Ethical Management in the Hotel Sector: Creating an Authentic Work Experience for Workers with Intellectual Disabilities

Meacham, Hannah; Cavanagh, Jillian; Bartram, Timothy; Laing, Jennifer

doi:10.1007/s10551-017-3499-1

Cited by 32 publications

(48 citation statements)

References 53 publications

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“…Managers and supervisors clearly valued WWD as an important vehicle to achieve the strategic goals of the business, but also valued them as human beings and friends. The employment relationship is much more than just a master and servant relationship bound by the pressures of capitalism, but also a place where at tWo social enterprises human beings can find purpose, meaning and dignity (Meacham et al, 2018). Our study has shown that managers and supervisors can act as moral agents and even contradict the imperatives of capitalism and the desire to extract extraordinary contributions from workers.…”

Section: Theoretical Contributionsmentioning

confidence: 75%

“…Irrespective of the challenges of managing WWDs, there is evidence of their success in the workplace in which they report feelings of inclusion, well-being and high levels of achievement and performance (Meacham et al, 2017;Meacham et al, 2018;Yang and Konrad, 2011;De Gama, McKenna and Peticca-Harris, 2012). Meacham et al (2017) studied workers with intellectual disabilities at two large Australian organizations and found that socialization and inclusive HRM practices and supportive managers (e.g.…”

Section: The Ethical Management Of Human Resourcesmentioning

confidence: 99%

“…vocational support programs that emphasized inclusion) enabled WWD to achieve successful career paths. In another study of three Australian hotels, Cavanagh, Bartram and Shaw (2018) reported that ethically-orientated work practices that emphasized employee participation, high levels of supervisory and colleague support, and authentic work experiences enabled feelings of inclusion among WWD. Findings demonstrated that managing workers with intellectual disability in an 'ethical' way promoted greater social inclusion and self-reported well-being.…”

Section: The Ethical Management Of Human Resourcesmentioning

confidence: 99%

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Going the Extra Mile: Managers and Supervisors as Moral Agents for Workers with Disability at Two Social Enterprises

Bartram¹,

Cavanagh

Sim

et al. 2019

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This study examines the ethical management of workers with disability (WWD) employed at two social enterprises in Australia. Viewed largely through the spectrum of institutionally-based conflict in the employment relationship, this research draws on a framework of situated moral agency (Wilcox, 2012) to establish the ways in which WWD are afforded opportunities to engage in work and how managers and supervisors practise situated moral agency at the workplace. A qualitative case study approach is used with 62 participants through semi-structured interviews and focus groups. Key findings demonstrate supervisors constantly have to reshape and reinterpret human resource management (HRM) policies and practices to exercise and extend moral agency. This phenomenon suggests contradictions between moral agency and ethical management practice within current HRM regimes. The key message of the paper is that HRM does not always support the ethical management of WWD. Consequently, we question the ethical nature of contemporary HRM policy and practice for WWD, and argue for further research to unpack ethical ways to more effectively support WWD in the workplace. For WWD to be included at work, achieve life skills and their goals, managers and supervisors need to engage with their moral agency. Finally, we draw implications for management and employment relations theory and practice.

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Section: Theoretical Contributionsmentioning

confidence: 75%

Section: The Ethical Management Of Human Resourcesmentioning

confidence: 99%

Section: The Ethical Management Of Human Resourcesmentioning

confidence: 99%

See 1 more Smart Citation

Going the Extra Mile: Managers and Supervisors as Moral Agents for Workers with Disability at Two Social Enterprises

Bartram¹,

Cavanagh

Sim

et al. 2019

Self Cite

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“…One of these studies in the JBE interpreted the voice of the leader of an East African indigenous group, describing how his people emancipated themselves from a non-stakeholder position threatened by extinction and became primary stakeholders by cooperating with a Spanish multinational corporation on a successful project (Olabisi et al, 2019 ). Another article focused on the viewpoints of hotel workers with intellectual disabilities regarding their employment experiences of freedom and anxiety, operating in a supportive working environment (Meacham et al, 2019 ). Another group of authors examined how garbage workers respond to ascriptions of servility through discourses of everyday heroism (Hamilton et al, 2019 ).…”

