This literature review examines research on whether individuals with mental health disabilities should disclose their need for workplace accommodations. The review finds that disclosure is impacted by many factors, including organizational culture and supports provided. Research approaches included surveys, interviews and qualitative studies. Studies aimed to understand factors influencing accommodation disclosure and the impact of disclosure on employment success. A key theme is how the Americans with Disabilities Act Amendments Act has shifted employer obligations and workplace cultures to be more accommodating. While disclosure may help employment, more research is still needed to understand the full effects on individuals' long-term employment success.
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This is a structure of a typical research proposalContents paGrazynaBroyles24
This is a structure of a typical research proposal:
Contents page
Introduction
Literature review
Methodology
Reflections and Resources
Bibliography
Appendices
There is no research question or aims and objectives. Critical evaluation.
Introduction
The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization's goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization's level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization's success. Financial remuneration practices play a significant role in motivating employees.
According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.
The Federal Reserve System is the United States of America's central bank. It is in responsible of issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.
· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.
Problem Statement
Numerous researchers have sought to determine the effect of motivation on working institutions. According to research, motivating employees increases their performance and morale by making them feel wanted in the workplace (Coccia & Igor, 2018). However, there is a dearth of research on the effect of financial incentives on employee motivation. The purpose of this study is to close this gap by determining the relationship between financial incentives and employee motivation. Th ...
Journal of Human Services Fall/2018
35
A Phenomenological Study on Meaningful Professional
Experiences for Human Services Professionals
Saundra Penn and Hannah Baartmans
Abstract
Human services professionals are a relatively new addition to the realm of professionals in the
mental health community. As such, little research has explored how human service professionals
make meaning out of their experiences with clients. Thus, this phenomenological study explored
the defining professional experiences of human services professionals providing direct care to
persons with mental health and/or developmental disabilities. Findings related to the intensive
role of the human services professional, intrinsic rewards, client connections, barriers to service
provision and professional development, self-care, and ethical issues are discussed.
Literature Review
The human services profession emerged in the 1960s. As communities transitioned from
institutional mental health care, the need for associate and bachelor level community-based
professionals grew (Neukrug, 2017; Woodside & McClam, 2015). Often, human services
professionals are referred to professionally as case managers, generalists, and direct service
providers. Many are responsible for coordinating, consulting, counseling, planning, problem
solving, and record keeping (Taylor, Bradley, & Warren, 1996; Woodside & McClam, 2013). As
generalists, human services professionals are often capable of performing their roles and duties
in many settings and expected to support a range of client populations and demographics
(Neukrug, 2017; Woodside & McClam, 2015).
Human services professionals are often accountable for client care in two primary ways:
direct care of clients and managing and coordinating services for clients within the community
(Neukrug, 2017; Woodside & McClam, 2015). In many cases, this creates a “dual role” as
human services professionals are both providers of care and brokers of services. At the micro-
level, direct service providers are empowering their clients, providing support, and intervening in
times of crisis. At the macro level, they are creating a community network of supports for clients
as well as managing and facilitating these services (Taylor et al., 1996). Several researchers have
explored the challenging nature and complex roles of human services professionals and their
workload (Taylor, et al., 1996; Woodside, McClam, Diambra, & Varga, 2012).
Woodside et al. (2012) examined what time meant to 46 human services professionals.
After completing thematic analysis, the researchers discovered that these professionals had a
“never-ending pace,” highlighting the agencies’ demands, the intensity of client care, and the
lack of time to accomplish it. Moreover, human services professionals admitted that indirect
...
Annotated BibliographyLeierer, S. J., Blackwell, T. L., Strohmer.docxrossskuddershamus
Annotated Bibliography
Leierer, S. J., Blackwell, T. L., Strohmer, D. C., Thompson, R. C., & Donnay, D. C. (2008). The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors. Rehabilitation Counseling Bulletin, 51(2), 76-84
The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors
This peer reviewed scholarly journal article seeks to examine the interest patterns that are predictive of success and satisfaction as a rehabilitation counselor using the Strong Interests Inventory. The strength of the SII lies in the variety of which is useful in counseling and provide information that is usually not found with other interest inventories. Interpreting the SII profile begins by looking at the individual's GOT scores. The data and ideas from this interpretation can be used to improve the selection and recruitment of rehabilitation counselors. These findings can help career counselors predict which students and workers will be interested in a particular field.
Abstract from the author:
Using aggregate scores from 281 female and 133 male rehabilitation counselors, the researchers developed prototypical "Strong Interest Inventory" (SII) profiles. They used these profiles to explore the interests, preferences, and professional identity of rehabilitation counselors. Using the General Occupational Themes (GOTs), Basic Interest Scales (BISs), Occupational Scales (OSs), and Personal Style Scales (PSSs), which make up the newly revised SII, the authors obtained empirically defined prototypical profiles for female and male rehabilitation counselors. The Social-Artistic Holland-code dyad was a reoccurring theme across the each profile. Although there are differences in each of the SII scales across genders, the authors found congruence not only within the scales of a particular gender but also across genders. Consistencies and inconsistencies among the GOTs, BISs, OSs, and PSSs are discussed. Implications for counselor recruitment and practice are also discussed.
Day, M. A., & Luzzo, D. A. (1997). Effects of Strong Interest Inventory Feedback on Career Beliefs.
Effects of Strong Interest Inventory Feedback on Career Beliefs
This scholarly article explored the most frequently used career interest inventory SSI. The purpose of the investigation was to evaluate the effects of SII completion and participation an feedback and interpretation on the social cognitive career beliefs of first-year college students. Application of self-efficacy theory to the career decision- tasks and behaviors, whereas high levels of CDMSE lead to increased participation in career decision-making activities. The use of a group interpretation strategy that incorporated sources of performance accomplishments and verbal persuasion as means of providing SI feedback increased participants' CDMSE.
Abstract from the author:
A study evaluated the effects of Strong Interest Inventory (SII) completion and particip.
Why would employers want to fire employees whose dependents are hadaniatrappit
Why would employers want to fire employees whose dependents are having serious health problems? What do you think would be the reaction of employees with healthy dependents who suspect this might be happening?
Though it may come across as unfair, cold, and heartless, employers may want to fire employees whose dependents have serious health problems. Several reasons why employers may consider taking such measures are work availability, job performance, and cost-effectiveness.
Work Availability and Job Performance
If a dependent's health problems cause an employee to miss work frequently, it can influence the company’s workflow and productivity. Work-flow design involves the individual and collective tasks necessary to produce a product or perform a service (Noe, Hollenbeck, Gerhart, & Wright, 2021). If an individual is unavailable for work, it affects their individual work output, which in turn affects the output of other work units and the company as a whole.
Dealing with a sick family member can be physically, mentally, and emotionally draining. The demands can influence job performance. Being distracted or impaired by outside issues can impact an employee’s effectiveness and the quality of their work. Research has shown that impaired work ability is a risk factor for termination or dismissal (Martinez and Fischer, 2019). With stringent budgets and reductions in staffing, individual contributions have become more vital. Employees have to be present and perform their duties well in order for companies to function at an optimal capacity.
Costs
Another reason an employer may consider firing an employee with dependents with serious health problems is because of cost-effectiveness. Chronic conditions can be expensive in prescription costs and out-of-pocket expenses. They also have a tendency to drive overall healthcare premiums upward for employees and employers (Maxwell, 2017). Subsequently, any dependents covered on an employee’s insurance can also add to those costs. Some employers attempt to control costs by offering varied employee contributions based on the employee’s health and risk factors rather than charging each employee the same premium (Noe, Hollenbeck, Gerhart, & Wright, 2021). This shows the extent to which employers try to reduce healthcare costs and keep them affordable.
