Disability Politics and the Disability Movement in Britain

¶ … Census Bureau in the United States, there are about 54 million Americans that have some sort of disability. Out of these persons, 26 million persons have a severe disability. While employment rates are concerned, it should be seen that 82% of the people in America without a disability have a job or some sort of business. Keeping this in mind, it should be seen that the employment rate of individuals with disabilities has not improved since the 1990s when the ADA was passed.

Even though the economy was gotten better since that time, employment still hasn't improved. Now with the economy in a decline and inflation going up, there is an urgent need for disabled people to be employed so that they can better take care of themselves. In this part of the paper we shall be discussing the results that were obtained with respect to the research questions that were laid down in the study design section of the paper.

The responses of respondents to each question and therefore the findings obtained as a part of the research through these questions shall be brought into limelight one after another (Bryman, 2012). This study made use of both a survey and questionnaire. Restatement of Study Purpose The major purpose of the study as mentioned before is to look over and analyze the firms that appreciate the presence of employee motivators.

Another objective therefore is to discover the number of firms that follow and actually implement relevant policies towards reduction of unemployment among persons with disability. The research tools used in the study consisted of interviews, questionnaires and evaluation of the existing literature that is present about the topic. The mixed research design was used so that answers to the research questions could be obtained in a more comprehensive manner. The data was obtained by making use of interview questions in a questionnaire.

There were a couple of open-ended questions that the respondents had to answer. The aim of this questionnaire was to record the candid thought of 50 respondents that were made a part of this study. The employer's size ranged from 15-200 for small to midsize employers in metro Atlanta. Demographic Information of Study Sample The study sample was chosen by the designation and job description of the participants. There was no preference over a certain age or gender while considering the study sample.

In every district, the sample consisted of HR specialists in major companies, disability advocates, normal employees and persons with disabilities. The numbers of employees who had a disability and did not have a disability were equal in the study. Considering how everyone was of the working age, the demographic profile of the sample appears to be more than 25 and less than 60. There is an almost equal number of men and women in this study sample. All the participants belonged to Atlanta city but to different districts within the city.

Research Questions 1. What level of knowledge do senior managers have pertaining to employer motivators for employing persons with disabilities? Out of 50 respondents, seven were of the view that the senior managers do have sufficient knowledge of economic motivators for employing people who have physical disabilities. 35 respondents were of the view that the senior managers did not possess sufficient knowledge about the economic motivators with respect to people with abilities.

8 respondents were seen to be uncertain about this situation as to whether incentives or economic motivators for hiring people with disabilities had a role to play and were of the view that they believed that if they had more knowledge about this matter, it would be helpful for them. 2. How much are employer motivators for hiring individuals with disabilities used in organizations? As far as this question is concerned, the responses of the employers were seen to be quite varied.

25 respondents were of the view that the desire for the government to remain focused on the small sized companies pertaining to economic incentives was mainly because they lacked more in resources as compared to the bigger ones. 10 out of the 50 respondents stated that it is dependent on the size of the business as to whether the employer can accommodate people with physical disabilities.

They said that it was hard to imagine being able to offer a person with physical disabilities a job that was based on many hours if the organization was a small sized one. 15 employers were of the view that their organization does not have sufficient information about the hiring people with physical disabilities since they do not feel the need to explore in this matter. They further said that the organizations will not look into this situation unless they are faced with it. 3.

What do senior managers believe are the most effective recommendations for improving the employment of persons with disabilities? 20 out of the 50 respondents were of the view that their organization was lacking on many fronts. They felt that they did not have the information that they required with respect to employment of the people with physical disabilities. 10 respondents believed that they desired information based on reasonable accommodations as well as unreasonable accommodations, rights and responsibilities as an employer and 20 did not respond to this particular question. 4.

How does the American Disabilities Act (ADA) support the employment of individuals with disabilities? 35 out of the 50 respondents were of the view that the American Disabilities Act was an incredible organization that supported the employment of people with physical disabilities. 5 out of these respondents maintained a neutral stance, whereas 8 were not sure whether or not they support ASA and 2 of the respondents did not have any knowledge about this organization. The aforementioned were the qualitative questions that were asked from the respondents in the form of interviews.

