Rhetoric and Reality of Disabilities Management in Organisations: A Strategy to Manage Employee Turnover

Abstract

In this era of competition, management is interested in attracting and retaining competent employees in their organisations. In addition, management and other stakeholders are worried on how to manage workforce with disability effectively in their organisation. Employee disability is one element of workforce diversity which needs to be nurtured and managed effectively in organisation. Organisations which have effectively promoted diversity in organisation are in a position to attract and retain best talents in their organisation to cope with any changes in the business environment. A lot of research has been done on managing of workforce diversity in organisation but there is limited research on managing disability workforce in organisation. To fill this gap the paper purports to investigate the challenges, strategies and importance of managing employees with disability effectively in organisation. The methodology adopted in this study is to review critically the published articles.The study contributes to the body of knowledge by inspiring managers to n understand and appreciate the role played by workforce with disability in organizations.

The Role of Career Development Management on Health Sector Service Delivery in Devolved Units in the Western Kenya Region

“…Ramgutty-Wong (2014) concludes that performance management systems 'seem to fall foul of their loft ideas.' Lack of employee development in any organization results in a career plateau, resulting in increased employee intention to quit (Ongori & Agolla, 2009) and a decline in productivity (Kwenin, 2013). Kenya's public service has been grappling with corruption, poor service delivery, ineptitude, lack of transparency, and ethnicity that is manifested in recruitment and provision of training opportunities and accountability (Lankeu & Maket, 2012).…”

“…Conversely, a lack of employee development in any organization results in a career plateau, resulting in increased employee intention to quit (Ongori & Agolla, 2009) and a decline in productivity (Kwenin, 2013). Ongori et al (2009) opine that many employees are caught in jobs that do not offer opportunities in terms of upward movement in organizations.…”

“…Conversely, a lack of employee development in any organization results in a career plateau, resulting in increased employee intention to quit (Ongori & Agolla, 2009) and a decline in productivity (Kwenin, 2013). Ongori et al (2009) opine that many employees are caught in jobs that do not offer opportunities in terms of upward movement in organizations. They contend that it is the responsibility of HR professionals to manage career plateau in order to increase employee retention in their organizations and enhance performance.…”

Perceived Stress on Academic Performance Among University Pre-Diploma Students

“…Depending on the level of stress they are facing, the issue can have positive or negative effects on students, as well as on society if they do not handle it well (Stevenson, 2006). Course load, financial concerns, connections with classmates, overcrowding in lecture halls, semester system, anxiety, and work obligations are some of the likely factors that can impede academic achievement at this level of study (Ongori, 2012). Moreover, a researcher discovered that additional factors affecting academic performance and the cause of a student's GPA decline, such as nutritional difficulties, physical activity, and social contacts, could be health-related (Grigsby et al, 1998).…”

Employment Interventions for Return to Work in Working Aged Adults Following Traumatic Brain Injury (TBI): A Systematic Review

“…Employee Disability Management Programs , typically provided directly by employers or through their insurance programs, are a combination of many services (e.g., work injury prevention programs, early intervention, transitional work programs, and case management) to better address the physical and psychological needs of the worker (Ongori, 2012; Shrey, 1996). Job accommodations, support services, and determining the use of adaptive devices are all potential components of disability management (Ongori, 2012; Shrey, 1996). For example, gradual RTW would fall into this category.…”