Co-Worker Reactions
There are a number of ways employees with healthy dependents can view the termination of a coworker under these circumstances. They may feel the termination was unfair. Employees may empathize with their coworker and their situation. They may have concerns for the welfare of the uninsured dependent. They may also consider would the company treat them the same if they needed to miss work because their dependent became sick.
Employees may feel the termination was inevitable. Due to the frequent absences of their coworker, they were forced to carry the weight of greater production. Though the reasoning for missing work i ...
ATTENTION!!! Please do not place a bid, if you are not satisfiedsamirapdcosden
ATTENTION!!! Please
do not
place a bid, if you are not satisfied with price I place on the assignment or if you cannot follow all instructions given on the assignment (including the due date). If you cannot honor the time frame I provide then please do not bid.
Directions: Please read each passage below and respond to each part. (These are responses to classmates) I
DO NOT
need a reference or title page, however please provide the reference(s) underneath the passage. Please label as I have done below, example Dis1 Part 1 and place your response along with the reference. IT IS 4 PARTS PLEASE USE THE SAME TITLE!!!
Keep each one on the same document!
Please cite properly and use correct grammar.
DUE Monday 10/3/22 BY 4PM CST NO LATER
Dis 1 Part 1
Bona Fide Occupational Qualification (BFOQ) is a situation that is rare, this situation is where a person’s gender, religion, or national origin would be a reason to disqualify for a job position or be eligible for a job position based on the categories (Hunt, S.T., 2014, pg. 405). According to the text in the glossary section, a perfect example is listed. It would not be appropriate to hire a woman to be a men’s room attendant. There are other reasons that discriminating would be legal as the protected status would not be able to perform the duties of certain job positions (SCHACHTER, H. L., 2013, pg. 375).
Though it seems to be clear, there can be difficulties that would arise for a number of reasons. An example would be a cross-gender correctional officer that would be a difficulty to determine which gender of prisoners would be appropriate for this guard to be posted (Monahan, C., 2013). This example is not an extreme case, though it does depend on the type of correctional facility this person would be sent to begin duties. Minimum security would be acceptable for either gender to be posted at the inmate section. Maximum security would be a different story all together.
BFOQ can be confused on where it applies and when disparate impact occurs. Disparate impact is an unintentional discrimination, disparate treatment is intentional. An example of disparate impact is where an employer deliberately chooses certain genders or individuals that would be able to perform job duties that consistently lifts heavy materials. An example of disparate treatment is where a person of protected status is treated differently based on gender, religion, or national origin.
BFOQ has shown that there are situations that people of protected status can be denied a job position based on the job duties. American disabilities act (1990) (ADA) is an act that prohibits businesses from discriminating against people that are disabled from being excluded based on the disability. If a person is able to perform the functions of the job, they must be considered for the position. For an employer to claim BFOQ, there must be unequivocal proof that the disability is a reason why the job duties cannot be performed.
U.S. Eq ...
10 STRATEGIC POINTS
2
10 STRATEGIC POINTS
2
Factors that Influence Utilization of Public Mental Health Services
RSD-851: Residency: Dissertation
Grand Canyon University
October 5, 2020
10 Strategic Points
My Degree: Ph.D.
Program Emphasis: Industrial Organizational Psychology
Ten Strategic Points
Comments or Feedback
Broad Topic Area
Factors that Influence Utilization of Public Mental Health Services
Lit Review
(Theoretical Framework (Theory)
Gaps
Themes
All Citations
Gaps
A. Basu, Rehkopf, Siddiqi, Glymour, & Kawachi (2016). According to the authors, there is a gap here in the changes being experienced in social policies in recent years. It has created a gap among women with low income in South Texas. Accordingly, the authors used the determination of the differences in income to understand the relationships between health outcomes and welfare reforms as it impacts the less privileged women in comparison to the most affected women.
B. Ly, A. (2019). This study focused on the factors that influence the utilization of mental health among Vietnamese Americans and the barriers to seeking help in Texas. The study had 12 participants including providers and community leaders who were familiar with the target population. The findings of the study indicated that there is a gap here in cultural acceptance of mental health treatment. Hence the need to culturally specify mental health intervention to improve mental health utilization in the community. However, the study was limited by the small sample size; therefore, the findings cannot be generalized. Further studies should include more cultural groups to validate the findings of this research.
C. Kwan, P. P., Soniega-Sherwood, J., Esmundo, S., Watts, J., Pike, J., Sabado-Liwag, M., & Palmer, P. H. (2020). The authors of this study aimed to evaluate the facilitators and barriers to mental health utilization among Pacific Islanders. Semi structure interviews were used to collect information from 12 pacific islanders. Trained community leaders recruited eligible candidates for the study. The study was limited by the small sample size. Five themes arose from the study. There is a gap here in regard to cost of healthcare, mental health stigma and language and culture barriers, which were the themes that emerged concerning barriers affecting the utilization of mental health services. The researchers indicated the need for future studies to include a larger sample size to enable generalization of the findings.
D. Volkert, J., Andreas, S., Härter, M., Dehoust, M. C., Sehner, S., Suling, A., . . . Schulz, H. (2018). The aim of this study was to evaluate various aspects of the utilization of mental health services among the elderly. The study had 3,142 participants aged between 65-84 years. Logic regression approach was used to analyze predisposing, enabling, and need factors among the participants. Similarly, the study found that there is ...
10 STRATEGIC POINTS
2
10 STRATEGIC POINTS
2
Factors that Influence Utilization of Public Mental Health Services
RSD-851: Residency: Dissertation
Grand Canyon University
October 5, 2020
10 Strategic Points
My Degree: Ph.D.
Program Emphasis: Industrial Organizational Psychology
Ten Strategic Points
Comments or Feedback
Broad Topic Area
Factors that Influence Utilization of Public Mental Health Services
Lit Review
(Theoretical Framework (Theory)
Gaps
Themes
All Citations
Gaps
A. Basu, Rehkopf, Siddiqi, Glymour, & Kawachi (2016). According to the authors, there is a gap here in the changes being experienced in social policies in recent years. It has created a gap among women with low income in South Texas. Accordingly, the authors used the determination of the differences in income to understand the relationships between health outcomes and welfare reforms as it impacts the less privileged women in comparison to the most affected women.
B. Ly, A. (2019). This study focused on the factors that influence the utilization of mental health among Vietnamese Americans and the barriers to seeking help in Texas. The study had 12 participants including providers and community leaders who were familiar with the target population. The findings of the study indicated that there is a gap here in cultural acceptance of mental health treatment. Hence the need to culturally specify mental health intervention to improve mental health utilization in the community. However, the study was limited by the small sample size; therefore, the findings cannot be generalized. Further studies should include more cultural groups to validate the findings of this research.
C. Kwan, P. P., Soniega-Sherwood, J., Esmundo, S., Watts, J., Pike, J., Sabado-Liwag, M., & Palmer, P. H. (2020). The authors of this study aimed to evaluate the facilitators and barriers to mental health utilization among Pacific Islanders. Semi structure interviews were used to collect information from 12 pacific islanders. Trained community leaders recruited eligible candidates for the study. The study was limited by the small sample size. Five themes arose from the study. There is a gap here in regard to cost of healthcare, mental health stigma and language and culture barriers, which were the themes that emerged concerning barriers affecting the utilization of mental health services. The researchers indicated the need for future studies to include a larger sample size to enable generalization of the findings.
