreed that they are satisfied to some extent.
While on the other side, 44 % of the people states that that they are satisfied to a great extent
with the present place of posting.
Theme 27- on the different aspect environment of the DGSE is being rated on basis of strongly
agree to strongly disagree.
Particular
Strongly
agree
Somewhat
agree
Neither
agree nor
disagree
Somewhat
disagree Strongly
disagree Total
I am Considered the
integral part of the
organization 36% 8
41
% 9 14% 3 0% 0 9% 2 22

My workplace has
all accessibility
equipment 26% 5
53
% 10 21% 4 0% 0 0% 0 19
I can share my
views with the my
colleagues 30% 6
45
% 9 15% 3 0% 0 10% 2 20
Higher management
of the DGSE is
committed 18% 3
53
% 9 12% 2 6% 1 12% 2 17
My colleagues are
committed to curb
any sort 17% 3
61
% 11 6% 1 6% 1 11% 2 18
I am treated equally
without any
discrimination 35% 6
41
% 7 18% 3 0% 0 6% 1 17

Interpretation- when asked to the participant to rate the environment of the DGSE they rated it on
different basis. This included the facts like i am considered the integral part of the organization,
my workplace has all accessibility equipment, i can share my views with the my colleagues,
higher management of the DGSE is committed, my colleagues are committed to curb any sort
and i am treated equally without any discrimination. All the respondent agreed to these factors on
different basis and analysed the environment of DGSE.
Theme 28- No, at time of discharging the services there has not been faced any sort of
discrimination on the basis of disability from administration.
S.no Particular % of respondent Respondent
1 Yes 10.53% 2
2 No 57.89% 11
3 Maybe 31.58% 6
19

Interpretation- maximum of the respondent agreed that no there has not been any sort of
discrimination at time of discharging the services. This was agreed by 57.89 % of respondent and
in contrast to this 31.58 % stated that maybe there has been discrimination.
Theme 29- No, the complaint has not being launched using the official channels of the DGSE.
S.no Particular % of respondent Respondent
1 Yes 29.17% 7
2 No 70.83% 17
24
Interpretation- by evaluating the primary data gathered it was analysed that no complaint is being
launched using the official channels of DGSE. On the other side remaining respondent agrees
that yes the complaint is being launched using the official channel provided by DGSE.
Theme 30- In case of yes, the maximum people stated that administration was the nature of the
complaint.
S.no Particular
% of
respondent Respondent
1 Administration 57.14% 4
2 Personal 28.57% 2
3 Promotion 14.29% 1

4 Discriminatory Behaviour 0.00% 0
5 Others (please specify) 0.00% 0
7
Interpretation- maximum of the respondent that is 57. 14 % states that the nature of the
complaint filed was relating to administration. On the other side, 28.57% of employees stated
that personal compliant is also filed using the official channels of complaint at DGSE.
Theme 31- No, participant have not faced retaliation if they complained relating to anything.
S.no Particular % of respondent Respondent
1 Yes 32.00% 8
2 No 68.00% 17
25
Interpretation- with the help of the analysis of the data it was interpreted that maximum of the
people stated that there was not any retaliation faced by the employees at time when they filed a
complaint. This is pertaining to the fact that company is taking due care of the employees who
are facing disability as they need some extra care. Hence, maximum of the participant stated that

the people do not face any retaliation at time of filing complaint. In contrast to this remaining
employees or the participant assents to face that they have to face some retaliation at time of
filing complaint relating to anything within the company.
Theme 32- By approaching to the higher authorities they have managed their retaliation.
S.no Particular
% of
respondent Respondent
1 Approach to higher authorities 61.90% 13
2 Court of law 19.05% 4
3 Approach the Civil societies/union/media 4.76% 1
4 Withdrawn the complain 14.29% 3
21
Interpretation- in case of the people who have faced the retaliation then in that case this solved it
by approaching the higher authorities. This was agreed by 61.90 % and on the other side 19.05
stated that they solved it by help of court of law. In addition to this some of the people stated that
they had taken back their complaints whole some states that they approached the civil societies
in case of any retaliation.
Theme 33- To some extent the organization supported in case of the retaliation.
S.no Particular % of respondent Respondent
1 To a great extent 26.09% 6
2 To some extent 56.52% 13
3 Not at all 17.39% 4
23

