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https://link.springer.com/content/pdf/10.1057%2Fjors.1974.92.pdf

The Nature of Managerial Work

Part 1 Introduction and overview: what do we mean by work?. Part 2 The sociology of work, employment and unemployment: housework theories of waged work and the economy industrialisation, work and occupation technology and the worker the experience of work unemployment and leisure. Part 3 Statistical data and documentary readings: statistical data documentary readings. Index.

Work and unemployment

Derived from the concept of neurodiversity, neurodivergence is an umbrella term for various conditions such as Autism-Spectrum Disorder (ASD), Attention-Deficit/Hyperactivity Disorder (ADD/ADHD), Dyslexia, or Dyspraxia, which affect approximately 22% of the population. Sensory difficulties and overload are a common symptom. The provision of physical workplace adjustments for neurodivergent workers, such as workplace design solutions, has become popular in practice, yet their utility remains unsubstantiated. This review evaluates the evidence for physical workplace adjustments and their link to occupational longevity, performance and health/well-being in neurodivergent workers. A systematic review (PRISMA guidelines) of studies published in English between 2000 and 2021 focused on these inclusion criteria: adult office workers clinically considered neurodiverse, their families, colleagues, employers, experts and vocational programme staff; at least one physical workplace adjustment; and all types of empirical study designs. The theoretical framing was based on the ecological model of person–environment fit supplemented by the International Classification of Functioning, (ICF) disability and health and environmental stress theory. Quality assessment and data synthesis were undertaken. Of the 319 studies identified, 20 met the eligibility criteria; the majority addressed ASD. Most studies described a combination of adjustments to address different environmental stimuli. The most frequent adjustments addressed sound distractions (e.g. single-person offices) and light sensitivity (e.g. light control), which were related to occupational longevity, performance and health/well-being. A range of other adjustments addressed aspects such as environmental control, crowding or decompression rooms. There is insufficient evidence to fully evaluate the usefulness of adjustments, partially due to methodological shortcomings. Despite the variety of challenges with the sensory physical environment acknowledged in the literature for neurodivergent conditions, there is a paucity of evidence. Given the potential of physical adjustments to improve work and health outcomes, we highlight the necessity for more theoretically driven and methodologically sound research. 

/pdf/physical-workplace-adjustments-to-support-neurodivergent-1tvk9qrd.pdf

Physical Workplace Adjustments to Support Neurodivergent Workers: A Systematic Review

This Article contends that workplace accommodations should be predicated on need or effectiveness instead of group identity status. It proposes that, in principle, “accommodating every body” be achieved by extending Americans with Disabilities Act type reasonable accommodation to all work-capable members of the general population for whom accommodation is necessary to enable their ability to work. Doing so shifts the focus of accommodation disputes from the contentious identity-based contours of “disabled” plaintiffs to the core issue of alleged discrimination. This proposal likewise avoids current problems associated with excluding “unworthy” individuals from employment opportunity — people whose functional capacity does not comply with prevailing workforce design and organizational presumptions — and who therefore require accommodation. Adopting this proposal also responds to growing demands to extend the length of time people remain at work by enhancing employment opportunities for aging individuals still capable of contributing on the job. Provision of accommodations for age-related alteration of functionality, when the accommodations are effective, is reasonably prescribed because it is in everyone’s interest to retain maximum capabilities as they grow older, whether or not they also possess identity-based characteristics sufficient to constitute a “disability” under the ADA.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID2325673_code493498.pdf?abstractid=2315271&mirid=1

