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Purpose: This study aims to determine the areas of influence of the neurodiversity concept on the management of organizations in Poland. Design/methodology/approach: We evaluated the above-mentioned areas on the basis of a qualitative analysis of the content of the expert panel entitled "Neurodiversity in management" which took place during the 15th International Scientific Conference "Knowledge - Economy - Society" CMQ2023 - May 25, 2023 at the Cracow University of Economics. Findings: Having studied the opinions of experts, we found that the concept of neurodiversity may influence the following areas in the management of Polish organizations: talent management, recruitment and selection methods, sensory accessibility, inclusive organizational culture and training policy, support for professional activation and career counseling. Research limitations/implications: The limitation of the conducted research is the number of experts who took part in the discussion. It needs to be emphasized that due to the assumptions of the qualitative study, the selection of experts was guided by the criterion of knowledge of autism issues and the diversity of experiences in cooperation with neurodivergent people. Practical implications: The practical rationale for undertaking research in this area is the five times lower employment rate of neurodiverse people in Poland compared to the average for the European Union. Taking into account the experts opinions about mentioned issues allows for institutional and organizational solutions to be prepared thus to increase the employment of these people. Conducted panel, in which the academic community participated, contributes to raising awareness of neurodiversity and may be the basis for further research. Furthermore, the findings are relevant to managers since they suggest the use of effective strategies that could design solutions tailored to the needs of neurodivergent people and thus increase their employment. Originality/value: This article organizes the existing knowledge about neurodiversity and specifies the areas in the organization's activities that may be particularly influenced by it. Findings from this study may be of interest to various groups, including neurodiverse people, rganizations, state institutions and other researches.
Rocznik
Tom
Strony
601--615
Opis fizyczny
Bibliogr. 37 poz.
Twórcy
autor
- Cracow University of Economics, Department of Process Management
autor
- Cracow University of Economics, Department of Process Management
Bibliografia
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- 4. Chang, Y.-S., Owen, J.P., Desai, S.S., Hill, S.S., Arnett, A.B., Harris, J., Marco, E.J., Mukherjee, P. (2014). Autism and Sensory Processing Disorders: Shared White Matter Disruption in Sensory Pathways but Divergent Connectivity in Social-Emotional Pathways. PLoS ONE, Vol. 9, No. 7, doi: 10.1371/journal.pone.0103038.
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- 7. Doyle, N., McDowall, A. (2021). Diamond in the rough? An "empty review" of research into "neurodiversity" and a road map for developing the inclusion agenda. Equality, Diversity and Inclusion: An International Journal, Vol. 41, No. 3, pp. 352-382. doi: 10.1108/EDI-06-2020-0172.
- 8. Fontana, A., Frey, J. (2009). Wywiad. Od neutralności do politycznego zaangażowania. In: N.K. Denzim, Y.S. Lincoln (Eds.), Metody badań jakościowych, t. 2 (pp. 81-128). Warszawa: PWN.
- 9. Gillham, B. (2000). The Research Interview. Londyn: Continuum.
- 10. Grandin, T., Panek, R. (2021). Mózg autystyczny. Podroż w głąb niezwykłych umysłów, Kraków: Copernicus Center Press.
- 11. Gudkova, S. (2012). Wywiad w badaniach jakościowych. In: D. Jemielniak (Ed.), Badania jakościowe. Metody i narzędzia, t. 2 (pp. 111-130). Warszawa: PWN.
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- 13. Ingram, T. (Ed.) (2011). Zarządzanie talentami; Teoria dla praktyki zarządzania zasobami ludzkimi. Warszawa: PWE.
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- 20. Lune, H., Berg, B.L. (2017). Qualitative Research Methods for the Social Sciences. Boston: Pearson Education Limited.
- 21. Mellifont, D. (2020). Taming the Raging Bully! A Case Study Critically Exploring Anti bullying Measures to Support Neurodiverse Employees. South Asian Journal of Business and Management Cases, Vol. 9, No. 1, pp. 54-67. doi: 10.1177/2277977919881406.