D. Volkert, J., Andreas, S., Härter, M., Dehoust, M. C., Sehner, S., Suling, A., . . . Schulz, H. (2018). The aim of this study was to evaluate various aspects of the utilization of mental health services among the elderly. The study had 3,142 participants aged between 65-84 years. Logic regression approach was used to analyze predisposing, enabling, and need factors among the participants. Similarly, the study found that there is ...
RESEARCH TOPIC; SOCIAL WORKERS AND IDENTIFICATION OF HUMAN TRAFF.docxbrittneyj3
RESEARCH TOPIC; SOCIAL WORKERS AND IDENTIFICATION OF HUMAN TRAFFICKING VICTIMS
PART 1
Role of Theoretical Framework in Qualitative Research
Discussion Post
The theoretical framework informs epistemologies and methodologies in a qualitative study since it is pervasive and influential compared to the methodology alone. It is applied to enhance the understanding of a particular problem or phenomenon (Grant & Osanloo, 2014). These frameworks provide focus and organization to the study, expose meaning, connect the study to the existing dissertation along with identifying the pros and cons of particular research.
Moreover, the methodological approach guides the qualitative study by establishing ideas and approaches to the research. Just as how a house requires a plan before construction, the theoretical framework serves as a blueprint, which provides the structure to the entire dissertation (Baltimore, 2016). Additionally, the choice of theory offers a conceptual background for understanding, analyzing, and designing ways to investigate a particular problem. Therefore, if the well-utilized, theoretical framework can create a tension that produces productive outcomes for the study.
More so, the theoretical framework connects different elements of dissertation/qualitative study, such as providing a brief discussion of the problem, purpose, significance, and research questions in the dissertation. Aligning a theory with these essential components provides an intriguing highlight, which adds weight to levels of knowledge that the study is investigating (Grant & Osanloo, 2014). Similarly, just as how a reliable and robust blueprint to help build a secure home foundation based on the owner’s desire. Therefore, the theoretical framework act as a strong basis for various parts of the dissertation that needs to be developed, in the body of the paper.
Finally, the elevation and foundation blueprints are both critical in a home building analogy. Similarly, theoretical frameworks and their concepts should be applied to be meaningful to the structure of these methodologies and epistemologies relating to the qualitative research.
References
Grant, C., & Osanloo, A. (2014). Understanding, selecting, and integrating a theoretical framework in dissertation research: Creating the blueprint for your “house.” Administrative Issues Journal: Connecting Education, Practice, and Research, 4(2), 12–26.
Laureate Education (Producer). (2016). Theoretical lens and frameworks for qualitative researchers [Video file]. Baltimore, MD: Author. Retrieved from the Walden Library databases.
PART 2
DQ 2: QUALITATIVE RESEARCH ANALYSIS
A brief statement of the purpose and primary research question the article addresses
The goal of the study was to assess whether if social workers could effectively detect sex-trafficked victims amongst their clients. This arises from the fact that social workers play an essential role in evaluating, as well as giving treatment services to s.
Running Head DEPT OF VETERANS AFFAIRS1DEPT OF VETERANS .docxhealdkathaleen
Running Head: DEPT OF VETERANS AFFAIRS
1
DEPT OF VETERANS AFFAIRS
3
Evaluation of the Agency’s Budgeting and Cumulative Report
Lauren Riley
Professor Andre Lee
Public Administration Capstone
December 15, 2019
1. Observations about the success of the agency and areas for improvement.
The first observation is health; the department has done all it can to provide vital services to American veterans, and amongst them is their health. Apart from the physical injury, which most of the veteran’s face, other forms of injury such as traumatic brain injury are quite serious.
The second observation is the benefits programs. Currently, the agency provides benefit programs to injured veterans and their families. These benefits are meant for the upkeep of the soldiers and their dependents. Currently, the agency provides a specific amount of upkeep money to the dependents as per the grievousness of the injury to the veteran or even in the event of a loss of the veteran (Rugen et al., 2015).
The third observation is the access to the national cemeteries for the former military personnel. This has been done in a very seamless manner, and this is meant to ensure that veterans feel part of the American heritage of patriotism and that they are being cherished.
2. Recommendations for improvement
From the first observation, the agency can reach out to veterans in order to assess their well-being in totality. Well-being, in this case, can mean assessing their mental well-being and testing them whether they have a dramatic brain injury that affects their lives after resignation from active service. One of the areas that the agency can improve on includes testing the veterans for post-traumatic stress disorder. Such testing is done with the aim of ensuring that they can better cope with society even after they have resigned from active service.
The agency can improve on this by looking into the education of the dependents. Apart from the monetary benefits, it would be critical for the agency to ensure that the dependents are as successful as when their loved one was alive. However, this needs a rigorous assessment of the cost-benefit analysis of the project as a whole. Such a strategy, according to the works of VA. Office of Public and Intergovernmental Affairs. (2019) goes a long way in ensuring that the loved ones and dependents of the veterans feel part and parcel of the American society in its entirety.
In addition to the third observation, the agency could reach out to the veterans who have resigned from active service. Some of them might not perceive the need to reach out for support, and for this reason, the agency can step in to reach out to them and find out if they need services such as financial aid and health reimbursements. What the agency can do in this case is followed up on the lives of the veterans right after they have resigned from active service. They can also serve as an inspiration to not only the veterans but society as well.
...
Unit 3 - Individual Project (DTM) Diversity Training ManualThis .docxmarilucorr
Unit 3 - Individual Project (DTM) Diversity Training Manual
This is what caused me a low score.
You mentioned the listed segments of the U.S. population, but did not properly analyze the current statistics as well as the recent and forecast trends of all listed segments of the U.S. population (12/20 points). You partially titled Part II correctly, though you did properly identify racial statistics and issues that may cause tensions in a racially-diverse workplace. The assignment required a more thorough analysis of the proactive and reactive measures managers may take to address those issues (3/5 points). You identified the gender mix in the U.S. population and among notable segments of the workforce. You described the essence of the Griggs vs. Duke Power case and its applicability as a case on race to this section of the diversity training manual on gender. You did not properly analyze how a manager may state minimum job requirements legally when hiring (0/5 points), though you did describe how a manager might introduce a new female employee to a department staffed entirely by males. You provided evidence of scholarly research and substantial critical thinking (30/40 points), though you did not include an outline and table of contents to satisfy the format requirements and should additionally have offered more written description than just graphics to answer assignment questions (10/20 points). Please be sure to carefully proofread before submitting (15/20 points). Otherwise, you complied with APA Style guidelines.
Running Head: DIVERSITY TRAINING MANUAL 1
DIVERSITY TRAINING MANUAL 3
DTM
February 26, 2016
Abstract
Workforce diversity refers to the similarities as well as the differences that occur among the various employees of an organization in terms of the cultural background, age, religion, race, ethnicity or even gender (Woodward, Vongswasdi & More, 2015). In the various occupations and offices, people present different aspects in terms of their gender, their ethnicity, their religion or even age and hence the reason diversity makes the workforce heterogeneous. In the current setting, it is important that every organization take into consideration the issues of diversity since failure to address this, workforce strife can occur. This paper presents a comprehensive training manual on issues of diversity. The forms of discrimination addressed in the paper are such as religion, gender, age as well as ethnicity. It is clear that understanding the changing general population and the legislations that cover such issues is crucial. The need for being sensitive to the differing customs and values as well as the legislations affecting them is presented as an important aspect of addressing diversity discrimination in this paper.
