Equal Employment for the Physically Challenged Employees in Atlanta Dissertation or Thesis Complete

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Economic Motivators for Employers on Employment Rates for People With Disabilities in Atlanta

Qualitative Research

Quantitative Research

Definition of Disability

Statistics for Individuals with Disabilities

Effects Of ADA On Persons With Disabilities

Economic Motivators for Employers Hiring People with Disabilities

Factors Affecting Economic Motivators for Employers

Lack of Information and Knowledge Regarding Economic Motivators

Misconception about Individuals with Disabilities

Inaccessible Hiring Strategies

Conflicts with Existing Programs

Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs

Unemployment Among People with Disabilities

Summary

Conclusion

CHAPTER III: METHODOLOGY

Introduction

Qualitative Research

Quantitative Research

Research Design

Variables

Selection of Participants

Complete description of the Research Participants

Type of Sampling

Instrumentation 50

Reliability 52

Validity 53

Appropriateness/rationale for use in the study 53

Ethical Consideration 54

Data Analysis 55

Qualitative Research Analysis 55

Quantitative Research Analysis 57

The Researcher's Role 58

Credibility 58

Dependability 58

Transferability 58

Conformability 59

Conclusion 59

CHAPTER IV: ANALYSIS 60

Introduction 60

Restatement of Study Purpose 60

Demographic Information of Study Sample 61

Section 2: The Primary, Secondary and Third Themes for Each Research Question 61

Section 3: Triangulation and Convergence, Corroboration, Correspondence of Qualitative and Quantitative Data 62

Qualitative Findings 63

Survey and Verbatim Responses to Interview Questions for the 4 Qualitative Research Questions 63

Quantitative Findings 65

Descriptive Statistics 65

Display Data 65

Mean 71

Standard Deviation 72

Analysis 73

Charts 75

Tables 84

Inferential Statistics 85

Hypothesis testing 85

Results 86

Discussion 89

Interpretation of results 89

Summary 90

CHAPTER V: DISCUSSIONS, CONCLUSIONS, AND RECOMMENDATIONS 93

Introduction 93

Summary of Previous Chapters 94

Summary of Findings 96

Discussion 97

Analysis of the Findings 98

Comparison with Literature Review 98

Addition to Literature Review 99

Limitations 100

Recommendations 101

Increased Awareness 101

Job Hiring Training 101

Role of the Leader 102

Awareness amongst the Disabled 103

Follow-up Studies 103

Conclusion 104

REFERENCES 106

CHAPTER I: THE PROBLEM

Introduction

According to U.S. statistics, about one out of every five people in Atlanta are disabled and one out of every three are completely disabled. During the principal employable years, 70% of people in Atlanta without disability have employment or a corporate equated with 67% of those with a less infirmity and 30% of those whose disability is bad (Bagenstos, 2010). The occupation rate of persons with infirmities remained constant in the 1980s in spite of a steady economy and effective landmark statute. With the enactment of the Americans with Disabilities Act (ADA), the physically challenged people were free from any victimization. Today, the employment rate for persons with disabilities is still improving (Bagenstos, 2010). The unemployed rate of persons with disabilities is a major factor that determines the economic status of a nation.

According to Budget (2005), every year, the local governments in Atlanta spend more resources to sustain persons with disabilities than it uses to assist them acquire employment opportunities and the low-slung work rate of persons with disabilities assumption is that it will cost Atlanta's budget more than $2,500 billion per annum. Several individuals in Atlanta have debated that the ADA has had the conflict of its proposed outcome and really dispirited the hiring of persons with incapacities. The outlook that human resource specialists have towards the ADA and what human resource experts believe are the finest ways to recover the hiring of persons with disabilities. The effort corporations put into employing persons with disabilities is what this research handles. It provides an awareness of the causes and ways of solving the problems in Atlanta (Budget, 2005).

