Attitudes of managers toward work competencies of persons with deaf and hard of hearing, transition and individualized education program

Abstract

The rationale for selection this subject of researching is fact that a significant number of young people with deafness after graduation go out without work competencies, motivation and experience that facilitates their employment and entering the world of work. A rich literature indicating the presence of a number of obstacles preventing the development of working skills during vocational training and employment of deaf persons. Some of these obstacles are the lack of support systems and services in the period of transition from school to work environment, not adapted curriculum and training program, the unadjusted work environment and attitudes of employers towards the employment of deaf and hard of hearing persons. In order to determine the attitudes of managers toward working competence of deaf and hard of hearing persons was selected sample of 180 heads of state and private business organizations in Belgrade and the province (Leskovac, Nis, Krusevac). For data collection a standardized questionnaire was used to assess the attitudes of employers towards employees working competence, which consists of 17 attitudes, which reflect the agreement of opinion on the basis of simplified Likert scale from 1 (agree) to 3 (disagree). In statistical analysis we used nonparametric tests (Kruskal Wallis test and Wilcoxon Signed Ranks Test). In addition, an analysis of modern literature dealing with students' transition from school to work environment and IEP. The results suggest that the women managers perceive more positive working abilities of deaf and hard of hearing persons then male managers. Unlike the managers from province, Belgrade's leaders believe that the persons with deaf and hard of hearing to work faster (p = 0029), to understand the work duties (p = 0.004), that can perform all tasks (p ≤ 0.000) and can be continue to be educated (p = 0.004). Managers of state firms have positive attitudes towards work competencies deaf workers because they do not make mistakes in their work (p = 0.007) higher than the general population of workers, the accurate (p ≤ 0.000), responsible (p = 0.028), interest (p = 0009) and independent in their work (p ≤ 0.000), they understand the work duties (p ≤ 0.000) and company policy (H = 11,835, p = 0.001) and can advance in their career vertically, ie. become leaders (p = 0.001). Education level and age of managers does not affect their attitudes towards working competence of deaf and hard of hearing persons (p = 0,237, p = 0916). Experience of working with deaf and hard of hearing persons contributing to the positive attitudes of managers toward working competence of deaf and hard of hearing persons (p ≤ 0.000).

Obrazloženje za izbor predmeta istraživanja je činjenica da znatan broj mladih osoba sa gluvoćom nakon završetka školovanja izlazi bez radnih kompetecija, motivacije i iskustva koje im olakšava zaposlenje i ulazak u svet rada. Bogata literatura ukazuje na prisustvo niza prepreka koje onemogućavaju razvijanje radnih kompetencija tokom profesionalnog osposobljavanja i zapošljavanja gluvih i nagluvih osoba. Neke od tih prepreka su izostanak sistema podrške i usluga u periodu prelaska iz školske u radnu sredinu, neprilagođen nastavni plan i program obuke, neprilagođena radna sredina i stavovi poslodavaca prema zapošljavanju gluvih i nagluvih osoba. U cilju utvrđivanja stavova rukovodilaca prema radnim kompetencijama gluvih i nagluvih osoba odabran je uzorak od 180 rukovodilaca državnih i privatnih radnih organizacija iz Beograda i unutrašnjosti (Leskovac, Niš, Kruševac). Za prikupljanje podataka korišćen je standardizovan Upitnik za procenu stavova poslodavaca prema radnim kompetencijama zaposlenika koji se sastoji od 17 stavova, koji odražavaju slaganje u mišljenju na osnovu pojednostavljene Likertove skale od 1 (slažem se) do 3 (ne slažem se). U statističkoj obradi podataka korišćeni su neparametrijski testovi (Kruskal Wallis Test i Wilcoxon Signed Ranks Test). Pored toga, analizirana je najsavremenija literature koja se bavi tranzicijom učenika iz školske u radnu sredinu i IOP. Rezultati istraživanja ukazuju da rukovodioci ženskog pola pozitivnije percipiraju radne sposobnosti gluvih i nagluvih osoba, od rukovodilaca muškog pola. Za razliku od rukovodilaca iz unutrašnjosti, rukovodioci iz Beograda smatraju da su gluve i nagluve osobe brze u radu (p=0.029), da shvataju radne obaveze (p=0.004), da mogu obavljati sve poslove (p ≤0.000) i da se mogu dalje obrazovati (p=0.004). Rukovodioci iz državnih firmi imaju pozitivnije stavove prema radnim kompetencijama gluvih i nagluvih radnika, jer ne greše u radu (p=0.007) više od radnika opšte populacije, uredni su (p≤0.000), odgovorni (p=0.028), zainteresovani (p=0.009) i samostalni u radu (p≤0.000), shvataju radne obaveze (p≤0.000) i politiku firme (H=11.835, p=0.001) i mogu napredovati u karijeri po vertikali tj. postati šefovi (p=0.001). Stepen obrazovanja i starosna dob rukovodilaca ne utiče na njihove stavove prema radnim kompetencijama gluvih i nagluvih osoba (p=0.237; p=0.916). Iskustvo u radu sa gluvim i nagluvim osobama doprinosi pozitivnim stavovima rukovodilaca prema radnim kompetencijama gluvih i nagluvih osoba (p≤0.000).