- 22. Mpofu, E., Tansey, T., Mpofu, N., Tu, W., Li, Q. (2019). Employment Practices with People with Autism Spectrum Disorder in the Digital Age. In: I.L. Potgieter, N. Ferreira, M. Coetzee (Eds.), Theory, Research and Dynamics of Career (pp. 309-326). Wellbeing.
- 23. Polish Economic Institute, JIM Foundation (2022). Droga do otwarcia rynku pracy w Polsce dla osób autystycznych. Warszawa. Retrieved from: https://odpowiedzialnybiznes.pl/wp-content/uploads/2022/03/Autyzm...-18.01.2022-HH net-1.pdf, 6.02.2023.
- 24. Prizant, B.M., Fields-Meyer, T. (2017). Niezwyczajni ludzie. Nowe spojrzenie na autyzm. Kraków: Wydawnictwo Uniwersytetu Jagiellońskiego.
- 25. Richards, J., Sang, K. (2016). Trade unions as employment facilitators for disabled employees. International Journal of Human Resource Management, Vol. 27, No. 14, pp. 1642-1661. doi:10.1080/09585192.2015.1126334.
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- 27. Roberson, Q., Quigley, N.R., Vickers, K., Bruck, I. (2021). Reconceptualizing Leadership From a Neurodiverse Perspective. Group & Organization Management, Vol. 46, No. 2, pp. 399-423. doi: https://doi.org/10.1177/1059601120987293.
- 28. Silberman, S. (2017). Neuroplemiona. neuroróżnorodności. Białystok: Vivante. Dziedzictwo autyzmu
- 29. Silverman, D. (2008). Prowadzenie badań jakościowych. Warszawa: PWN. i przyszłość 30. Singer, J. (1999). Why can’t you be normal for once in your life? From a ‘problem with no name’ to the emergence of a new category of difference. In: M. Corker, S. French (Eds.), Disability Discourse. Buckingham/Philadelphia: Open University Press.
- 30. Singer, J. (1999). Why can’t you be normal for once in your life? From a ‘problem with no name’ to the emergence of a new category of difference. In: M. Corker, S. French (Eds.), Disability Discourse. Buckingham/Philadelphia: Open University Press.
- 31. Skuza, A. (2018). Zarządzanie talentami a orientacja na uczenie się przedsiębiorstw. Poznań: Wydawnictwo Uniwersytetu Ekonomicznego w Poznaniu.
- 32. Supreme Audit Office (2020). Wsparcie osób z autyzmem i zespołem Aspergera w przygotowaniu do samodzielnego funkcjonowania. Warsaw. Retrieved from: https://www.gov.pl/web/rodzina/wsparcie-osob-z-autyzmem-i-zespolem-aspergera-w przygotowaniu-do-samodzielnego-funkcjonowania2, 20.07.2023.
- 33. Szulc, J.M., Davies, J., Tomczak, M.T., McGregor, F.L. (2021). AMO perspectives on the well-being of neurodivergent human capital. Employee Relations, Vol. 43, No. 4, pp. 858 872. doi: https://doi.org/10.1108/ER-09-2020-0446.
- 34. Walkowiak, E. (2021). Neurodiversity of the workforce and digital transformation: The case of inclusion of autistic workers at the workplace. Technological Forecasting and Social Change, Vol. 168. https://doi.org/10.1016/j.techfore.2021.120739.
- 35. Whelpley, Ch.E., Banks, G.C., Bochantin, J.E., Sandoval, R. (2021). Tensions on the spectrum: an inductive investigation of employee and manager experiences of autism. Journal of Business and Psychology, Vol. 36, No. 2, pp. 283-297. doi: https://doi.org/10.1007/s10869-019-09676-1.
- 36. Whelpley, Ch.E., Perrault, E. (2021). Autism at work: how internal and external factors influence employee outcomes and firm performance. Journal of General Management, Vol. 46, No. 3, pp. 210-219. doi: https://doi.org/10.1177/0306307020961987.
- 37. Wiater, M. (2022). Neuroróżnorodność – nowy obszar badań w naukach o zarządzaniu i jakości? Przegląd Organizacji, No. 3(986), pp. 40-48. doi: 10.33141/po.2022.03.05.
Typ dokumentu
Bibliografia
Identyfikator YADDA
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