Diversity Training Manual: Part 1
Company’s Background Information
The organization in question is one that has been in existence for quite some time. It is an organization led by the CEO and under the ...
Essay Writing Service Uk by UK-Custom Essay Writers - Issuu. UK Best Essays | Trusted Custom UK Essays Writing Service | Essay .... Custom essay writing service. Writing Custom Essays | SeeReadShare. Custom essay writing services. PPT - Order the Best Custom and College Essay Writing Services .... Essay writing service uk – custom academic papers by arnoldjames - Issuu. Professional Custom Essay & Thesis Writing Service in UK. How to make perfect custom essay writing service by FrankSims - Issuu. Www.writingmiracles.com custom essay writing service. 017 Essay Example Cheap Custom Writing Service Papers Writer Services .... Custom Essay Writing Service: Getting better grades guide.. Custom Essay Writing Services: Get Expert Help from Proficientwriter.com. Custom Essay Writing Service – UK Students Now Have an Easy Way to .... Custom Essay Writing Service UK for Your Academic Success .... Custom essay writing services by Sameer - Issuu. Guide to why custom essay writing service is more important for the .... Best custom essay writing services. Tips in finding the best custom essay writing services — www .... Cheap Custom Writing Service - Top-Ranked Essay Writing Service to Get .... Benefits of custom essay writing service. Essay Writing Service Online, Custom Essay Writing Service UK. Get cheap essay writing service online from Expert UK writers. UK .... Essay Writing Service | Essay Writing Help Service. Choose the Best Essay Writing Service in UK | Best essay writing .... Essay writing service uk best - College Homework Help and Online Tutoring.. Essay writing services uk - Homework and Study Help.. Cheap Custom Writing Service - Paper Writing Service Online. Professional custom essays writing service! Professional Custom Essays .... 5 Disadvantages of Custom Essay Writing Service and How Can Overc
This is a structure of a typical research proposalContents paGrazynaBroyles24
This is a structure of a typical research proposal:
Contents page
Introduction
Literature review
Methodology
Reflections and Resources
Bibliography
Appendices
There is no research question or aims and objectives. Critical evaluation.
Introduction
The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization's goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization's level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization's success. Financial remuneration practices play a significant role in motivating employees.
According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.
The Federal Reserve System is the United States of America's central bank. It is in responsible of issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.
· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.
Problem Statement
Numerous researchers have sought to determine the effect of motivation on working institutions. According to research, motivating employees increases their performance and morale by making them feel wanted in the workplace (Coccia & Igor, 2018). However, there is a dearth of research on the effect of financial incentives on employee motivation. The purpose of this study is to close this gap by determining the relationship between financial incentives and employee motivation. Th ...
Journal of Human Services Fall/2018
35
A Phenomenological Study on Meaningful Professional
Experiences for Human Services Professionals
Saundra Penn and Hannah Baartmans
Abstract
Human services professionals are a relatively new addition to the realm of professionals in the
mental health community. As such, little research has explored how human service professionals
make meaning out of their experiences with clients. Thus, this phenomenological study explored
the defining professional experiences of human services professionals providing direct care to
persons with mental health and/or developmental disabilities. Findings related to the intensive
role of the human services professional, intrinsic rewards, client connections, barriers to service
provision and professional development, self-care, and ethical issues are discussed.
Literature Review
The human services profession emerged in the 1960s. As communities transitioned from
institutional mental health care, the need for associate and bachelor level community-based
professionals grew (Neukrug, 2017; Woodside & McClam, 2015). Often, human services
professionals are referred to professionally as case managers, generalists, and direct service
providers. Many are responsible for coordinating, consulting, counseling, planning, problem
solving, and record keeping (Taylor, Bradley, & Warren, 1996; Woodside & McClam, 2013). As
generalists, human services professionals are often capable of performing their roles and duties
in many settings and expected to support a range of client populations and demographics
(Neukrug, 2017; Woodside & McClam, 2015).
Human services professionals are often accountable for client care in two primary ways:
direct care of clients and managing and coordinating services for clients within the community
(Neukrug, 2017; Woodside & McClam, 2015). In many cases, this creates a “dual role” as
human services professionals are both providers of care and brokers of services. At the micro-
level, direct service providers are empowering their clients, providing support, and intervening in
times of crisis. At the macro level, they are creating a community network of supports for clients
as well as managing and facilitating these services (Taylor et al., 1996). Several researchers have
explored the challenging nature and complex roles of human services professionals and their
workload (Taylor, et al., 1996; Woodside, McClam, Diambra, & Varga, 2012).
Woodside et al. (2012) examined what time meant to 46 human services professionals.
After completing thematic analysis, the researchers discovered that these professionals had a
“never-ending pace,” highlighting the agencies’ demands, the intensity of client care, and the
lack of time to accomplish it. Moreover, human services professionals admitted that indirect
...
Annotated BibliographyLeierer, S. J., Blackwell, T. L., Strohmer.docxrossskuddershamus
Annotated Bibliography
Leierer, S. J., Blackwell, T. L., Strohmer, D. C., Thompson, R. C., & Donnay, D. C. (2008). The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors. Rehabilitation Counseling Bulletin, 51(2), 76-84
The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors
This peer reviewed scholarly journal article seeks to examine the interest patterns that are predictive of success and satisfaction as a rehabilitation counselor using the Strong Interests Inventory. The strength of the SII lies in the variety of which is useful in counseling and provide information that is usually not found with other interest inventories. Interpreting the SII profile begins by looking at the individual's GOT scores. The data and ideas from this interpretation can be used to improve the selection and recruitment of rehabilitation counselors. These findings can help career counselors predict which students and workers will be interested in a particular field.
Abstract from the author:
Using aggregate scores from 281 female and 133 male rehabilitation counselors, the researchers developed prototypical "Strong Interest Inventory" (SII) profiles. They used these profiles to explore the interests, preferences, and professional identity of rehabilitation counselors. Using the General Occupational Themes (GOTs), Basic Interest Scales (BISs), Occupational Scales (OSs), and Personal Style Scales (PSSs), which make up the newly revised SII, the authors obtained empirically defined prototypical profiles for female and male rehabilitation counselors. The Social-Artistic Holland-code dyad was a reoccurring theme across the each profile. Although there are differences in each of the SII scales across genders, the authors found congruence not only within the scales of a particular gender but also across genders. Consistencies and inconsistencies among the GOTs, BISs, OSs, and PSSs are discussed. Implications for counselor recruitment and practice are also discussed.
Day, M. A., & Luzzo, D. A. (1997). Effects of Strong Interest Inventory Feedback on Career Beliefs.
Effects of Strong Interest Inventory Feedback on Career Beliefs
This scholarly article explored the most frequently used career interest inventory SSI. The purpose of the investigation was to evaluate the effects of SII completion and participation an feedback and interpretation on the social cognitive career beliefs of first-year college students. Application of self-efficacy theory to the career decision- tasks and behaviors, whereas high levels of CDMSE lead to increased participation in career decision-making activities. The use of a group interpretation strategy that incorporated sources of performance accomplishments and verbal persuasion as means of providing SI feedback increased participants' CDMSE.