Interpretation- when asked for the support from the organization at time of retaliation maximum
of the respondent agreed that to some extent organization supported. On the other side some of
the people stated that organization supported the retaliation to great extent. In contrast to this
remaining respondent stated that company not at all supported the employees at time of
retaliation.
Theme 34- To increase the disabled allowance (financial incentive) is the major change which is
recommended to improve the environment of DGSE more inclusive and integrating.
S.no Particular
% of
respondent Respondent
1 Introduction of Departmental disabled policy 24.00% 6
2 Enhancement in disabled quota 8.00% 2
3 Provision of transport 4.00% 1
4 Disabled allowance (Financial incentive) 32.00% 8
5 Special promotional channel 24.00% 6
6 Market based trainings / courses 8.00% 2
7 Others (please specify) 0.00% 0
25

Interpretation- at time of asking suggestion maximum of the respondent that is 32% stated that
they must provide disabled allowance that is financial incentive to the disabled people. This will
motivate the disable people to work in more effective and efficient manner. on the other hand,
some of the people stated that company must introduce departmental disability policy and must
also have special promotional channel for the disabled employees within the company.
Theme 35- Yes, there are different promotional channels in the post available in the DGSE.
S.no Particular % of respondent Respondent
1 Yes 60.00% 15
2 No 40.00% 10
25
Interpretation- on the evaluation of the above data it was clear that there are different types of the
promotional channels available in DGSE. This was agreed by 60 % of the respondent while

remaining 40 % disagreed that there are not any promotional channels within the DGSE for
disabled workforce.
Theme 36- No, while working in the DGSE the participant has not being promoted.
S.no Particular % of respondent Respondent
1 Yes 25.00% 6
2 No 75.00% 18
24
Interpretation- at time of working with DGSE the maximum of the respondent that is 75 % stated
that they have not being promoted. On the other side, 25 % of the respondent stated that they
have been promoted whole working in DGSE.
Theme 37- The participants are somewhat dissatisfied with the promotional channels present
within the company.
S.no Particular % of respondent Respondent
1 Extremely satisfied 17.65% 3
2 Somewhat satisfied 23.53% 4
3 Neither satisfied nor is satisfied 17.65% 3
4 Somewhat dissatisfied 29.41% 5
5 Extremely dissatisfied 11.76% 2
17

Interpretation- when asked to the people who were satisfied with the promotional channel that up
to what level they are satisfied then maximum participant that is 29.41% stated that they are
somewhat dissatisfied with the promotional channel. Some of the respondents were extremely
satisfied whereas some were neutral that is neither satisfied not dissatisfied.
Theme 38- The major change recommended by the people in order to improve promotional
channel is introduction of special time scale for the promotion of disabled employees.
S.no Particular % of respondent Respondent
1 Number of service years be reduced 8.33% 2
2 Required qualification be relaxed 16.67% 4
3
Introduction of special timescale promotion for disabled
employee 75.00% 18
4 Others (please specify) 0.00% 0
24
Interpretation- at time of recommending some changes to DGSE relating to promotion channel
maximum participant that is 75 % stated that they must introduce special timescale promotion for
disabled employees as this will motivate them to work in more effective and efficient manner. on

the other side some stated that number of service year must be reduced and some stated the
necessary qualification must be relaxed.
Theme 39- Yes, there is proper knowledge of laws and legislation relating to people who are
having issues relating to disability.
S.no Particular % of respondent Respondent
1 Yes 83.33% 20
2 No 16.67% 4
24
Interpretation- by the analysis of the above data it is clear that most of the people are having
proper knowledge relating to the laws and legislation relating to disability. This is particularly
because of the reason that if the company will not have proper knowledge the this will affect the
working efficiency of the company.
Theme 40- To a great extent the DGSE complies with the legislation at time of dealing with the
disabled people.
S.no Particular % of respondent Respondent
1 Fully comply 26.09% 6
2 To a great extent 30.43% 7
3 To some extent 26.09% 6
4 Not at all 17.39% 4
Total 23

Interpretation- majority of the respondent stated that DGSE comply with all the legislation
relating to disabled employees to a large extent. This was agreed by 30.43% of the total
participant that there is proper compliance with the legislations. On the other side, 26.09 % of the
respondent states that the compliance of the company with laws is to some extent and some
participant states that DGSE fully comply with all the rules and regulations.
Theme 41- Satisfied with the working in DGSE.
S.no Particular % of respondent
1 Detractor 39 %
2 Passive 43 %
3 Promoter 17 %
SPSS
Regression
H0- there is no relationship between promotion channel and person being promoted.
H1- there is significant relationship between promotion channel and person being promoted.
Model Summary
Model R R Square
Adjusted
R
Square
Std. Error
of the
Estimate
1 .293a 0.086 0.044 0.43245
a Predictors: (Constant),
Q35. Is there any
promotion channel in your
post/ cadre available in
DGSE?
ANOVA
Model Sum of df Mean F Sig.

