Disability Management Strategies for Organizations
Added on 2022-12-27
67 Pages18609 Words54 Views
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
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.
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
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
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
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.
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
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
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