Assistive Technology and Human Capital for Workforce Diversity

Assistive Technology and Human Capital for Workforce Diversity

Ben Tran (Alliant International University, USA)
Copyright: © 2018 |Pages: 10
DOI: 10.4018/978-1-5225-2255-3.ch025
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Background

Historically speaking, from past to present, for many developing countries, legislation regarding the employment of individuals with disabilities has been criticized due to its ineffectiveness (Schall, 1998; Siegal, 2001). In particular, according to Jakovljevic and Buckley (2011), the legislation has had little or no impact on the employment status of people with disabilities (Agocs, 2002; Brett, 2000; Conlin, 2000; De Jonge, Rodger, & Fitzgibbon, 2001; De Laurentiis, 1991; Hignite, 2000; IRS, 1998; McGregor, 1991; Robitaille, 2002; Saskatchewan, 2000; Schall, 1998, Thomas, 2002). When addressing the needs of employees with disabilities, the Act and the Code both include the term reasonable accommodation (Tran, 2015a). Reasonable accommodation (disability accommodation) is any modification or adjustment to a job or to a working environment that will enable a person from a designated group to have access to or participate or advance in employment (Department of Labor, 2002; Tran, 2015a). It includes acquisition and modification of equipment and devices, as well as any necessary training. These devices and equipment are collectively known as assistive technologies (AT).

Key Terms in this Chapter

General Intelligence (IQ): Person’s capability for successful adaption to new cultural settings, that is, for unfamiliar settings attributable to cultural context or an individual’s capability to function and manage effectively in culturally diverse settings.

Assistive Technology: Any item, piece of equipment, or product, whether it is acquired commercially, modified, or customized, that is used to increase, maintain, or improve the functional capabilities of individuals with disabilities.

Social Intelligence: Targeted at interpersonal relations, emotional intelligence.

Behavioral Intelligence: Reflect the capability to exhibit appropriate verbal and nonverbal actions when interacting with people from different cultures.

Global Capital: Characterized by two major types of resources: the intangible cultural element in the form of organizational values toward globalization, and the overt cultural elements in the form of organizational routines for promoting its global values.

Disability: The disadvantage or restriction caused by a contemporary social organization, which takes no account or little account of people who have impairments and the functional or behavioral consequences of those impairments, leading to social exclusion or resulting in less favorable treatment of and discrimination against people with impairments.

Cultural Intelligence (CQ): A set of capabilities comprising mental, motivational, and behavioral components that focus specifically on resolving cross-cultural problems.

Cultural Capital: The higher education success rates of educated parents.

Cognitive Intelligence: Knowledge structures and is consistent with Ackerman’s intelligence-as-knowledge concept, which argues for the importance of knowledge as part of intellect.

Emotional Intelligence: Targeted at understanding one’s and others’ emotions, and practical intelligence targeted at solving practical problems.

Motivational Intelligence: Reflects the capability to direct attention and energy toward learning about and functioning in situations characterized by cultural differences.

Metacognitive Intelligence: Control of cognition: the processes individuals are to acquire and understand knowledge.

Human Capitals: Human capitals include labor market skills, leadership skills, general education background, artistic development and appreciation, health, experiences, and intelligence.

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