Abstract from the author:
A study evaluated the effects of Strong Interest Inventory (SII) completion and particip.
Why would employers want to fire employees whose dependents are hadaniatrappit
Why would employers want to fire employees whose dependents are having serious health problems? What do you think would be the reaction of employees with healthy dependents who suspect this might be happening?
Though it may come across as unfair, cold, and heartless, employers may want to fire employees whose dependents have serious health problems. Several reasons why employers may consider taking such measures are work availability, job performance, and cost-effectiveness.
Work Availability and Job Performance
If a dependent's health problems cause an employee to miss work frequently, it can influence the company’s workflow and productivity. Work-flow design involves the individual and collective tasks necessary to produce a product or perform a service (Noe, Hollenbeck, Gerhart, & Wright, 2021). If an individual is unavailable for work, it affects their individual work output, which in turn affects the output of other work units and the company as a whole.
Dealing with a sick family member can be physically, mentally, and emotionally draining. The demands can influence job performance. Being distracted or impaired by outside issues can impact an employee’s effectiveness and the quality of their work. Research has shown that impaired work ability is a risk factor for termination or dismissal (Martinez and Fischer, 2019). With stringent budgets and reductions in staffing, individual contributions have become more vital. Employees have to be present and perform their duties well in order for companies to function at an optimal capacity.
Costs
Another reason an employer may consider firing an employee with dependents with serious health problems is because of cost-effectiveness. Chronic conditions can be expensive in prescription costs and out-of-pocket expenses. They also have a tendency to drive overall healthcare premiums upward for employees and employers (Maxwell, 2017). Subsequently, any dependents covered on an employee’s insurance can also add to those costs. Some employers attempt to control costs by offering varied employee contributions based on the employee’s health and risk factors rather than charging each employee the same premium (Noe, Hollenbeck, Gerhart, & Wright, 2021). This shows the extent to which employers try to reduce healthcare costs and keep them affordable.
Co-Worker Reactions
There are a number of ways employees with healthy dependents can view the termination of a coworker under these circumstances. They may feel the termination was unfair. Employees may empathize with their coworker and their situation. They may have concerns for the welfare of the uninsured dependent. They may also consider would the company treat them the same if they needed to miss work because their dependent became sick.
Employees may feel the termination was inevitable. Due to the frequent absences of their coworker, they were forced to carry the weight of greater production. Though the reasoning for missing work i ...
ATTENTION!!! Please do not place a bid, if you are not satisfiedsamirapdcosden
ATTENTION!!! Please
do not
place a bid, if you are not satisfied with price I place on the assignment or if you cannot follow all instructions given on the assignment (including the due date). If you cannot honor the time frame I provide then please do not bid.
Directions: Please read each passage below and respond to each part. (These are responses to classmates) I
DO NOT
need a reference or title page, however please provide the reference(s) underneath the passage. Please label as I have done below, example Dis1 Part 1 and place your response along with the reference. IT IS 4 PARTS PLEASE USE THE SAME TITLE!!!
Keep each one on the same document!
Please cite properly and use correct grammar.
DUE Monday 10/3/22 BY 4PM CST NO LATER
Dis 1 Part 1
Bona Fide Occupational Qualification (BFOQ) is a situation that is rare, this situation is where a person’s gender, religion, or national origin would be a reason to disqualify for a job position or be eligible for a job position based on the categories (Hunt, S.T., 2014, pg. 405). According to the text in the glossary section, a perfect example is listed. It would not be appropriate to hire a woman to be a men’s room attendant. There are other reasons that discriminating would be legal as the protected status would not be able to perform the duties of certain job positions (SCHACHTER, H. L., 2013, pg. 375).
Though it seems to be clear, there can be difficulties that would arise for a number of reasons. An example would be a cross-gender correctional officer that would be a difficulty to determine which gender of prisoners would be appropriate for this guard to be posted (Monahan, C., 2013). This example is not an extreme case, though it does depend on the type of correctional facility this person would be sent to begin duties. Minimum security would be acceptable for either gender to be posted at the inmate section. Maximum security would be a different story all together.
BFOQ can be confused on where it applies and when disparate impact occurs. Disparate impact is an unintentional discrimination, disparate treatment is intentional. An example of disparate impact is where an employer deliberately chooses certain genders or individuals that would be able to perform job duties that consistently lifts heavy materials. An example of disparate treatment is where a person of protected status is treated differently based on gender, religion, or national origin.
BFOQ has shown that there are situations that people of protected status can be denied a job position based on the job duties. American disabilities act (1990) (ADA) is an act that prohibits businesses from discriminating against people that are disabled from being excluded based on the disability. If a person is able to perform the functions of the job, they must be considered for the position. For an employer to claim BFOQ, there must be unequivocal proof that the disability is a reason why the job duties cannot be performed.
U.S. Eq ...
10 STRATEGIC POINTS
2
10 STRATEGIC POINTS
2
Factors that Influence Utilization of Public Mental Health Services
RSD-851: Residency: Dissertation
Grand Canyon University
October 5, 2020
10 Strategic Points
My Degree: Ph.D.
Program Emphasis: Industrial Organizational Psychology
Ten Strategic Points
Comments or Feedback
Broad Topic Area
Factors that Influence Utilization of Public Mental Health Services
Lit Review
(Theoretical Framework (Theory)
Gaps
Themes
All Citations
Gaps
A. Basu, Rehkopf, Siddiqi, Glymour, & Kawachi (2016). According to the authors, there is a gap here in the changes being experienced in social policies in recent years. It has created a gap among women with low income in South Texas. Accordingly, the authors used the determination of the differences in income to understand the relationships between health outcomes and welfare reforms as it impacts the less privileged women in comparison to the most affected women.
B. Ly, A. (2019). This study focused on the factors that influence the utilization of mental health among Vietnamese Americans and the barriers to seeking help in Texas. The study had 12 participants including providers and community leaders who were familiar with the target population. The findings of the study indicated that there is a gap here in cultural acceptance of mental health treatment. Hence the need to culturally specify mental health intervention to improve mental health utilization in the community. However, the study was limited by the small sample size; therefore, the findings cannot be generalized. Further studies should include more cultural groups to validate the findings of this research.
C. Kwan, P. P., Soniega-Sherwood, J., Esmundo, S., Watts, J., Pike, J., Sabado-Liwag, M., & Palmer, P. H. (2020). The authors of this study aimed to evaluate the facilitators and barriers to mental health utilization among Pacific Islanders. Semi structure interviews were used to collect information from 12 pacific islanders. Trained community leaders recruited eligible candidates for the study. The study was limited by the small sample size. Five themes arose from the study. There is a gap here in regard to cost of healthcare, mental health stigma and language and culture barriers, which were the themes that emerged concerning barriers affecting the utilization of mental health services. The researchers indicated the need for future studies to include a larger sample size to enable generalization of the findings.
D. Volkert, J., Andreas, S., Härter, M., Dehoust, M. C., Sehner, S., Suling, A., . . . Schulz, H. (2018). The aim of this study was to evaluate various aspects of the utilization of mental health services among the elderly. The study had 3,142 participants aged between 65-84 years. Logic regression approach was used to analyze predisposing, enabling, and need factors among the participants. Similarly, the study found that there is ...