Accommodating Every Body

Strategies for Reducing Employee Turnover in Retail Outlets by Dewayne Wilson MBA, Strayer University, 2013 BS, Strayer University, 2010 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2018 Abstract Employee turnover in the retail industry is costly, difficult, and problematic, affecting organizational wages, benefits, and schedules in relation to serving clients, customers, and stakeholders. The purpose of this multiple case study was to explore effective strategies used by retail store owners in the southeastern region of the United States to reduce employee turnover. The target population was 6 successful business owners of 6Employee turnover in the retail industry is costly, difficult, and problematic, affecting organizational wages, benefits, and schedules in relation to serving clients, customers, and stakeholders. The purpose of this multiple case study was to explore effective strategies used by retail store owners in the southeastern region of the United States to reduce employee turnover. The target population was 6 successful business owners of 6 small retail businesses in the southeastern United States who had effectively reduced employee turnover. The conceptual framework for this study was the Herzberg 2-factor theory related to workplace job satisfaction. Data were collected through face-to-face, semistructured interviews and review of archival company documents related to employee turnover. Data were coded, analyzed into themes using Yin’s 5-step method, triangulated, and validated by member checking to strengthen the credibility of the analyses. Three themes emerged: effective communication, supportive leadership, and competitive compensation reduced employee turnover. The implications for positive social change include the potential to provide leaders with effective strategies to reduce employee turnover, leading to reductions in unemployment, stabilization of communities, and improvements to the human and social conditions outside the workplace. Strategies for Reducing Employee Turnover in Retail Outlets by Dewayne Wilson MBA, Strayer University, 2013 BS, Strayer University, 2010 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2018 Dedication Notably, I dedicate this doctoral study to God Almighty and Jesus Christ; without them, this study would not be possible. I would like to personally thank my family and friends because without them I would not be the person I am today. I also want to thank my classmates for supporting me during my doctoral studies. I dedicate this doctoral study to my past and present teachers, instructors, mentors, coaches, trainers, professors, and educators. I hope my achievement will inspire others. I am poised that I am setting an example of personal growth for future generations. You all have been extremely valuable to my life. I thank you, thank you, and thank you with all my heart. Acknowledgments First and foremost, I give immense acknowledgment to my lord and savior. This has been a very difficult challenge and without God and Jesus, my accomplishment would not be possible. With more than a profound appreciation, I would like to thank my study chair, Dr. Ronald Black for providing personal guidance, coaching, and effective leadership throughout the dissertation process. I would also like to take the time to thank Dr. Ify Diala, Dr. Jesse Boyd, Dr. Rocky Dwyer, Dr. Irene Williams, and Dr. Reginald Taylor. Each of you has provided me with unlimited tutelage to be the most successful doctor I can be. I cannot thank you enough for your patience and support along the way. I would like to thank all the participants for their time and valuable information during the interview process in this study. I want to thank my classmates for their support and understanding throughout this process. I thank you for your constructive criticisms and contributions which helped me see things from different perspectives. I would like to thank family and friends who supported and believed in me throughout this endeavor. I personally thank Kimberly Weatherspoon, Keisha Charmale Dickerson, Lontonia Reed, Dr. Delita Johnson, Kimeidra Brown, Kecia Allen-Rodgers, and Candace Nicole Herman. This study is dedicated to my community and I hope it inspire others in our community to achieve the impossible. The last acknowledgment is to Dr. Susan Davis, Director of the Doctor of Business Administration program, for her teaching, leadership,

