This article suggests that the culture of the organization and the people within the organization can be strong influences in the willingness of individuals to request disability accommodations. What steps can organizations take to ensure that their environment is accommodating to ADA-related accommodation requests? Additionally, what could employers to do help a requesting individual deal with the personal costs of making such requests?
I found the variable "anticipated image cost" to be especially interesting. What are some ways we could measure sones anticipated image cost? Can You think of any personality variables that might increase or decrease someone's likelyhood of anticipating image cost?
The authors suggest that managers proactively attempt to accommodate the production/performance needs of employees specifically those with disabilities. What impact might the ambiguousness of the "undue hardship" limit on employers responsibility under the law have on organzations willingness to engage in proactive solutions?
Before reading this article, I was not aware of the small percentage of individuals with disabilities who could potentially work, and who actually are employed. Certainly the need is clear for individuals to act to request accommodations. Though there are two very active and visible (!) blind employees at Creighton, in my experience, much more could be done to raise awareness of the potential contributions of persons with disabilities. A difficult issue is the attitude toward people who are seen as somehow responsible for their disability (e.g. driving a motorcycle without a helmet.) Where could I/O psychologists make the most impact in influencing organizational climate and culture in this area?
The culture and climate of an organization is critical in establishing a supportive environment that understands and provides disability accommodations. How can organizations help to decrease the "anticipated image cost" of requesters? Social and I/O research has mentioned that top management needs to be supportive in order anything else to be supported by lower levels. This would help for immediate and peers to be supportive of ADA accommodations. How does top management show change a culture that stigmatizes ADA accommodations?
[Questions aimed at Roni]. Do these same laws protect people with mental disabilities? What sorts of accomodations have been provided for these people?
Also, is a potential negative impact to productivity part of the accomodation domain? Or are the companies expected to follow the ADA at the expense to productivity? [This is not to say I think people with disabilities will decrease productivity, rather, what happens in those cases.]
I think a big issue preventing people from not asking for reasonable accommodations is simply the lack of knowledge that one exists. Do you think it is practical to assess or come up with ideas for potential accommodations during job analysis/should this be a standard?
This article suggests that the culture of the organization and the people within the organization can be strong influences in the willingness of individuals to request disability accommodations. What steps can organizations take to ensure that their environment is accommodating to ADA-related accommodation requests? Additionally, what could employers to do help a requesting individual deal with the personal costs of making such requests?
ReplyDeleteI found the variable "anticipated image cost" to be especially interesting. What are some ways we could measure sones anticipated image cost? Can
ReplyDeleteYou think of any personality variables that might increase or decrease someone's likelyhood of anticipating image cost?
The authors suggest that managers proactively attempt to accommodate the production/performance needs of employees specifically those with disabilities. What impact might the ambiguousness of the "undue hardship" limit on employers responsibility under the law have on organzations willingness to engage in proactive solutions?
ReplyDeleteBefore reading this article, I was not aware of the small percentage of individuals with disabilities who could potentially work, and who actually are employed. Certainly the need is clear for individuals to act to request accommodations. Though there are two very active and visible (!) blind employees at Creighton, in my experience, much more could be done to raise awareness of the potential contributions of persons with disabilities. A difficult issue is the attitude toward people who are seen as somehow responsible for their disability (e.g. driving a motorcycle without a helmet.) Where could I/O psychologists make the most impact in influencing organizational climate and culture in this area?
ReplyDeleteThe culture and climate of an organization is critical in establishing a supportive environment that understands and provides disability accommodations. How can organizations help to decrease the "anticipated image cost" of requesters? Social and I/O research has mentioned that top management needs to be supportive in order anything else to be supported by lower levels. This would help for immediate and peers to be supportive of ADA accommodations. How does top management show change a culture that stigmatizes ADA accommodations?
ReplyDelete[Questions aimed at Roni]. Do these same laws protect people with mental disabilities? What sorts of accomodations have been provided for these people?
ReplyDeleteAlso, is a potential negative impact to productivity part of the accomodation domain? Or are the companies expected to follow the ADA at the expense to productivity? [This is not to say I think people with disabilities will decrease productivity, rather, what happens in those cases.]
I think a big issue preventing people from not asking for reasonable accommodations is simply the lack of knowledge that one exists. Do you think it is practical to assess or come up with ideas for potential accommodations during job analysis/should this be a standard?
ReplyDelete