10 STRATEGIC POINTS
2
10 STRATEGIC POINTS
2
Factors that Influence Utilization of Public Mental Health Services
RSD-851: Residency: Dissertation
Grand Canyon University
October 5, 2020
10 Strategic Points
My Degree: Ph.D.
Program Emphasis: Industrial Organizational Psychology
Ten Strategic Points
Comments or Feedback
Broad Topic Area
Factors that Influence Utilization of Public Mental Health Services
Lit Review
(Theoretical Framework (Theory)
Gaps
Themes
All Citations
Gaps
A. Basu, Rehkopf, Siddiqi, Glymour, & Kawachi (2016). According to the authors, there is a gap here in the changes being experienced in social policies in recent years. It has created a gap among women with low income in South Texas. Accordingly, the authors used the determination of the differences in income to understand the relationships between health outcomes and welfare reforms as it impacts the less privileged women in comparison to the most affected women.
B. Ly, A. (2019). This study focused on the factors that influence the utilization of mental health among Vietnamese Americans and the barriers to seeking help in Texas. The study had 12 participants including providers and community leaders who were familiar with the target population. The findings of the study indicated that there is a gap here in cultural acceptance of mental health treatment. Hence the need to culturally specify mental health intervention to improve mental health utilization in the community. However, the study was limited by the small sample size; therefore, the findings cannot be generalized. Further studies should include more cultural groups to validate the findings of this research.
C. Kwan, P. P., Soniega-Sherwood, J., Esmundo, S., Watts, J., Pike, J., Sabado-Liwag, M., & Palmer, P. H. (2020). The authors of this study aimed to evaluate the facilitators and barriers to mental health utilization among Pacific Islanders. Semi structure interviews were used to collect information from 12 pacific islanders. Trained community leaders recruited eligible candidates for the study. The study was limited by the small sample size. Five themes arose from the study. There is a gap here in regard to cost of healthcare, mental health stigma and language and culture barriers, which were the themes that emerged concerning barriers affecting the utilization of mental health services. The researchers indicated the need for future studies to include a larger sample size to enable generalization of the findings.
D. Volkert, J., Andreas, S., Härter, M., Dehoust, M. C., Sehner, S., Suling, A., . . . Schulz, H. (2018). The aim of this study was to evaluate various aspects of the utilization of mental health services among the elderly. The study had 3,142 participants aged between 65-84 years. Logic regression approach was used to analyze predisposing, enabling, and need factors among the participants. Similarly, the study found that there is ...
RESEARCH TOPIC; SOCIAL WORKERS AND IDENTIFICATION OF HUMAN TRAFF.docxbrittneyj3
RESEARCH TOPIC; SOCIAL WORKERS AND IDENTIFICATION OF HUMAN TRAFFICKING VICTIMS
PART 1
Role of Theoretical Framework in Qualitative Research
Discussion Post
The theoretical framework informs epistemologies and methodologies in a qualitative study since it is pervasive and influential compared to the methodology alone. It is applied to enhance the understanding of a particular problem or phenomenon (Grant & Osanloo, 2014). These frameworks provide focus and organization to the study, expose meaning, connect the study to the existing dissertation along with identifying the pros and cons of particular research.
Moreover, the methodological approach guides the qualitative study by establishing ideas and approaches to the research. Just as how a house requires a plan before construction, the theoretical framework serves as a blueprint, which provides the structure to the entire dissertation (Baltimore, 2016). Additionally, the choice of theory offers a conceptual background for understanding, analyzing, and designing ways to investigate a particular problem. Therefore, if the well-utilized, theoretical framework can create a tension that produces productive outcomes for the study.
More so, the theoretical framework connects different elements of dissertation/qualitative study, such as providing a brief discussion of the problem, purpose, significance, and research questions in the dissertation. Aligning a theory with these essential components provides an intriguing highlight, which adds weight to levels of knowledge that the study is investigating (Grant & Osanloo, 2014). Similarly, just as how a reliable and robust blueprint to help build a secure home foundation based on the owner’s desire. Therefore, the theoretical framework act as a strong basis for various parts of the dissertation that needs to be developed, in the body of the paper.
Finally, the elevation and foundation blueprints are both critical in a home building analogy. Similarly, theoretical frameworks and their concepts should be applied to be meaningful to the structure of these methodologies and epistemologies relating to the qualitative research.
References
Grant, C., & Osanloo, A. (2014). Understanding, selecting, and integrating a theoretical framework in dissertation research: Creating the blueprint for your “house.” Administrative Issues Journal: Connecting Education, Practice, and Research, 4(2), 12–26.
Laureate Education (Producer). (2016). Theoretical lens and frameworks for qualitative researchers [Video file]. Baltimore, MD: Author. Retrieved from the Walden Library databases.
PART 2
DQ 2: QUALITATIVE RESEARCH ANALYSIS
A brief statement of the purpose and primary research question the article addresses
The goal of the study was to assess whether if social workers could effectively detect sex-trafficked victims amongst their clients. This arises from the fact that social workers play an essential role in evaluating, as well as giving treatment services to s.
Running Head DEPT OF VETERANS AFFAIRS1DEPT OF VETERANS .docxhealdkathaleen
Running Head: DEPT OF VETERANS AFFAIRS
1
DEPT OF VETERANS AFFAIRS
3
Evaluation of the Agency’s Budgeting and Cumulative Report
Lauren Riley
Professor Andre Lee
Public Administration Capstone
December 15, 2019
1. Observations about the success of the agency and areas for improvement.
The first observation is health; the department has done all it can to provide vital services to American veterans, and amongst them is their health. Apart from the physical injury, which most of the veteran’s face, other forms of injury such as traumatic brain injury are quite serious.
The second observation is the benefits programs. Currently, the agency provides benefit programs to injured veterans and their families. These benefits are meant for the upkeep of the soldiers and their dependents. Currently, the agency provides a specific amount of upkeep money to the dependents as per the grievousness of the injury to the veteran or even in the event of a loss of the veteran (Rugen et al., 2015).
The third observation is the access to the national cemeteries for the former military personnel. This has been done in a very seamless manner, and this is meant to ensure that veterans feel part of the American heritage of patriotism and that they are being cherished.
2. Recommendations for improvement
From the first observation, the agency can reach out to veterans in order to assess their well-being in totality. Well-being, in this case, can mean assessing their mental well-being and testing them whether they have a dramatic brain injury that affects their lives after resignation from active service. One of the areas that the agency can improve on includes testing the veterans for post-traumatic stress disorder. Such testing is done with the aim of ensuring that they can better cope with society even after they have resigned from active service.
The agency can improve on this by looking into the education of the dependents. Apart from the monetary benefits, it would be critical for the agency to ensure that the dependents are as successful as when their loved one was alive. However, this needs a rigorous assessment of the cost-benefit analysis of the project as a whole. Such a strategy, according to the works of VA. Office of Public and Intergovernmental Affairs. (2019) goes a long way in ensuring that the loved ones and dependents of the veterans feel part and parcel of the American society in its entirety.
In addition to the third observation, the agency could reach out to the veterans who have resigned from active service. Some of them might not perceive the need to reach out for support, and for this reason, the agency can step in to reach out to them and find out if they need services such as financial aid and health reimbursements. What the agency can do in this case is followed up on the lives of the veterans right after they have resigned from active service. They can also serve as an inspiration to not only the veterans but society as well.
...
Unit 3 - Individual Project (DTM) Diversity Training ManualThis .docxmarilucorr
Unit 3 - Individual Project (DTM) Diversity Training Manual
This is what caused me a low score.