Problem Background

According to Organization for Economic Co-operation and Development (OECD), (2010) human resource experts' familiarity differs considerably for the different employer incentives for employing persons with disabilities. They, however, know a lot regarding the Veterans Job Training Act, Welfare-to-Work Tax Credit, and the Work Opportunity Tax Credit. This is why they have less information regarding the disabled. The size of the corporate also determines the information they have in regard to disability and the employers incentives. Small organizations prefer to maintain a low profile and avoid employing a disabled person. Most organizations do not involve themselves with the employers' incentives because they simply do not distinguish the advantage of it. They blame the local government of Atlanta for not giving quality incentives in order to motivate the organizations to employ disabled people.

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According to OECD (2003), the government should increase the incentives in order to attract more organizations including small firms. Top global companies also contribute to the low rate of unemployment of the persons with disabilities. The control big market shares enjoy the benefit of strong competitive advantage and qualified personnel. They should lead by example by increasing the rate of employment of the persons with disabilities. In essence, they became role models for their subordinate staffs and other emerging companies. This study proposes that economic incentives from employer's rates for people with disabilities are unfamiliar to HR specialists and most corporations.

Improved use of economic motivators and the enhancement of the employment rate for persons with disabilities possibly transpire if there is efficiency in the distribution of economic incentives (Roessler, 2002). Improving the hiring of persons with disabilities is not just through the availability of Atlanta's incentive plans; announcement of these plans must be flawless and operative. For instance, HR specialists to identify the necessity for top management and show the rest the way out and tell them the importance of ethics.

According to OECD (2012), improving the hiring of persons with disabilities involves forming a friendly atmosphere. This does not mean firms have to suffer large expenses for equitable adjustments. Most adjustments often purpose to improve the rate of employment for the disabled persons and are less costly. Even though creating employment opportunities for persons with disabilities is essential, the organization must ensure that these people enjoy equity and all other health and employment benefits. This involves aggregating the compassion and awareness of all workers towards those with disabilities. Human resource specialists in this study also indicated that firms in Atlanta employ a very small effort to recruit persons with disabilities. Increasing employing efforts to influence foundations of qualified persons with disabilities will escalate the chance to work (OECD, 2012).

Many firms are available to support employers and HR specialists in gaining access to the talented persons. The ADA has had a diversifying influence on the work of persons with disabilities in Atlanta. On the one hand, it has formed the need for firms to ponder competent persons with disabilities for work. HR specialists come to a consensus that the ADA did have an affirmative influence on hiring persons with disabilities. Generally, the ADA has formed an insight that firms may suffer legal defies if they fail to employ persons with disabilities. HR specialists must come into consensus with the actualities of the regulations, but pledge fears with facts.

According to UNECE Ministries Conference on Ageing (2008) current research on disability regulation cases revealed that, 85% of the resolutions were satisfactory to the employer, from either immediate verdict or the benefits of the situation. Furthermore, later Supreme Court cases have advanced explanations on intricate law, making it simpler for HR specialists apply it in their firms. It will necessitate many tactics and the resourcefulness and sponsorship of top organization and HR specialists in Atlanta. In view of this, are employer motivators increasing employment rates for people with disabilities? With the efforts of economic motivators are employers taking advantage of incentives accessible to them when they hire persons with disabilities?

Purpose of the Study

The government is making possible in persuading organizations to incorporate persons with disabilities in their work environments. As OECD (2003) asserts, regardless of the enactment of the Americans with Disabilities Act, there is still a high rate of unemployment for people with disabilities. The Society for Human Resource Management (SHRM) in partnership with the, University of Texas at San Antonio (UTSA), Cerebral Palsy Research Foundation (CPRF) and Wichita State University (WSU) together conducted a research to get information on the reduced recruitment rate for persons with disabilities. The principal emphasis of the research was to find out how familiar employers are concerning various state incentives for hiring persons with disabilities.

The purpose of this Mixed study was to examine Economic Motivators for Employers on Employment Rates for People with Disabilities in Atlanta. Moreover, the study sought to find out how many firms really appreciate employer incentives and who in the firms make policies about implementing them. A minor focus of the research was to evaluate employers' outlooks and sentiments concerning the effect of the ADA on the hiring of persons.....

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