As it has been stated above, the responses to these questions revealed the candid thoughts of the employers. The quantitative questions were asked through the research survey and the responses were then quantified in terms of x, which was the main result of the particular question and the standard deviation that was calculated for that value. The demographics were different from the interview questions. The sample for this study was based on 73 surveys.

300 surveys were mailed and distributed to the small and medium businesses that are based in metro Atlanta, Georgia. Out of these 300 surveys, only 73 of them returned for evaluation, which implies that the return rate was calculated to be 24%. According to the results of the survey, the x (which us basically the p value) value was found to 1.602 for the first question that was about the awareness of the employers about the legislation exists pertaining to the employment of the people with physical disabilities.

The standard deviation to the x value was calculated to be 0.492. The responses showed that 40 (29 respondents) percent of the respondents were aware of the legislation, meanwhile 60(44 respondents) percent were not. In response to the question that asked whether or not any organization had an employee who became disabled at their workplace, 67 out of 73 replied in negative, meanwhile 6 replied in positive. 92% of the respondents gave their answer as no and 8% gave their answer as yes. The p value calculated for this question as 1.917 and the standard deviation was 0.276.

When asked pertaining to the awareness of the Rehabilitation Act of 1973, the results showed that 56% of the respondents were aware of this Act, meanwhile 44% of them were not. The x value was calculated to be 1.438 with a standard deviation of 0.499. The results showed that 85% of the respondents were aware of the Americans with Disabilities Act of 1990, whereas there were only 15% of the employers that did not have any knowledge about it. The x value calculated for this question was 1.150 with a standard deviation of 0.360.

When asked about the awareness of the employers pertaining to the state and local laws about the employment of people with physical disabilities, 40% of the employers were not aware of these laws. On the other hand, 60% of the employers that took part in the survey claimed that they are aware of it. The x value that was calculated for this question was 1.397, with a standard deviation of 0.492.

45% of the people claimed that they were not aware of the laws that exist pertaining to the termination of an employee with a physical disability, whereas 55% of these people were aware of these laws. According to the results, the x value calculated for this question as 1.452, with a standard deviation of 0.501. The next question that was asked was about the job analysis of the positions that are there within the organization. In response to these questions, the x value was calculated to be 1.575 with a standard deviation of 0.497.

58% of the employers stated that they never went for any kind of job analysis; on the other hand 42% of the respondents were of the view that they had undergone job analysis in their organization. The x value was calculated to be 1.575 and the standard deviation was 0.497. The next question that was asked in the research survey was about the employers having complete description of every position in their organization. According to the results, the x value was calculated to be 1.5 with a standard deviation of 0.503.

49% of the employers claimed that they did have a complete description of every position; meanwhile a same percentage of the respondents answered this question in negative. 1 person chose not to respond to this question. In order to rule out any ambiguity, the respondents that chose to answer this question in positive were asked if the description of the job positions in their organization also mentioned the description pertaining to the physical demands.

In response to this question 31 respondents or 42% of the respondents said yes, meanwhile 38 or 52% of them claimed that their job description did not have a mention of the physical demands and mainly only included educational and environmental demands. When the respondents were asked whether or not they were willing to hire people with physical disabilities, 93% of the respondents claimed that they would. On the other hand, 5% of the respondents said that they will not. 1 person did not respond to this question.

The x value calculated for this question as 1.055 with a standard deviation of 0.230. When the respondents were asked about their application process with respect to its accessibility to individuals that are suffering from visual or any other sensory impairment, only 38% of the respondents stated that they did. 58% of them claimed no. On the other hand, 2 people chose not to respond to this question. The x value calculated for this question was 1.6 with a standard deviation of 0.493.

