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Managing Human Resources: Case in Point

This case study explores the definitions and implications of disability as defined by Wright (1980) and its impact on human resources. It examines long-term or chronic conditions, functional limitations, and the resulting handicaps that affect individuals. Key considerations include the nature of the disability, insurance coverage, and unique challenges in interaction and mobility. Additionally, the text highlights the importance of effective time management strategies in addressing the complexities of managing employees with disabilities, ensuring inclusivity and efficiency in the workplace.

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Managing Human Resources: Case in Point

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  1. Managing Human Resources: Case in Point FCS 3000 M. Burns

  2. Disability, defined • Long term or chronic condition medically defined as a physiological, anatomical, mental or emotional impairment resulting from disease/illness, inherited or congenital defect, trauma, or other insult to the mind or body Wright, 1980

  3. Handicap, defined • Disadvantage, interference, or barrier to performance, opportunity, or fulfillment in any desired role in life imposed upon the individual by limitation in function or by other problems associated with disability and/or personal characteristics in the context of his/her environment Wright, 1980

  4. Functional limitations • Activity restrictions • Inability to follow rapid/frequent changes in instruction • Restrictions in mobility • Difficulty in interpersonal relationships • Necessity to avoid respiratory infection Wright, 1980

  5. Impact on FRM • Is the disability temporary or long term? • Is there disability insurance? What does it cover? • Others? Burns, 2005

  6. Next Time • Chapter 9 – Time Management • Keep track of everything that you do for a 24 hour time period – be sure to note when you are dovetailing and/or overlapping activities. Burns, 2005

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