There are two main theories that we found, which are suitable to apply to the companies that we explained regarding the ways they make disabled workers work easier and maintaining their psychological well-being.
These theories are: Maslow’s Hierarchy of Needs and also self-efficacy. For Maslow’s Hierarchy of Needs, we will be focusing on belonging and esteem needs. Maslow’s Hierarchy of needs, is a model of hierarchy of needs that determine a person’s motivation based on their fulfilled needs. In the case of Lloyds TSB’s, IBM’s and also Merck’s disabled employees, belonging needs is fulfilled.Every human being has the desire to belong to something and being recognized. Since these companies provide equal opportunities, disabled employees are able to feel that they are recognized as a part of the companies by receiving rewards by having the same opportunities to show off their talents and use the talents to achieve company’s tasks or goals. Moreover, Lloyds TSB and IBM provide supporting networks for the disabled employees. By doing so, disabled employees are able to come together and share their point of views and issue in their work place and also at home.
This create a sense of belonging to the disabled workers by forming an identity that belongs to a particular social group, thus, increasing their self-esteem and also self-confident. After belonging needs are fulfilled, the desire for esteem needs arise. People want the sense of recognition in things that they did in order to feel satisfied and have the sense of accomplishment. Abraham Maslow identified 2 types of esteem needs, which are lower esteem needs and higher esteem needs. For fulfilling lower esteem needs, the desire for higher esteem needs would develop in the long-run after lower esteem needs are fulfilled.
When a person’s work has been recognized and praised, that person would be motivated to deliver more positive results. In the long-run, the recognition of work serve as an intrinsic motivation that makes that person move on and deliver more positive outcome. The internal state of motivation also comes in the form of self-recognition, which is a higher esteem that knowing what kind of tasks a person can achieve. This internal state of motivation – higher esteem, also applies to disabled workers.Since disabled workers are exposed to a working environment that allows themselves to explore their talents freely, the intrinsic motivation is important for them to work in the long-run. This internal state of higher esteem needs would develop after the lower esteem needs are fulfilled.
After a disabled worker has been praised about his or her good work, in the long-run, that disabled worker would have self-esteem – the higher esteem that knowing what he or she can do. This higher esteem is fulfilled after that particular person knowing how to self-respect, develop self-esteem, and also be competent.On the other hand, after the belonging needs and esteem needs are fulfilled, self-efficacy would develop. Self-efficacy is known as one’s belief in one’s ability to succeed in specific situations. The concept is to emphasize the role of observational learning and also social experiences that lead to self-efficacy. An individual’s actions and reaction in almost every situation is influenced by the actions which that individual has observed in others. In the case of Lloyd TSB, IBM, and also Merck & Co. , disabled workers, higher esteem needs are fulfilled in certain extend.
After fulfilling this self-esteem, the disabled workers would realize that in certain situations, their skills would be exploiting to the fullest and achieve a particular goals. For the case of visual impaired workers, since self-efficacy emphasis about observational learning and social experiences, visually impaired workers can also achieve self-efficacy once they are aware of what is going on around them and through working experiences. Thus, self-efficacy is developed from external experiences and self- perception and is influential in determining the outcome of many events.ConclusionPeople often overlook that disability is a part of diversity and inclusion process for a company rather than focuses on gender and ethnicity. Every human has talents despite of their appearance, and in the case of disabled people, they are talented in their own ways.
A company can include disabled people into their workforce so that a pool of talents is explored and not wasted. Companies should improve their working environment to enable disabled workers to improve and work more efficiently compared to other workers.Moreover, companies should also provide training for disabled workers, just like Lloyds TSB, IBM and Merck & Co., these companies provide training for disabled employees and make sure they realized and explore their talents rather than looking at themselves as disabled and a burden to the society. Since workers’ well-being is important in order to maintain job satisfaction, companies should also provide a supporting network especially for disabled workers to support each other and coach each other. By setting up these supporting networks, disabled employees are able to have that sense of belonging to a particular social group, thus knowing that the companies care about them and acknowledge them as a part of the companies.All these changes for disabled workers would eventually helps a company to grow further and beyond expectations.
Other than earning profits, reputation and trust among workers are built due to fairness of the company to its employees. Last but not least, most importantly, we agreed with the changes that those companies made (Lloyds TSB, IBM and Merck & Co. ), they are the role models for providing the right environment and atmosphere for disabled people to find meanings and explore their skills and talents in the industrial and organization world, that we think any other companies should follow.