When the employers were asked if they were equipped in such a way that they would hire a person with physical disability, 58% of the respondents claimed that they were and only 41% of these respondents were of the view that they were not. 1 employer did not respond to this question. According to the results of the question, the x value was calculated to be 1.416 and the standard deviation for this value was 0.496.

When the employers were asked whether not they were aware of the questions that they would expected to answered in the interview, 58% of them claimed that they were and 42% of them claimed that they were not. The x value calculated for this question as 1.242 with a standard deviation of 0.497. The next question was based on the accessibility of the organization or the workplace with respect to the people with physical disabilities. Based on the responses, the x value was calculated to be 1.126 with a standard deviation of 0.355.

The results implied that 85% of the employers said yes and 12% of them said no. 2 of the respondents did not answer this question. For clarification, respondents who answered yes to question thirteen were asked specifically what was accessible in their workplace this included entrance and exits 62 or 85% said yes, workstations 44 or 60% said yes, break rooms 39 or 53% said yes, and restrooms 45 or 62% said yes. The next question was asked about the consideration of job modifications.

According to the results that were obtained, the x value was calculated to be 1.222, with the standard deviation of 0.418. This implied that 77% of the employers answered yes and 22% of them answered no. 1 of the respondents did not answer this question. The employers were then inquired about the provisions or any special arrangements that had been made to accommodate the people with physical disabilities. According to the results obtained, the x value was calculated to be 1.718 with a standard deviation of 0.453.

70% of the respondents answered this question in negative and 30% of them answered this question in positive. 2 people chose not to respond to this question. The next question that was made a part of the research survey was pertaining to the implementation of the steps that are required to remove the identified barriers with respect to employment of the disabled people in the workplaces. According to the results of this survey, the x value calculated for this question was 1.608 with a standard deviation of 0.491.

This implied that 58% of the people answered no whereas 37% of the people responded yes to this question. 4 people chose not to respond to this question. The next question that was found on the survey was related to the fact that whether or not the employers had ensured that all the new procedures and policies were being reviewed so as to make sure that none of the identified or any new employment barriers do not form.

The responses of this question showed that 58% of the people answered this question in negative and 40% of the people answered this question in positive. There were 2 people that did not respond to this question. The x value that was calculated for this question was 1.591 with a standard deviation of 0.495. The employers were then asked whether or not they had any policies that had been stated in their mandate pertaining to the accommodation of people with disabilities.

According to the responses of the employers, the x value was calculated to be 1.791 with a standard deviation of 0.408. The aforementioned values implied that 78% of the employers answered this question as a no and 21% of the employers answered this question in yes. 1 person chose not to respond to this question. The next question was based on the policies that were talked about in the previous question (18). The question was about the policies being communicated to the new as well as the current employees.

The x value calculated for this question as 1.808 with a standard deviation of 0.396. 81% of the respondents answered this question in and only 19% of them answered this question in yes. The employers were then asked whether or not they have made use of the supported employment services. The x value that was calculated for this question was 1.746 and the standard deviation was 0.438. 73% of the respondents answered this question in negative and only 25% of them answered this question in positive. There were another 2 people that chose not to respond to this question.

Next, the employers were asked if they were aware of the services that were provided by the supported employment agencies. The x value that was calculated on the basis of the results of this question was 1.541 with a standard deviation of 0.501. This meant that 45% of the people gave the answer yes, 53% of the people gave the answer no and only 1 person did not give any answer to this question. The employers were then asked about the economic incentives in the next question.

The economic incentives that were talked about in this question were the ones that are provided by the government agencies. According to the results of this question, the x value calculated was 1.638 with a standard deviation of 0.483. 36% of the people claimed that they knew about these incentives and 63% of the people stated that they did not. 1 employer did not respond to this question. Next, the employers were asked about the use of economic incentives in order to hire the people with disabilities.

According to the results that were obtained, it was found out that only 15% of the employers had used it and 84% of them had not. Only 1 person did not respond to this question. The x value calculated for this question was 1.847 and the standard deviation is 0.362. The next question was based on the availability of an in-house specialist who was there to assist in the hiring process and employment of the people with physical disabilities. The x value that was calculated with these results was 1.847 with a standard deviation of 0.362.

