Jacques Barrette

Work integration issues go beyond the nature of the communication disorder

UNLABELLED The ability to obtain and maintain employment is one of societys most valued life participation events and is often considered in measurements of quality of life (QOL). Many workplaces now require good communication skills and this may jeopardize the opportunity for persons with communication disorders (CD) to access interesting jobs. Sarno, Silverman, and Levita (1970) have long emphasized that functioning is a result of the interaction of psychosocial factors as well as communication disorder characteristics. The current study gathered perceptions from different groups of persons with CD, from service providers and employers on the barriers to work integration. The results show that many barriers are common across types of CD. Such examples are noise, tasks requiring speed, having to speak to groups of persons and the attitudes of others. Although some common barriers were identified between the service providers and the persons with CD, service providers placed more emphasis on psychological adaptation aspects than did persons with CD. Employers generated an equivalently long list of barriers but were also very concerned about job market issues. LEARNING OUTCOMES As a result of this activity, the following learning outcomes will be realized: participants will be able to (1) identify barriers that service providers and persons with CD each perceive; (2) identify differences in the perceptions of each group concerning barriers; (3) learn ways to modify or eliminate barriers that interfere with successful employment among individuals with CD.

Perceptions of the obstacles to work reintegration for persons with aphasia

The Handicap Creation Process Model (HCPM) suggests that persons with disabilities may experience difficulties at work because of environmental barriers. The present study reports on the perceptions of persons with aphasia, of speech-language pathologists and of employers regarding the potential barriers to job (re)integration. Statements were gathered using a focus group and a nominal group technique, and analysed according to whether the barriers were perceived as residing with the individual, with the organization or with society. Qualitative differences were noted among the perceptions of the three groups. Speech-language pathologists focused on the personal and societal barriers where employers focused on the organizational barriers. Persons with aphasia perceived barriers at all levels. Suggestions for strategies for eliminating these barriers for persons with communication disorders were also collected.

Validation of a short form of the Inventory of Organizational Learning Facilitators: A national survey of public service executives in Canada

Purpose This paper aims to develop a short form of the Inventory of Organizational Learning Facilitators (IOLF) by using the same factors as the long form to test the equivalence between two language versions (English and French) and to explore executives’ attitudes toward organizational learning (OL). Design/methodology/approach The structure of the long-form IOLF is based on five factors found in previous work: knowledge acquisition and transformation; OL culture; learning-focused leadership; OL support; and strategic management of new knowledge and learning. Two surveys of Canadian Federal Government executives assessed their perception of OL facilitators, organizational commitment, cynicism and intention to leave the organization. Correlational pattern analysis, conducted after confirmatory factor analyses, assessed the equivalence of the two language versions. Findings The short-form IOLF replicated the factor structure of previous work and demonstrated satisfactory internal consistency. Correlations showed equivalence between and across languages. Significant correlations with outcome variables, albeit in a cross-sectional design, supported predictive validity. Research limitations/implications This conceptually valid instrument can be adapted to English- and French-speaking populations. It can test hypotheses about the relationship between OL facilitators and individual, collective and organizational outcomes. The findings stem from self-report data in a cross-sectional design and require further research. Practical implications The short-form IOLF can quickly identify areas for improvement and monitor the evolution of an organization’s learning abilities. Originality/value This quick, efficient tool assesses OL context and can indicate factors likely to influence OL. This study offers empirically driven insights into conditions that influence executives’ attitudes.