You mentioned the listed segments of the U.S. population, but did not properly analyze the current statistics as well as the recent and forecast trends of all listed segments of the U.S. population (12/20 points). You partially titled Part II correctly, though you did properly identify racial statistics and issues that may cause tensions in a racially-diverse workplace. The assignment required a more thorough analysis of the proactive and reactive measures managers may take to address those issues (3/5 points). You identified the gender mix in the U.S. population and among notable segments of the workforce. You described the essence of the Griggs vs. Duke Power case and its applicability as a case on race to this section of the diversity training manual on gender. You did not properly analyze how a manager may state minimum job requirements legally when hiring (0/5 points), though you did describe how a manager might introduce a new female employee to a department staffed entirely by males. You provided evidence of scholarly research and substantial critical thinking (30/40 points), though you did not include an outline and table of contents to satisfy the format requirements and should additionally have offered more written description than just graphics to answer assignment questions (10/20 points). Please be sure to carefully proofread before submitting (15/20 points). Otherwise, you complied with APA Style guidelines.
Running Head: DIVERSITY TRAINING MANUAL 1
DIVERSITY TRAINING MANUAL 3
DTM
February 26, 2016
Abstract
Workforce diversity refers to the similarities as well as the differences that occur among the various employees of an organization in terms of the cultural background, age, religion, race, ethnicity or even gender (Woodward, Vongswasdi & More, 2015). In the various occupations and offices, people present different aspects in terms of their gender, their ethnicity, their religion or even age and hence the reason diversity makes the workforce heterogeneous. In the current setting, it is important that every organization take into consideration the issues of diversity since failure to address this, workforce strife can occur. This paper presents a comprehensive training manual on issues of diversity. The forms of discrimination addressed in the paper are such as religion, gender, age as well as ethnicity. It is clear that understanding the changing general population and the legislations that cover such issues is crucial. The need for being sensitive to the differing customs and values as well as the legislations affecting them is presented as an important aspect of addressing diversity discrimination in this paper.
Diversity Training Manual: Part 1
Company’s Background Information
The organization in question is one that has been in existence for quite some time. It is an organization led by the CEO and under the ...
1. Running head: LITERATURE REVIEW 1
How Disclosing the Need for Accommodations for Individuals with Mental Health Disabilities
Impacts Employment Success
Amy Knight
Concordia University, St. Paul, HRG 550
Professor Jena Klein
November 14, 2016
2. LITERATURE REVIEW 2
Abstract
Whether or not an individual with mental health disabilities discloses the need for
accommodations could substantially impact that individual’s employment success. In a
centralizing review of articles written between 2007 and 2016, an account of how the American
with Disabilities Act Amendments Act has driven this discussion is examined. Even further, an
exploration of whether or not it is advantageous for individuals with mental health disabilities to
disclose a need for workplace accommodations is provided. First, the American with Disabilities
Act Amendments Act is defined, followed by a synopsis of research approaches and the
credibility of the sources. A report summarizing a review of the literature’s findings as it
pertains to organizational culture and the influences driving whether or not employees with
mental health disabilities choose to disclose the need for workplace accommodations is also
included. This report demonstrates themes that have emerged from the literature review. The
objectives of the studies are also provided. The analysis concludes with an overall summary of
the findings.
Keywords: American with Disabilities Amendments Act, accommodations, disability,
employment, organizational culture, support
3. LITERATURE REVIEW 3
Disclosing whether or not individuals with mental disabilities should disclose the need
for workplace accommodations is a difficult decision wrought with consequence, potentially
positive or negative. Disclosing the need for accommodations is driven and determined by a
number of factors, ranging from receipt of personal and professional supports to how socialized
the person with disabilities may be. The culture of the organization where the individual with
mental health disabilities works or seeks to work also plays a significant role in whether or not a
request for accommodations takes place.
With the implementation of the American with Disabilities Act Amendments Act
(ADAAA) in 2008, there has been evidence of organizational culture shifts embracing the need
to accommodate individuals in the workplace. The ADAAA planted the seed in employers of an
obligation to attempt to satisfy accommodation requests. For employees with mental health
disabilities, recognizing where an organization’s mission and values fall as they relate to
ADAAA requirements may be advantageous. An aligned organizational culture could positively
impact an individual’s willingness to disclose the need for accommodations, as well as ensure
that the receipt of those accommodations are met in the hope of obtaining long term employment
success. Consequently, determining how significant disclosing the need for accommodations is
in an effort for individuals with mental health disabilities to obtain supportive employment is
essential.
In an attempt to obtain discovery and research this topic more thoroughly, scholarly and
peer reviewed articles were reviewed. These articles were written between 2007 and 2016.
Research approaches for the basis of these articles consisted of multiple methods including
longitudinal multisite demonstration projects funded by the U.S. Department of Health and
Human Services Substance Abuse and Mental Health Services Administration (Chow &
4. LITERATURE REVIEW 4
Cichocki, 2016, p. 172). Other research approaches included national cross-sectional surveys
administered electronically, chi-square distribution analysis, confirmatory factor analysis,
sociodemographic questionnaires, survival analysis, in-depth interviews, informal and purposeful
informational meetings, qualitative studies using focus groups, and the job demand-control
model (Punch, 2016).
One funding source included a grant by the National Institute on Disability Rehabilitation
Research of the U.S. Department of Education (Linden & Milchus, 2014). A grant from the
Canadian Institutes of Health Research to study work accommodations and natural supports for
maintaining employment was also provided (Corbiere et al., 2014). Furthermore, studies were
conducted at the School of Government, University of North Carolina at Chapel Hill and the
Department of Justice Studies at Appalachian State University, Boone, North Carolina (Bradbury
& Jacobson, 2013).
Based on the declarations of conflicting interests contained throughout the bulk of the
articles reviewed, there is no evidence to support concern for the credibility of the sources.
However, in an article by Benjamin J. Lovett pertaining to testing accommodations under the
ADAAA, Mr. Lovett noted that, “The author has served as an external reviewer for testing
entities considering requests for testing accommodations” (Lovett, 2014, p. 88). With that said,
it appears as though Mr. Lovett may have had a vested interest, which may have resulted in bias,
ultimately impacting the tone of the article.
Common themes of this research include the ADAAA and how it strives to motivate
employers to accommodate employees with disabilities, individuals with mental health
disabilities and others disclosing a need for accommodations, what drives accommodation
5. LITERATURE REVIEW 5
requests, how impactful doing so may be to ensuring successful employment, and the role that
organizational culture plays in setting such a foundation.
In order to examine each theme and supporting points, it is first necessary to define the
ADAAA and show how the aforementioned research demonstrates a correlated impact on
employers and workplace culture. The ADAAA “applies to any non-Governmental employer
with 15 or more employees” (Crosgrove, Fink, Dillion, & Wedding, 2015, p. 42). The goal of
the ADAAA is to prevent discrimination against a qualified applicant or employee based on a
disability (Crosgrove, Fink, Dillion, & Wedding, 2015, p. 42). The ADAAA differs from the
original American with Disabilities Act legislation in that it expands upon the definition of
“regarded as” when it comes to being disabled to include one who is treated as having a
substantially limiting impairment despite whether or not that may in fact be the case (Bradbury
& Jacobson, 2013). The motive of the ADAAA is to establish “both an individual’s right to
protection and an employer’s obligation to provide a reasonable accommodation” (Ledvinka
Rush, 2012, p.78). It is the ADAAA which has set the discussion regarding disclosing the need
for accommodations in the workplace for individuals with mental health disabilities in motion.