/pdf/strategies-for-reducing-employee-turnover-in-retail-outlets-1sr32ik2mx.pdf

Strategies for Reducing Employee Turnover in Retail Outlets

Leaders’ Strategies to Support and Accommodate Employees with High-Functioning Autism by Jonathan Elliott Pierce MS, Benedictine University at Springfield, 2010 BBA, Benedictine University at Springfield, 2008 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University February 2018 Abstract Leaders often lack strategies to create supportive and accommodating workplaces that capitalize on the unique skillset of autistic employees. Research has shown that employers benefit from creating supports; however, there is a lack of research on how or why organization leaders provide support and accommodations. The purpose of this descriptive case study was to identify leaders’ strategies for supporting autistic employees. The research question centered on managements’ support and accommodations for employees while capitalizing on their strengths. The conceptual framework included labor process to address management extracting benefits from labor, and resource-based theory to examine gaining a competitive advantage by using rare resources. Purposive sampling was used to select 11 leaders, managers, or frontline supervisors for in-person semistructured interviews from a northern Illinois organization that recruits and hires employees with autism. Other data sources for triangulation included communications, manuals, observations, photos, artifacts, and field notes following Yin’s 5-step analytic model. Eight themes emerged: (a) advocating for self and others; (b) mission, vision, values, and social responsibility; (c) autism challenges; (d) nonphysical support; (e) physical accommodations; (f) policies, procedures, and funding; (g) support personnel; and (h) unique skillset. The results encompass a mission-driven approach to support and accommodation. This study contributes to social change by demonstrating how managers can use disabled employees and assist them in becoming productive members in the workplace and society, while gaining a feeling of self-worth, dignity, and independence. This reduces the burden on taxpayers for care.Leaders often lack strategies to create supportive and accommodating workplaces that capitalize on the unique skillset of autistic employees. Research has shown that employers benefit from creating supports; however, there is a lack of research on how or why organization leaders provide support and accommodations. The purpose of this descriptive case study was to identify leaders’ strategies for supporting autistic employees. The research question centered on managements’ support and accommodations for employees while capitalizing on their strengths. The conceptual framework included labor process to address management extracting benefits from labor, and resource-based theory to examine gaining a competitive advantage by using rare resources. Purposive sampling was used to select 11 leaders, managers, or frontline supervisors for in-person semistructured interviews from a northern Illinois organization that recruits and hires employees with autism. Other data sources for triangulation included communications, manuals, observations, photos, artifacts, and field notes following Yin’s 5-step analytic model. Eight themes emerged: (a) advocating for self and others; (b) mission, vision, values, and social responsibility; (c) autism challenges; (d) nonphysical support; (e) physical accommodations; (f) policies, procedures, and funding; (g) support personnel; and (h) unique skillset. The results encompass a mission-driven approach to support and accommodation. This study contributes to social change by demonstrating how managers can use disabled employees and assist them in becoming productive members in the workplace and society, while gaining a feeling of self-worth, dignity, and independence. This reduces the burden on taxpayers for care. Leaders’ Strategies to Support and Accommodate Employees with High-Functioning Autism by Jonathan Elliott Pierce MS, Benedictine University at Springfield, 2010 BBA, Benedictine University at Springfield, 2008 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University February 2018 Dedication I dedicate this doctoral study to my God, Lord and Savior, Jesus Christ, who has never left me nor forsaken me. With God’s help and unfailing love, I completed my academic journey, in spite of all life’s challenges that occurred during this time. I dedicate this doctoral study to my wife Mary who was my inspiration for this study. I was successful only because of her sacrifice and patience. I also dedicate this study to my son David, daughter-in-law Meghan, daughter Laura, and daughter Claire. My academic journey would not have been possible without your support, encouragement, sacrifice, prayers, and patience. I also dedicate this study to my wonderful grandchildren; may you be filled with the wonder of learning. I also dedicate this study to my father Floyd and mother Helen, whose tireless daily prayers supported me at times when I did not even know they were praying for me. I also dedicate this study in memory of my father-in-law John who passed away 2 years ago and to my mother-in-law Nancy who just passed away at the end of December of 2017, for their kindness and love toward me. I would also like to thank my bother-in-law Ken and sisterin-law Sarah for their prayers and support. I would also like to thank my friends John and Susan, Eric and Karen, who provided moral support and encouragement. I am so appreciative of all your care and concern for me during my academic journey. Acknowledgments I want to acknowledge and thank my committee members, chair Dr. Donna Brown, second committee member Dr. Patricia Fusch, and university research reviewer Dr. Mohammad Sharifzadeh. In particular, I want to thank Dr. Brown for believing in me, supporting my topic, and for encouraging me to press on during times when I wanted to give up. Your tireless encouragement and rigorous direction made it possible for me to press on beyond my ability. I appreciate your dedication and hard work as you guided me through this important study. I also would like to thank the leaders, managers, and frontline supervisors of the case study organization who took part in my study for their willingness to engage in the study and take time out of their busy schedules. Thank you for paving the way in our nation as the sole organization whose foundation and core mission focuses on hiring, supporting, and accommodating employees with autism.

/pdf/leaders-strategies-to-support-and-accommodate-employees-with-2p2r9cpepf.pdf

Leaders' Strategies to Support and Accommodate Employees with High-Functioning Autism

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Leaders' Strategies to Support and Accommodate Employees with High-Functioning Autism