THE SURVEY Of EMPLOYERS' EXPERIENCE Of EMPLOYING MENTAL RERARDATES

• Main Authors: Yan Chung-wei, 顏仲葦
• Other Authors: Chen Ching-chiang
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/e96wd8

碩士 === 國立高雄師範大學 === 復建諮商研究所 === 97 === This study aims to explore employers’long-term experiences on hiring individuals with intellectual disabilities through intensive interviews, along with observations and field notes,. To adopt purposive sampling, the researcher solicits employers who have been hiring at least one employee with intellectual disability for more than three years from employers whom I am acquainted with or who are recommended by employment service agencies for people with disabilities. Eight employers consent to participate in this study, including two bakery owners, two gas-station agents, a chief worker in a cleaning company, a section chief of a hypermarket chain, a laundry owner and a steak house owner. Major findings of this study are as follows: Most employers hire people with intellectual disabilities for the first time on the recommendation of fraternities, agencies assisting people with disabilities or schools. All of the eight employers hold interviews with intellectually disabled applicants before employment. For employers, essential requirements for admission include employees’ work attitude and behavior (for example, employees should be able to follow the work schedule, work overtime by request, be conscientious, carry out assignment and obey commands), basic work skills (for example, employees should complete their work within a given time, work up to certain standard, act agilely, etc.), as well as their social skills (for instance, they should be able to interact with colleagues appropriately, dress properly, control their emotion, and they can’t be confirmed thieves.) Among these requirements, steady emotions are highly thought of by many employers. In terms of the training offered to their employees with intellectual disabilities at the initial stage, simple and standardized work is assigned to them. In addition, they are instructed and trained individually by employers, senior employees, guidance counselors from schools, or instructors from employment service institutes for people with disabilities. Generally, employers would carry on the task of training after the assistance of guidance counselors from schools, or employment service institutes for people with disabilities. During the training, employees have to follow instructors’ demonstration. Instructors would immediately correct their mistakes and continue the process of demonstration and correction. After the training, the work performance of employees with intellectual disabilities is considered greatly improved and far better than expected. From employers’ perspective, the most disturbing and hard to solve troubles with employees with intellectual disabilities in work places are emotional problems and stealing. Employers would usually directly inform the employees their faults or coordinate with schools and related agencies to deal with the above problems. As for the interaction between employees with intellectual disabilities and ordinary employees, most employers mention that employees with intellectual disabilities are well accepted and work in harmony with other employees. Only a few employers indicate that some ordinary employees couldn’t accept intellectually disabled colleagues until counsel with employers. Currently, one company still keep on hiring four employees with intellectual disabilities, another keeps on hiring five and the other five employers continue to hire only one employee with intellectual disabilities. Based on the results, the researcher proposes several suggestions to government, schools, employers as well as practitioners for improving the training and employment of individuals with intellectual disabilities. Keywords：empolyer, individuals with intellectual disabilities, hiring experiences