Organization behavior

  • Category:
    Management
  • Document type:
    Essay
  • Level:
    Undergraduate
  • Page:
    2
  • Words:
    1299

ORGАNIZАTIОN BЕHАVIОR2

Orgаnizаtiоn bеhаviоr Woolworths

Introduction

Organisations behave differently when it comes to issues of employment. Many businesses do not encourage employment of people with disabilities because of the perception that they are not as productive as people with disabilities are. In Australia, the majority of the people have disabilities. Ultimately, there was the establishment of the Disability Discrimination Act 1992, which was aimed at fighting against discrimination of people with disabilities at the workplaces. Despite the implementation of the act in the organisations, the rate of employment of people with disabilities is still low. This paper seeks to explore the why the practice of employing individuals with disabilities is an important issue. The paper does this by considering the perspective of employees, Woolworths, and the larger community. The essay also looks at the effects associated with employment of individuals with disabilities on either employee job attitudes or motivation.

Case summary

Woolworth is the Australian largest supermarket and grocery store chain. In 2014, Woolworth employed over 111,000 workers in the support offices, supermarkets, and distribution centres. Woolworth serves very many customers and has a significant market share. Woolworth aims at being an employer of choice centres and competes in the employment sector through recognition and provision of rewards to workers. The problem began because of employment of people with disabilities, which is a hard task to the businesses. Ultimately, in Australia, over 4 million people have disabilities. Around 31% of participation in the labour force in Australia comprises of people with disability and are equally employed as people without disabilities. The employment of people with disability continues decreasing despite the establishment of the ‘Disability Discrimination Act 1992, which prohibits an employer from discriminating people with disabilities. Woolworth aims at diversifying its workplace through a formal policy that recognizes multicultural diversity, women engagement in the senior positions, and provision of employment and career development to people with disabilities. Woolworth took part in a project known as “What it Does take” may 2011-June 2012, which focused on the Woolworth’s stores in Melbourne’s south-east location and aimed at analyzing the job roles to eliminate barriers associated with employment of people with disabilities. The initiative improved the relationship between Woolworth’s management and other parties concerned about employment of people with disabilities. Consequently, the employment of people with disabilities increased by 375% in the 2011-12 financial year. Woolworth produced an article known as “How to Guide,” which contained information regarding about employment of people with disabilities to be used by store managers who need to consider their views.

Questions

Why is employing individuals with disabilities an important issue? Consider the perspective of employees, Woolworths, and the larger community.

Employment of individuals with disabilities is an important issue in the society. Harpur (2012, 7) argue that the employees with disability recognise it as motivation and empowerment to achieve one’s life and career goals. In addition, it improves one’s self-concept because being allowed to work freely helps individuals with disabilities to develop self-verification, self-enhancement, self-efficacy, and self-esteem. With motivation, employees work towards practicing theories such as self-determination theory, Maslow’s hierarchy theory, goal setting theory, expectancy theory, and McClelland’s acquired needs theory among other theories.

Woolworth identifies people with disabilities as people with equal chances of being productive as the people without disabilities are (Konrad, Moore, Doherty, Ng, and Breward, 2012, 112). According to Woolworth’s argument, employment of people with a disability does not only benefit the individuals but leads to development in the entire society because people with disabilities have talents, skills, qualifications, and experiences that need to be utilized for personal and national development. According to the argument put forth by Jans, Kaye, and Jones, (2012 157), employment of people with disabilities enhances the conduct of fairness and achievements, as well as honesty as major workplace values. It is important for organisations to enhance job satisfaction to all workers despite their differences. Recognition and promotion of individuals with disabilities at the workplace motivates them to improve personal performance, and this is a better opportunity of enhancing their competency and personalities. Woolworth identifies that organizational commitment through job involvement helps workers to work in job satisfaction and self-development, besides the achievement of the organizational goals. Vornholt, Uitdewilligen, and Nijhuis, (2013, 468) identify that individuals with disabilities offer a specific benefit to the organisations because they are more committed towards offering the best they can with their capabilities. According to Woolworth’s argument, celebration and embracement of diversity at the workplace does not only improve customer trust, but it also allows the organization to gain a competitive advantage.

The community identifies the importance of employing individuals with disabilities because the particular practice leads to the community growth and development. Lysaght, Ouellette-Kuntz, and Lin, (2012, 413) articulate that once individuals with disabilities are given a chance to work equally with people without disabilities, this helps them to develop a proactive personality. The employer brand that employs individuals with disabilities presents a better image to the community, thus showing its concern to the community development.

What is the likely impact of employing individuals with disabilities on either employee job attitudes or motivation?

Employment of individuals with disabilities improves the employee’s job motivation and attitudes. The employees feel to have acquired a great support to one’s personal life because they are allowed to practice their personal beliefs and utilize their talents and skills. According to Connell, King, and Crowe, (2011, 59), the attitudes of the employee towards the society improves and becomes positive because the individual with disability realizes that he/she is equal to those employees without disabilities once they are given equal chances at the workplaces and delegated duties equally. Consequently, the employee also becomes motivated towards the achievement of his /her career goals; whereby one can apply theories, such as goal-setting theory, expectancy theory, and Maslow’ hierarchy theory among others. Moreover, one’s values, perceptions, ethics, and emotions towards work and the society are changed (Lysaght, Cobigo, and Hamilton, 2012, 1342).

Conclusion

Employment of people with disabilities should be upheld in the organizations. It is evident that motivating individuals with disabilities does not only benefit them individually but also offers specific benefits to the organization and the entire community. Individuals with disabilities have equal abilities to contribute towards productivity of a firm as those employees without disabilities are. Employment of individuals with disabilities shows recognition of their competency, potential productivity, beliefs, and appreciation of diversity. It is widely known that because of employment of individuals with disabilities, Woolworth managed to gain great market share and to be highly recognized internationally, as well being able to connect well with bodies dealing with disability issues. Employment of individuals with disabilities is very important.

References

Connell, M., King, R. and Crowe, T., 2011. Can employment positively affect the recovery of people with psychiatric disabilities?. Psychiatric rehabilitation journal, 35(1), p.59.

Harpur, P., 2012. Embracing the new disability rights paradigm: the importance of the Convention on the Rights of Persons with Disabilities. Disability & Society, 27(1), pp.1-14.

Jans, L.H., Kaye, H.S. and Jones, E.C., 2012. Getting hired: successfully employed people with disabilities offer advice on disclosure, interviewing, and job search. Journal of occupational rehabilitation, 22(2), pp.155-165.

Konrad, A.M., Moore, M.E., Doherty, A.J., Ng, E.S. and Breward, K., 2012. Vocational status and perceived well-being of workers with disabilities. Equality, Diversity and Inclusion: An International Journal, 31(2), pp.100-123.

Lysaght, R., Cobigo, V. and Hamilton, K., 2012. Inclusion as a focus of employment-related research in intellectual disability from 2000 to 2010: A scoping review. Disability and rehabilitation, 34(16), pp.1339-1350.

Lysaght, R., Ouellette-Kuntz, H. and Lin, C.J., 2012. Untapped potential: Perspectives on the employment of people with intellectual disability. Work, 41(4), pp.409-422.

Vornholt, K., Uitdewilligen, S. and Nijhuis, F.J., 2013. Factors affecting the acceptance of people with disabilities at work: a literature review. Journal of occupational rehabilitation, 23(4), pp.463-475.