Disclosing the need for accommodations is a complex issue. According to Chow &
Cichocki, “individuals with psychiatric disabilities are more likely than those without to
experience adverse labor market outcomes” (2016, p. 172). A trend throughout this article
review shows that reasonable job accommodations can help substantially alleviate barriers to
employment. However, there are factors that determine whether or not individuals with mental
health disabilities are willing to disclose a need for workplace accommodations.
Corbiere, et al., attempt to demonstrate how natural supports contribute to job tenure.
Natural supports may include employment services, family, and friends (2014, p. 90). Other
6. LITERATURE REVIEW 6
factors that contribute to whether or not a person with mental health disabilities is likely to
disclose the need for workplace accommodations may include age, self-esteem, and the type of
employment being pursued, namely that it is a good person-environment fit (Corbiere, et al.,
2014, p. 90). However, according to Chow & Cichocki, “little is known about the factors
associated with the request for reasonable job accommodations among those with serious
psychiatric disabilities” (2016, p. 172). Based on research, the surface is just starting to be
scratched regarding the factors that contribute to whether or not accommodations in the
workplace for individuals with mental health disabilities are adequately being pursued.
Not only is there a question of whether or not accommodations are being pursued, but
another area of study includes how impactful those accommodation requests actually are. Much
of this success is determined by an employer’s willingness to accommodate and whether or not
the workplace culture embraces a diverse, inclusive workforce. Corbiere, et al., point out that
supervisors and coworkers are a key factor as to how successful accommodation requests can be,
particularly in how they respond to individuals with mental health disabilities in the workplace
(2014, p. 91). The trend in the research shows that employers have been apprehensive to
accommodate due to concerns of the financial impact and burden that it can have on an
organization. Chow & Cichocki notes that “we have a long path ahead toward achieving full
employment for individuals with serious psychiatric disabilities” (2016, p. 173).
Even though there are stigmas in the workplace associated with the need for
accommodating individuals with mental health disabilities, research shows that it may actually
be advantageous for individuals with mental health disabilities to disclose their need for
accommodations. However, of the studies that have been conducted, it has not been clarified if
disclosure has been deliberate or accidental. In other words, it is rarely clear if the disclosure for
7. LITERATURE REVIEW 7
accommodations comes from the employee with disabilities, an employment specialist, someone
else from that individual’s support network like a family member, or if the employer came to the
conclusion on their own through employee observation (Chow & Cichocki, (2016, 174).
Furthermore, according to Corbiere, et. al., “Correlation results showed that disclosure was
significantly related to the number of work accommodations and natural supports available in the
workplace” (2014, p. 90). Hence, the full circle is represented pertaining to how natural supports
and organizational culture can directly impact whether or not a person with mental health
disabilities will disclose the need for accommodations.
In examining how significant organizational culture is in determining whether or not
disclosure of the need for mental health accommodations in the workplace is eminent, it is
important to disclose employment statistics of individuals with mental health disabilities in the
workplace. Corbiere, et. al., observed that “Job tenure for people with a severe mental disorder
is often brief, with studies showing that nearly half of all clients leaving or losing their supported
employment positions within 6 months” (2014, p. 90). There are many obstacles that individuals
with mental health disabilities face in the effort to obtain and maintain employment. According
to Sandra Kopit Cohen, there is a “complex interweaving of legal, psychiatric, emotional, and
social considerations in the study of work and disability” (2011, p. 441). Employers who
recognize these challenges and are dedicated to implementing an interactive process focused on
providing the necessary tools to instill employment success despite these challenges will assist in
the endeavor of overcoming them.
In identifying the common themes that are strung throughout this literature review, it is
pertinent to point out the objectives of these studies. Doing so will provide even further evidence
of the cohesion that has become evident surrounding this review. One objective noted was to
8. LITERATURE REVIEW 8
“develop and validate a new measure to describe work accommodations and natural supports
available in the workplace and to determine which of them are significantly related to job tenure”
(Corbiere, et, al., 2014, p. 90). Another objective included advancing “our knowledge of the
factors that influence the decision of individuals with serious mental health disabilities to seek
accommodation in the work environment” (Chow & Cichocki, 2016, p. 172). Further, four of
the reviewed articles examine the impact that the ADAAA has on the execution of
accommodations in the workplace. Discussed are how the ADAAA motivates diversity through
legislation designed to embrace diversity and the ramifications associated with not complying.
One article even goes so far as to include U.S. Supreme Court cases as evidence of how the
ADAAA may be advantageous to employees with disabilities and adversely impact employers
(Rozalski, Katsiyannis, Ryan, Collins, & Stewart, 2010). Examples of cases like this have driven
employers to be more receptive to requests for accommodations by employees.
To recap, the common themes throughout this literature review have included indicators
that are likely to influence whether or not an individual with mental health disabilities discloses
the need for accommodations in the workplace, how an organization’s culture impacts an
individual with mental health disabilities likelihood to disclose, and what role the ADAAA has
played in impacting the culture of organizations in the endeavor to create a more inclusive and
interactive work environment for individuals with disabilities. Indicators contributing to the need
for accommodation disclosure may include if employment supports are provided, the age of the
person with mental health disabilities, if that individual is prone to socialization, and what
natural supports are in place, such as family members or friends for example (Corbiere, et al.,
2014). Peer reviewed, scholarly articles were studied for the purpose of this review. They were
primarily funded by grants and colleges along with one article that was funded by the U.S.
9. LITERATURE REVIEW 9
Department of Health and Human Services Substance Abuse and Mental Health Services
Administration (Chow & Cichocki, 2016). Based on analyzing the funding sources of these
articles, along with the research methods by which the information was obtained, it is concluded
that the sources contained herein are reliable and verifiable. Furthermore, the research conducted
for the purposes of this collective study are some of those mentioned by Easterby-Smith, Thorpe,
& Jackson as being appropriate “for looking at association between variable measured on
category scales” when referring to the chi-square test (2015, p. 269). The chi-square test is one
of the methods that was utilized by Linden and Milchus to compare the distribution analysis of
the use of accommodations for 373 individuals (2014, p. 473).
Determining how significant disclosing the need for accommodations is to the overall
success of individuals with mental health disabilities in the workplace is essential to making a
positive impact on those individuals’ efforts towards long-term employment success. Although
there is a need for more research on this topic, those that have begun to investigate this subject
matter have done a tremendous job of determining what factors may contribute to whether or not
the need for accommodations is being disclosed by individuals with mental health disabilities
and how that may lead to overall employment success. Understanding how the ADAAA has
contributed to this nationwide culture shift within organizations and has influenced the supports
that have been put in place to assist in these interactive endeavors can help further set the stage
of truly inclusive and diverse workplaces moving forward. The foundation has been set to
encourage others to carry the torch further by closing the gaps on how the disclosure for the need
of accommodations has impacted the overall success of those who have requested and received
them. Further research is needed to determine whether or not those requests came directly from
the individuals with mental health disabilities or if supports such as family, friends, employment
10. LITERATURE REVIEW 10
services, and observant employers, or a combination thereof, played a role in making the receipt
of those accommodations and their success a reality. By determining this, we will be one step
closer to manifesting the dream that the American with Disabilities Act Amendments Act set out
to achieve in the first place.
11. LITERATURE REVIEW 11
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