Squares Square
1 Regression 0.386 1 0.386 2.062 .165
Residual 4.114 22 0.187
Total 4.5 23
a Dependent Variable:
Q36. Have you ever
been promoted while
working in DGSE?
b Predictors: (Constant),
Q35. Is there any
promotion channel in
your post/ cadre
available in DGSE?
Coefficients
Model
Unstandardized
Coefficients
Standardized
Coefficients t Sig.
B
Std.
Error Beta
1 (Constant) 1.386 0.269 5.159 0
Q35. Is there any
promotion channel
in your post/ cadre
available in
DGSE? 0.257 0.179 0.293 1.436 0.165
a Dependent Variable:
Q36. Have you ever been
promoted while working
in DGSE?
With the above calculation it is very much clear as the significance value is greater than
0.05 which is 0.165 and this reflects the null hypothesis is accepted and other one rejected. This
is pertaining to the fact that there is not any relation between the promotion channel present in
the company and the person being promoted within the company.
Regression
H0- there is no relation between employee considered as integral part and DGSE is committed to
support disabled people is in any capacity.
H1- there is significant relation between employee considered as integral part and DGSE is
committed to support disabled people is in any capacity.

Regression
Statistics
Multiple R 0.8005745
R Square 0.6409195
Adjusted R
Square 0.521226
Standard Error 2.7065186
Observations 5
ANOVA
df SS MS F
Significance
F
Regression 1 39.22427184 39.224272 5.35467 0.104
Residual 3 21.97572816 7.3252427
Total 4 61.2
Coefficients
Standard
Error t Stat P-value Lower 95%
Upper
95%
Lower
95.0%
Upper
95.0%
Intercept 1.0825243 1.876268541 0.5769559 0.60442
-
4.88859961 7.0536482
-
4.8885996 7.05364816
X
Variable
1 0.9757282 0.421659997 2.3140164 0.10365
-
0.36618215 2.3176385
-
0.3661821 2.31763846
With the above analysis of the regression it was evaluated that there is not any significant
relation between the two variables that is employee considered an integral part and whether
DGSE is committed to support disabled people within the company. This is particularly because
of the reason that the standard that is p value is 0.05 and in the present regression test the
significance value is 0.104 which is greater resulting in null hypothesis is being selected.
CORRELATIONS
Correlations
Q17. How many trainings you
have received so far after your
appointment?
Q18. What's
the frequency
of training?

Q17. How many trainings you
have received so far after your
appointment?
Pearson
Correlation 1 0.223
Sig. (2-
tailed) 0.306
N 23 23
Q18. What's the frequency of
training?
Pearson
Correlation 0.223 1
Sig. (2-
tailed) 0.306
N 23 23
By analysing the above table it is very much clear that the there is very low correlation
between the two factors. The two factors are the number of training received and the frequency
of the training provided to the employees. With the help of the correlation it is very much clear
that correlation between both these factors is very low that 0.306 or 30.6 %. This is low and it
means that the frequency of training is not related with the fact that how much training is being
provided to the employees who are disabled in DGSE.

CHAPTER 5- CONCLUSION AND RECOMMENDATION
Conclusion
The above report summarised that for any company to be successful the most important
aspect is the effective disability management. The disability management is being defined as the
taking care of the people who are not well and have some issue relating to their health or any
other issue relating to their body. The above report concluded the fact that framing the aim and
objective s the most essential aspect. This is pertaining to the fact that it provides a guidance or
path for the researcher to complete the research in successful manner. Further the literature
review section concluded the fact that the disability management is very much essential for the
success of the organization. It was analysed that the disability management is very essential for
the company that they must have a set structure of the disability management so that disabled
employees so that they can be managed in better and effective manner.
Moreover, the research methodology section outlined that quantitative method of
research is very helpful and assistive in managing the research. This is particularly because of the
reason that this provides more logical and better output of the research and aim of the research
has been attained in effective manner. Along with this, with the help of data analysis it was
evaluated that disability management is very important. This is particularly because of the reason
that when disabled employees will be hired then this will increase the goodwill of the company.
In addition to this data analysis section also analysed that there is less relationship between
promotional channels and the person who is being promoted because the significance value is
0.165. There is not a significant relationship because this value is greater than the standard p
value that is 0.05. Moreover on evaluation of another hypothesis it was evaluated that the
correlation between the training received and the frequency of training was also very low that is
0.223. This reflects the fact that there is no correlation between both the variables that is the
frequency of training given and the times the person has received training after the appointment.
It can be stated that frequency of training is not dependent over the fact that how many time
person has received the training.
Also with the help of DA it was analysed that maximum of the people that is 54.17 % agrees that
disabled quota is the method through which maximum of the recruitment takes place. In addition
to this it was also found that before starting of any work proper training is being provided by

