I came across some documents when I was taking my MBA and found myself reading my answers to tasks given to us. These are my favorites among those critiques/reviews I've made...
ORGANIZATIONAL CHANGE AND STRESS MANAGEMENT
What really is the quality of life? Can this concept be really seen in an organization? I was prompted to ask these questions as this topic was being discussed. I have been working for more than ten (10) years now and I cannot say I have experienced it to its fullest.
In the Philippine setting, we are compelled to work in an environment where multitasking is necessary. Where job design and job descriptions were a sundry, but the work and responsibilities involve is much, much more. Where job rotation and job enlargement is but one and where job enrichment is not discretionary but because there is only one person assigned or plainly because no one will do the job aside from the person involved.
In an organization setting, more often than not, employees today are dissatisfied with their overwhelming workloads, the failure of senior leadership to provide a clear path toward success, and the lack of developmental opportunities. It is stressful that employees are already burdened with too much work, and stressful too that job performance is unrecognized. The feeling of working under pressure on too many reports and workload to meet and beat deadlines and the feeling that the effort itself is not recognized, not only causes dissatisfaction, but stress.
If only a leader can clear out what results are important to achieve and why, and then to work with people to achieve alignment on those behaviors that produce those results. Once people understand what results they need to achieve and what they can do to produce those results, they are better able to make decisions about which activities add the most value. They can make choices about how best to spend their time. This affords not only employee encouragement, but also a stress-free management. And maybe, these can achieve a quality of life, not just a concept of what can be, but what is.
CHANGING ATTITUDES TOWARD PEOPLE WITH DISABILITIES
People with disabilities are those with physical, sensory, or mental impairments that can make performing an everyday task more difficult. (Encarta © 1993-2003). In advocating for their rights, disabled people have worked to establish several important principles. One is that they be considered on the basis of individual merit, not on stereotyped assumptions about disabilities. Another is that society must make certain changes to enable them to participate more easily in business and social activities; an example is wheelchair access to public transportation, building entrances, and theaters. A third principle is that, to the extent appropriate for each individual, disabled people should be integrated with people who are not disabled. And one major step in achieving their goals is the landmark federal Americans with Disabilities Act (ADA) of 1990, which prohibits discrimination against people with physical or mental disabilities in employment, public accommodations, transportation, and telecommunications. Successful implementation of this law promised to have a profound and positive impact on the status of people with disabilities.
The paper intends to ascertain if proper educational intervention will significantly change the viewpoint of individuals in their discrimination to people with disabilities. It also provides negation to employers who are considerably unable to employ handicaps especially those that are physically disabled. Given the background on disability, one can consider that in many cases, eight out of ten individuals have impairments, as the likes of heart diseases, hearing and eye deterioration. Such impairments may be due to stress or computers. So, unknowingly, employers do hire the impaired, only, not the obvious ones.
In a known government agency here in the Philippines, there are some individuals afflicted with diseases. One has epilepsy and the other one has limp. They were very much capable of working and they do not hinder anything or anyone. The local government has its own genre of ADA, the Association of Disabled Persons (ADAP) and most of them work as checkers of cinemas in the local malls.
To say that orientation on the proper handling of disabled persons can be manipulated by educational intervention is the fervent hope that each one of us is neither biased, and the understanding be instilled. One can sum up that it is really up to the individual or employer who is faced with such task, but for the employer who has to take many considerations, it is an undertaking.