The x value is clearly insignificant, as none of the employers said replied in yes to this question. 99% of the respondents gave the answer of this question in negative and 1 person did not reply to this question.

When the employers were asked about their knowledge pertaining to the ADA as well as other employment laws of the disabled people, it was found on a Likert scale that 14% of the people strongly agreed, 29% of the people agreed, 27% of the people were not sure, 18% of the people disagreed and 12% of the people strongly disagreed. The x value calculated for this question was 2.863 with a standard deviation of 1.228.

11% of the employers strongly agreed with the fact that their organization has been able to obtain the relevant information with respect to people with disabilities. 32% agreed with this statement, 30% were not sure, 23% disagreed and 4% strongly disagreed. The x value calculated for this statement was 2.780, which was greatly insignificant and the standard deviation was calculated to be 1.057. 15% of the people strongly agreed that people with disabilities could be effectively accommodated in their companies. 26% of the people agreed with the statement, 25% were not sure, 21% disagreed and 14% strongly disagreed.

The x value was calculated to be 2.917 with a standard deviation of 1.277. 14% of the employers strongly agreed when it was asked whether or not their company has the ability to provide education to other employees about working with physically disabled employees. 32% of the people agreed with the statement, 22% were unsure, 23% disagreed and 10% strongly disagreed. The x value was calculated to be 2.835 with a standard deviation of 1.213.

When it was asked whether the organization has adequate knowledge about the hiring and employing of people with physical disabilities, 14% of the people strongly agreed, 19% agreed, 27% were unsure, 30% disagreed and 10% strongly disagreed with the statement. The x value was calculated to be 3.027 with the standard deviation of 1.201.

Discussion The purpose of this study is to explore the situation of employment of people with disabilities in the light of the legislation of the federal and state governments with respect to rights and economic incentives that need to be given to the individuals that are physically challenged. The stated purpose of this study was achieved through conducting interviews and by circulating the survey questionnaires. In the interviews, 50 employers from metro Atlanta were asked to answer the open ended questions of the interview. Their results were then recorded.

The second part of the research was based on the survey questionnaires, which helped to answer the quantitative questions of the research. There were 29 questions that were mailed to 300 employers in metro Atlanta, out of which only 73 returned the survey questionnaires. The results of the survey questionnaires and interviews were more or less in accordance with the statistics or facts that have been stated in the literature review section of the paper.

Here, we shall particularly be discussing the results with respect to the economic incentives being given to the people with disabilities according to the state agencies and what is actually being implemented (Ashworth et. al, 2001). The main purpose behind the formation of the ADA was to augment the rates of employment of the people with disabilities through the legalization of employment discrimination and rising workplace accessibility.

However, American with Disabilities Act has been confronted with a great deal of criticism mainly because of the lowering rates of employments by increasing the cost of hiring and firing the employees that suffer from physical disabilities because of the possible requirements that could result from the need of accommodation and danger of lawsuits.

It is evident from the section of literature review that the issue of the soaring unemployment rate of people with physical disabilities is stimulated by the unavailability or lack of knowledge and information pertaining to the accessible incentive programs with respect to employers hiring physically disabled individuals (OECD, 2009). On the other hand, the findings of the survey questionnaires and interviews also suggest that many employers are not aware of these economic incentives.

Moreover, if there are some employers that are aware of these incentives they do not have adequate information about it. It has been stated in the review of literature and figured out through the research that most of the employers are not aware of the work incentives programs that are being provided by the federal government all over the country (Berthoud, 1998).

Furthermore, section 102 and other provisions of the American with Disabilities Act, which do not allow the assessment of the health status of an employee, also prohibits the effectiveness of economic incentives for employers hiring individuals with disabilities (United States, House, 2003).