DGSE and this was agreed by 54.17 % of respondent. Furthermore, on evaluation of the data it
was clear that 37.50 % believe that to some extent DGSE is utilising their services against the
post for the person being appointed. On the other hand, other 37.50 % stated that not at all the
company is utilising the resources. Moreover, 52 % agreed that to some extent the people are
satisfied with the place of posting and not require any of the change. In addition to this further
analysis highlighted the facts that 56.52 % stated that to some extent the company support the
employees in case of any retaliation. Moreover, it was analysed that 32 % agrees that increase in
disabled allowance that is financial incentive is the major change recommended in improvement
of DGSE environment. In the end it was analysed that 83.33 % agrees to the fact that there is
proper knowledge relating to the legislation and relating aspect.
Recommendation
With the help of the above whole discussion it was clear that it is very much important
for the company that they must take care of the disabled people being employed within their
company,. This is pertaining to the fact that when the company will take care of the disable
people then this will make them happy and they will be satisfied with working of company. This
in turn will increase the goodwill of the company as the other employees will also like the fact
that company is taking extra care of the disabled and specially challenged people. Even though
the company is taking immense care of the disabled people then also they need to improve many
of the different aspect for taking care of disabled workforce. Hence, for this some of the
recommendation is as follows-
 The company must continuously make sure that all the people within the company try to
identify and change the process which involves unconscious biasness towards the people
who are disabled. The reason pertaining to this fact is that there are moments wherein people
become bias towards the disabled employees even unintentionally. Hence, it is the moral
duty of every employee within the company that they must not be biased in both intentional
and unintentional manner.
 In addition to this another recommendation to companies for the effective disability
management is to assist all the employees who are disabled in their difficult time and
contribute in finding solution for them. This is the most essential aspect as when the
company will not take care of the disabled workforce and will not help them in situations
where they are stuck then this will have a great impact over working and goodwill of the

company. The reason pertaining to the fact is that when the company will not take care of
disabled workforce then this will not attract more of the employees within the company.
 Moreover, it is advisable to companies in Pakistan to modify the working arrangement in
accordance to the requirement of the disabled people. This is pertaining to the fact that when
the working environment will be modified as per the need of the disabled employees then
this will increase the interest of employees in working within the company. Hence, this will
increase and attract the number of disabled employees working within the company.
 Along with this it is advisable to the companies and management that they must comply
with all the necessary regulatory requirement and legislations relating to disability. The
reason underneath this fact is that when the compliance with all the rules and regulations
relating to disability management will be there then employees will feel safe while working
within the company. This is pertaining to the fact that the disabled employees know that
company is adhering to all the laws and legislation and hence, there will not be any
discrimination with them. This in turn will increase the confidence of the disabled
employees and they will be in position to effectively completing their work in effective and
efficient manner without any problem.
Reflection
The whole research over the disability management and the compliance with the rules
and legislation relating to disability was a very good learning experience. The major reason for
this is that with help of the research i was able to learn many different types of the skills and all
this will assist me in doing future research in effective manner. firstly with this help of the
research i was able to learn the skill of coordination. This is pertaining to the fact that if there is
not proper coordination then the research would have not been completed in effective manner.
This is due to the reason that all the steps of the research are interrelated with one another.
Hence, with help of the present research i was able to learn the skill of coordination in effective
manner. Along with this, i also learnt the skill of team working. This research cannot be
completed in isolation and due to this the team working skills of me enhanced. This was majorly
because of the reason that when the work was done in order to complete the research i worked
with many different people and this increased my ability to work in team.
In addition to this, my communication skill improved to a great extent. This was majorly
because of the reason that when the research was being undertaken then at that time

communication was to be done with many people like the tutor, respondent and many other
people. Hence, this research resulted in the improvement within the communication skill and this
in turn resulted in overall development of the personality. Moreover, with help of this research,
the researching skill that is the searching skill also has been improved to a great extent. The
major reason underlying this fact is that the research cannot be completed without doing any sort
of research. Hence, for the research to successful the most essential aspect is the effective
researching skill and technique and if this is not present then this will result in the improvement
in the researching skill which in turn will add in to my skill development.

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