Section: Literature Review: Identifying a Diminutive Focus On Mgpmentioning

confidence: 99%

Enabling the Voices of Marginalized Groups of People in Theoretical Business Ethics Research

Alm

Guttormsen

2021

J Bus Ethics

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The paper addresses an understudied but highly relevant group of people within corporate organizations and society in general—the marginalized—as well as their narration, and criticism, of personal lived experiences of marginalization in business. They are conventionally perceived to lack traditional forms of power such as public influence, formal authority, education, money, and political positions; however, they still possess the resources to impact their situations, their circumstances, and the structures that determine their situations. Business ethics researchers seldom consider marginalized people’s voices and experiences as resources to understand their lives, as demonstrated through a review of 7500 articles published in the Journal of Business Ethics and Business Ethics Quarterly (2000–2019). Only 78 studies included aspects of marginalized groups. 69 of those studies discussed the topic of marginalized groups of people, but without integrating their explicit voices into the text. Only 9 of the 78 articles featured marginalized people’s explicit voices about their marginalization experiences incorporated into the text as a source for exploration. None of the identified studies discussed the potential for theorizing based on such voices. This paper contributes to business ethics theory by developing four theoretical possibilities vis-à-vis the critical voices of marginalized people’s experiences in business: (a) marginalized theory on critical agency and freedom of speech; (b) the gatekeeping role of academia; (c) primary sources; and (d) a participative perspective. Discussing the theoretical potential of quoting the above voices can enrich business ethics research in terms of the theoretical understanding of marginalized groups in business.

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“…Interestingly [11]'s study shows that the experiences of visitors with and without disabilities are affected by the presence or absence of certain elements and practices in the museum service environment that facilitate total inclusion. However, this task becomes complicated when the museum focuses on visitors with disabilities [12], since their degree of disability may mean that they are dependent on other people [13] (who may influence their perceptions, feelings, and experiences [14].…”

Section: Introductionmentioning

confidence: 99%

Towards an Inclusive Museum Management Strategy. An Exploratory Study of Consumption Experience in Visitors with Disabilities. The Case of the CosmoCaixa Science Museum

Chiscano

Jiménez‐Zarco

2021

Sustainability

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In the field of cultural tourism, museums have been pioneers in focusing on visitors with disabilities. They have used inclusive orientation to offer the kind of memorable and satisfying experiences that are so beneficial to a group at constant risk of social exclusion. Their task is made more difficult, however, by visitors’ perception of barriers to inclusion, and identification therefore becomes a priority at the strategic level. Based on this idea, the present study analyzes experiences from two tours of the CosmoCaixa Barcelona museum by 32 people with disabilities (PwD). The use of ethnographic techniques and post-experience interviews shows how, despite the legal framework in relation to people with disabilities, hospitality managers find it difficult to put this framework into practice and cater to the needs of this segment of the population. Two factors become particularly clear: the difficulties experienced by museum staff in identifying people with disability, and museum managers’ lack of training and knowledge of the wants and needs of people with disabilities. Academic and strategic recommendations for museum managers are provided at the end of the article.

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Ethical Management in the Hotel Sector: Creating an Authentic Work Experience for Workers with Intellectual Disabilities

Cited by 32 publications

References 53 publications

Going the Extra Mile: Managers and Supervisors as Moral Agents for Workers with Disability at Two Social Enterprises

Going the Extra Mile: Managers and Supervisors as Moral Agents for Workers with Disability at Two Social Enterprises

Enabling the Voices of Marginalized Groups of People in Theoretical Business Ethics Research

Towards an Inclusive Museum Management Strategy. An Exploratory Study of Consumption Experience in Visitors with Disabilities. The Case of the CosmoCaixa Science Museum

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