Other factors that have been identified by the research and that are also present in the literature review that hinder the employment of the physically challenged people apart from the ineffective work incentives include safety and legal issues, lack of strategies for recruitment, financial concerns and incompatible government programs that discourage individuals with disabilities from seeking for employment because of fear of losing Social Security or SSI benefits.

Community and employer attitudes, inadequate jobs in the local community and lack of employment and job placement supports are other factors that impede hiring of individuals with disabilities (Baker and Tippin, 2003). Summary According to the results that were obtained through the interview questions and the survey questionnaire, it was figured out that most of the employers do not have adequate information pertaining to the economic incentives of employing people with physical disabilities even if they are aware of the presence of these legislations or incentives.

Apart from that, it was also figured out through this research that many small to medium sized organizations do not take into consideration the factor accessibility when it comes to employing the disabled people. These organizations do not have discrete policy for these people, and most of the times the job description and analysis does not even include the physical demands of a specific position in their company.

Some of the organizations do not even have the application forms made in such a way that they could be used by the disabled people. Chapter 5: Overview This chapter is going to talk about the information that was discussed in chapters one through four. After giving a brief overview and discussion of the previous chapters, this chapter will discuss the findings that were presented in the chapter four. It will discuss the findings in light of the objective and aims of the research conducted.

The relevance of these findings will be discussed in light of the current employment condition in Atlanta. Furthermore, this chapter is going to compare and contrast the significant and the non-significant findings. Surely, in a research, not all the findings are relevant to the question at hand. The comparison will therefore reveal the significant and the non-significant findings in the study. Furthermore, this chapter is going to discuss the conclusions and how they interact with the research questions and the hypotheses.

Furthermore, this chapter will also discuss the conclusion in context of the chapter 2 literature review. The comparison of this studies results with those of the literature discussed in chapter two. Special emphasis will be given to the characteristics, measurement tools IV, DV, and research design and procedures. Furthermore, the chapter will also shed light on how this study has mixed with the literature review that was presented in chapter two before. Furthermore, discussion will revolve around how this research has added anything to the literature present.

It will discuss how it has improved literature and enhanced the research that is already present. This chapter will also look into the limitations that were present in the study. In addition, this chapter will probe future possibilities of further research on this topic. It will discuss the various questions and queries that have come about because of this study carried out. Lastly, discussion of this study in regards with the professional practice and enhancement of education leadership will be discussed.

Summary of previous chapters In the year 1990, the Congress authorized the Americans with Disabilities Act in which senator Tom Harkin was the chief sponsor in the senate. In his speech, Harkin made use of sign language so the deaf viewing the speech could figure out what he was saying. This law is basically a wide spread civil rights law that goes on to prohibit discrimination based on disability (Blanck, 2000) It goes along with other discrimination laws that made it illegal for people to discriminate based on religion, sex or race.

This law basically went on to delineate what is meant by disability. It also went onto exclude certain disabilities like visual impairment and substance abuse. This law basically states that a covered entity should not discriminate a qualified individual just because he has a disability (Walk et.al, 1993) This discrimination was to be considered in all the steps that are present when a person goes on to get a job.

Therefore, this can be applied to job application procedures, advancement and discharge of employees, job trainings, and privileges of employment and discharge of employees. The covered entity in this law includes any labor organization, employment agency or joint labor-management committee.

Despite the American with Disabilities Act being implemented, there is still a high rate of unemployment for people who are disable (DeLeier, 2000) A formal research was carried out by Wichita State University, Cerebral Palsy Research Foundation and University of Texas at San Antonio to attain recruitment acts for people who were disabled. Their main aim in this research was to see how bad the situation regarding employment of the disabled people really was.

Regardless, their major emphasis was to see how well the employers are aware of the different state incentives that are given to states for hiring people who have some disability. This study therefore underpins on that notion and wishes to examine the economic motivators that are present for employers in Atlanta. It looks over to see how many companies really are aware of these incentives. Keeping this in mind, the study also looked over the policy making process regarding the hiring of displaced people.

