Organization behaviour

  • Category:
    Management
  • Document type:
    Case Study
  • Level:
    Undergraduate
  • Page:
    2
  • Words:
    1122

Organization Behavior

Woolworths has a diverse workforce that represents the multicultural aspect of the Australian people. The inclusion of people with disabilities has various implications on the employees, Woolworths as a competitor in the food and beverage industry as well as the Government. There are different significant benefits particularly to the organization when the public perceives it to be disability confident in relation to employment opportunities. The government is another stakeholder that stands to benefit when employment opportunities do not bias against individuals living with disabilities (DEVLIN & POTHIER 2006).

Employees are more motivated in the workplace when they know that they will not be discriminated against because of disability. Statistics indicate that currently one out of every five individual in Australia is living with disability. This has the implication that close to 20% of the employees in a company has some form of disability. For the employees to feel that they will not be discriminated against based on disability has an effect on their loyalty to the company. Also, the employees will be more relaxed in carrying out their duties because employment of people with disabilities communicates to the employees that the organization is not entirely after perfection. They will, consequently, be more open to express their ideas and carry out their roles freely which will lead to increased productivity (NORD 2012).

Woolworths gains a lot by employing people living with disabilities, which includes attracting a sustainable and competitive workforce. Previous studies suggest that employees living with disabilities are more dependable in the workplace than their counterparts. Furthermore, they are less likely to be absent and are better performers overall. Therefore, Woolworths stands to realize increased production when people with disabilities are included in the workforce (LUECKING 2008). There is also the fact that the products of an organization that ensures that the workforce is diverse and does not discriminate on people with disabilities will be more marketable. The consumers feel that they are contributing to people with disabilities when they purchase products from organizations that have a significant proportion of people living with disabilities.

Moreover, the participation of Woolworths in activities that campaign against discrimination of people living with disabilities in the workplace has enabled it to receive awards as well as recognition from disability support organizations. For instance, in 2013, Woolworths received an award from the Australia Human Resources Institute (AHRI) for its participation in the “what it DOES take” initiative. Organizations stand to lose a lot when they discriminate based on disability because they may face prosecution for failing to comply with the disability discrimination act 1992. Also, there are bound to be significant market impacts of such a decision (GEISEN & HARDER 2011).

The cost of employing people with disability has significantly reduced given the current technological advancement. Restructuring the organization to be disability friendly does not cost much to the company, this is especially the case because technological innovations have enabled people with disabilities to operate almost normally. Additionally, even if the organization does not have employees with disabilities, it has to create a disability friendly environment because of its clients who some of them are disabled. The overall output for people with disability will not be so much different from those for people living without disabilities. There is the obvious fact that the organization will be an employer of choice for most employees when they employ people with disabilities. There is the possibility that creativity and innovation in the products of the company will increase. The organization will have a better understanding of people with disability and by extension 20% of the population in the case of Woolworths which will lead to product improvement (POWERS 2008).

Additionally, when an organization is disability friendly there is an increased likelihood that they will be able to communicate better with people living with disabilities. When the organization has learned how to communicate with a section of its clientele, it has a better chance than its competitors to market its products to this subsection of the market. Woolworths will, therefore, be better placed to market its products to the clients. Enhanced communication will lead to an improved customer service. Research conducted has indicated that the public prefers organizations that hire people living with disabilities than those which do not hire them. Additionally, the public would consider doing business with organizations that employ people with disability as compared to those who do not employ them. The reputation and brand of Woolworths will as such improve when they employ and retain people living with disabilities. The larger community will, therefore, prefer and have a high opinion of the company and will most likely do business and consider the company more favorable (AUSTRALIAN NETWORK ON DISABILITY 2016). The larger community is, also, interested to be perceived as a community that is focused on the interests of its vulnerable groups, consequently the employment of people with disabilities in the workforce will communicate to the external environment that the community is fair.

To conclude, there are significant benefits to be gained by Woolworths in employing people with disabilities. The public considers companies that employ people with disabilities as favorable which have implication that they will be more interested in doing business with that particular organization. Woolworths will be more marketable because of including people with disabilities in its diverse workforce. The reputation and the brand of the organization will improve which will be an invaluable benefit for the growth and expansion of the organization and its activities. Technological advancement has reduced the potential challenges for most disabilities have made enabled people with disabilities to be almost at par with people without disabilities in terms of performance. Woolworths will as a result not realize reduced performance because of having people with disabilities in its workforce. Contrary to expectations the productivity of Woolworths will increase when people with disabilities are included in the workforce. Research has indicated that people with disabilities are more loyal and will be more punctual at work.

References:

AUSTRALIAN NETWORK ON DISABILITY (2016) Business benefits of hiring people with a disability. Available at: http://www.and.org.au/pages/business-benefits-of-hiring-people-with-a-disability.html [Accessed 17 April 2016].

DEVLIN, R. F., & POTHIER, D. (2006). Critical disability theory: essays in philosophy, politics, policy, and law. Vancouver, UBC Press.

GEISEN, T., & HARDER, H. G. (2011). Disability management and workplace integration: international research findings. Farnham, Surrey, Gower.

LUECKING, RICHARD (2008). Emerging employer views of people with disabilities and the future of job development. Journal of Vocational Rehabilitation 29 3-13

NORD, DEREK (2012) People with disabilities in America’s workforce: Time for Fresh Thinking. Institute on community integration (UCEDD) & Research and Training Center on Community Livng 25 (1)

POWERS TONY (2008) Recognizing ability: The skills and productivity of persons with disabilities. International Labour Office Geneva, Switzerland.