I agree with pratic sir views, a handicap person gets some positive point
as far as performance appraisal is concerned. But I would like the
management to give handicap person the higher responsibilities as a prize
for the good performance, rather than giving some fringe benefits. Then only
I can believe that society’s views have changed for us.
----- Original Message -----
From: "prateek aggarwal" <[email protected]>
To: "accessindia" <[email protected]>
Sent: Wednesday, January 11, 2012 3:20 PM
Subject: Re: [AI] Comparing Apples with Apples
First off, I’d like to appreciate the topic as its directly related to
the lives of many of us.
As you’ve already mentioned, getting a job with disability is a
tricky affair, and Employers often resist employing a person with
disabilities believing they will be unable to perform their roles
and/or that it would be too expensive.
Over the centuries, we disable people have accumulated enough scars
as society marginalizes us, silences us, attacks us, and directs us.
However, as Walt Whitman puts it in the Song of the Open Road,
“gently, but with undeniable will, we managed to divest ourselves of
the holds that would hold us.”
Empirical evidence shows that persons with disabilities have high
performance ratings and retention rates, as well as better attendance
records than their colleagues without disabilities.
Its certainly an important point to ponder whether this is really a
result of our intrinsic capabilities, or merely an outcome of
sheer traditional beliefs about us in the society amongst those
without disability.
When it comes to performance rating, there are many external factors
that comes into play, even with those who aren’t living with
disability.
Whether or not you like, its almost impossible to separate those
external factors from the tasks like job appraisal and promotion,
including the corporal aspects such as gender, personality,
appearance, beauty as well as disability.
Any individual, while rating another person, uses many external
factors other than work performance, either deliberately or
inadvertently, where disability is one of the key aspects.
I strongly believe that the outlook of an individual regarding
disability reflects upon his/her performance rating, but at the same
time, I still say that its not unfair until it is upto the extent of
positive discrimination.
When globalization has become a buzz word today, in the midst of our
mission, a look into our traditional culture will help us find answers
as to how we can hold our hearts open for such issues.
Generally speaking, our traditional culture exerts a positive
influence on how people with disability view themselves and how they
are viewed by the society.
Our Traditional culture cultivates communal support for the
vulnerable. People are brought up with the notion that it is a
happiness to help others, and that there is no good deeds too small.
As a result, the people are ready to give a helping hand to the
disabled, and this is what reflects while rating a person with
disability on the work place many a times, where persons with
disability are given greater points than others.
I don’t count disable people as oranges amongst the apples, but you
also have to bare in mind that its almost impossible to find two
apples with exactly same size, shape, colour and taste.
If a persons with disability is good at his/her work, there should
definetly be some extra points for this, keeping the fact in mind
that the road to do that outstanding work has been harder than many
colleagues working there.
While analyzing the performance for a disable indivisual, the person
giving the ratings many a times incorporates his/her understandings
about hardships, pains and difficulty that disable person has faced
for reaching to the place she/he is, and the inspiration and respect
in his/her mind reflects on the rating table.
Personally, I see no harm in such an approach, but its important that
this should not hurt the benefits of any genuine individual.
Meaning, that such good ratings should be given only to the deserving
persons with disability, and the focus of high ratings should still be
on performance, where disability can least be a tiny element.
Needless mentioning that the thoughts above are exclusively what I
personally believe, hence you are encouraged to disagree.
My apologies in advance for such a big mail, I just could not refrain
myself from expressing on the topic.
Regards,
Prateek agarwal.
Managing director,
Daedal technovations pvt. Ltd.
www.daedaltechnovations.com
website:
www.prateekagarwal.webs.com
blog:
http://myfriendprateek.blogspot.com
On 1/10/12, Mujtaba Merchant <
[email protected]>
wrote:
Hello Members,
Here today I bring in another debateable topic of discussion to the group.
I understand getting a job as a visually impaired person is a challenge in
it self. Those of us who make it through have some sense of
acccomplishment.
Once in the job other factors come into play mainly for the sake of this
discussion I would like to address "Performance Rating".
I would like the members who are already employed to shed some light on
this
subject. How is your performance measured? Are you compared to the rest of
your team which comprises of sighted people? OR is there a mix of it? or
do
they have some other way of rating your performance? Are they comparing
apples with apples when it comes to performance rating? Does your
disability
come in the way of appraisals or promotions?
I assume that there is no solid answer to any of these questions. But it
will help in getting some clarity on the subject from our community
members
who are already employed and on the job. Do share your views on this
please.
Mujtaba Merchant
Bangalore, India
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