Lastly, this researched worked on seeing how exactly the ADA affects the hiring process of people with disabilities. Considering how companies are in a race to gain some sort of competitive advantage, this research works to review the amount of effort and time firms spend on the hiring process of people with disabilities.

Using the Maslow Hierarchy of Human needs, the research underpins on the fact that the basic human needs should be fulfilled (Maslow & Stephens, 2000) Keeping this in mind, the HR department can make use of the Maslow's hierarchy of needs to motivate their employees in many different ways. These needs help a person grow, prosper and reach their potential in their life. These needs should therefore be considered in all environments including the working and professional environment.

A very important thing in this framework is the process of self-actualization and learning. This hierarchy is therefore is used in different organizational settings to enhance both employee and employer motivation (Frost, 1985) Economic incentives for the employers on hiring persons with disabilities are quite significant because every company needs to have diversity in the workforce (Dimatso & Post, 2004) People with disabilities are also humans just like everyone else; therefore attention needs to be given to their needs as well.

Employers should be aware of these incentives and should take out to time to make their working environment friendlier for people with disabilities. Some of the incentives that are offered to employers include tax credit and second injury provision of the workmen's compensation fund. Furthermore, there are present employment specialists who offer training, placement and follow along support services with disabilities. There is special leverage given to the training of these persons as they might require more than the required time to learn a specific tasks.

The major incentive over all is an amalgamation of tax deductions and tax credits. Some of the most common tax credits include welfare to work tax credit, Barrier removal Tax deduction, and Disabled Tax credit. All in all, it should be known that the ADA was formed to enhance the employment rates of people with disabilities. Even with the presence of this act and many incentives and programs, the employment of people with disability is not what it should be.

A careful analysis of the effectiveness of economic incentives such as tax credits available to employers was done. This study made use of a mixed quantitative and qualitative methodology. Summary of Findings The findings of the study revealed mixed reviews about hiring od disabled people and the incentives that were being offered to them by the government. 50 of the respondents went on to fill the questionnaire that inquired about the employer's outlook on this condition.

As for question one, majority of the respondents did not have any knowledge about the economic motivators that were present. This means that they weren't even aware that something like that even existed. Only seven out of the fifty respondents had an idea of what economic motivators were. As for the second question, majority of the respondents answered to convey their main problem or their concern. Their major concern was that small organizations should be given more of these incentives or motivators.

They believed that small business were lacking in resources therefore they would rarely be able to hire people with disability. There were fifteen respondents who had not idea about hiring people with disabilities. Their organization and its core values were so far of form the plain notion of hiring people with disabilities that they did not know the process or how to go about if they had to hire people with disability. As for the query regarding recommendation, the managers felt that a lot of training and information was required.

It was interesting that twenty respondents felt that they needed to more update about this condition, whereas twenty did not respond to this question. Ten of the respondents wanted information on the accommodations and rights and responsibilities of the employer. Lastly, regarding ADA, 35 of the respondents were aware of the organization and supported its cause. As for the quantitative findings, majority of the applicants were in favor of hiring persons with disability.

Nonetheless, even though their attitude was receptive towards hiring of disabled persons, they had very limited knowledge about it. Their formal and official training on this topic was minimal and they were not aware of any of the company or government policies regarding the employment of persons with disabilities. Discussion The labor force at the moment is not growing at a very fast rate.

The number of persons in the workforce is rapidly decreasing due to the increasing elderly population in the country (Kovar, 1982) This ultimately places a dire burden on the labor force of the country and raises concern about more efficiency persons coming in the workforce of the country. Even with such need in the labor market, studies have shown that people with disabilities are employed less.

It should be known that this disability can also be physical where the mental, social and emotional capability of the person is similar to that of an average person (Murray & Lopez, 1997) The aforementioned results and findings show that there is a moderate level of awareness about the various laws and incentives that pertain to persons with disabilities. Regardless, the employers and employees are not aware of the professional and legal aspects while hiring those with disabilities.

The major point from these findings is that there is a general lack of awareness when it comes to employers. Even though there are many programs and credits available as economic motivators, the employers do not have knowledge about it. It is obvious that if the employers do not have knowledge about it, they will not act upon it. Analysis of the findings The findings of the qualitative portion of the study appeared more significant to the study question at hand.

They revolved around the use and awareness of the economic motivators that are currently present. They also looked into the support that the managers had for the use of such incentives in hiring of persons with disabilities. Nonetheless, many questions present in the quantitative portion of the study are more objective towards specific acts regarding employment amongst persons with disability. The main focus of the study was to look into the awards of the economic motivators and how well they are being used practically in firms.

Therefore, the findings of the quantitative portion of the research appear as a more non-significant finding. Comparison with Literature Review This study overlooked the attitude and mindset of the employers and those in the upper hierarchal levels. As opposed to the literature review, it gave insight about thought process and decisions made by those who are actively involved in the hiring process. The literature review mainly looked over the statistics of the people with disability. Furthermore, it looked into the reasons why these disabled people are not hired.

Also, it gave reasons why organizations and firms don't employee these persons. Even though these reasons were presented, they were not explained quite thoroughly. The qualitative aspect of this study explained why there is decreased employment of people with disabilities. The measurement tool for this study was combined and therefore quite different to the ones that were used in the studies in literature review. These looked into the different opinions and attitude of the people working in the firms. The population characteristics were also quite different for this study.

The populations consisted of a mixed of female and male employees. Furthermore, it looked into the opinions of people throughout the hierarchy. Contrastingly, the literature review looked into the major opinions and factors affecting those with disabilities. The population sample was not heterogonous as the one used in this study. Addition to Literature Review This study clarifies and converges with the studies in the literature review. The review basically looked at the unfortunate statistics regarding the employment of those with disability.

The literature review therefore presented the questions as to why these discrepancies are present. The study therefore answered the questions that were present after the literature review. It gave insight about the current condition of employers and those who are involved in the hiring process. The study cleared up the current condition of the awareness of these employers regarding the economic motivators present. Lack of these motivators is reason enough why this discrepancy in hiring of disabled persons is present.

Therefore, the study backs up the literature review and resolves the questions that were raised by the researcher. Implications for professional practice The implications for professional practice concerning this study are that there is a need for increase awareness regarding this topic. The persons who were interviewed belonged to senior posts and therefore were openly in charge of the hiring process. Even though they were in top posts, they were not aware of the economic incentives and the motivators that are present.

These motivators can help the business not only expand their products and services but it also goes on to make different opportunities for people with disability. It has been stated that business earnings one million or less and have 30 or less employees, they can have a maximum amount of tax credit for 5000 dollars. It is their job to make their services and products accessible to people with disabilities. The covered expenses include costs for sign language interpreters, job coaches and certain architectural modifications.

As professional practice, it is also important to begin implementing the culture of hiring people with disabilities. This should happen in not only the big firms and organizations but in small business as well. The major objective over all is to reduce the disparity that is being faced by the disabled persons. Therefore, this should be carried out in small, medium and large organizations. Professionally, this research serves to stimulate all the members of the professional arena to do what they can to make the environment friendlier.

Not everyone would be in charge of the hiring and recruitment process, regardless, if the needs of these persons are filled, they will go on to achieve their potential in the long run. Limitations There were many limitations and shortcomings faced in the course of this research. Gathering information from the respondents is very difficult. To properly gather and make a study about the topic, the researcher required to give the respondents a decent period of time. With 300 respondents sent, there were only 73 results revealed.

This shows that majority for the respondents were not interested and they did not reply. A major limitation on this study was the lack of awareness abbot this project and the discrepancy that is faced by those who are disabled. If more people are aware of the need for change in this set up, they would be more inclined towards responding to these study tools. Furthermore, issues came in while deciding which criteria or the questions should be included in the research tools.

There was trouble in deciding who the questionnaire should address and why it should address them. To make this study more comprehensive, employees throughout the hierarchy should have been interviewed for their answers. Recommendations The course of the research has shown us.