Disability has never been inability, as the adage goes. That said, people with disabilities should be given the same attention and even be provided with equal opportunities as those without. A disabled person is one whose physical, cognitive, and sensory ability has been impaired. Various chronic diseases are also included in this bracket. Disability is conceptualized as a multidimensional experience for the person involved, and such people should be treated with a lot of care and respect. This paper will be based on the work of Salvatore Soresi, Laura Nota, Lea Ferrari and Scott Solberg on brief guidance on careers for people with disabilities.
According to the authors, in the disability sector, self-determination is defined as the action an individual takes in regards to making decisions about their life free from interference and external influence ( Nota, Ginevra, Santilli & Soresi 2014) . As such, one must be in a position to differentiate between causal agencies and externalized attributions. Causal agencies imply that the person is generally interested in their actions and can achieve set goals. The other is the exact opposite. The argument, therefore, is that for a disabled person to develop self-determined behaviors, strategies on career guidance must focus on specific issues. These include relationship bonds between such people, their peers and people with some authority in their life.
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Most people with disabilities especially the severe types are essentially not in a position to make coherent choices and decisions independently. In this regard, I agree with the authors when they assert that such individuals at most times are not given the free will to express themselves. According to Bolding and Wehmer (2001), shifting to less restrictive conditions produces higher levels of adapting and self-determination. Even though most governments insist on successful work inclusion during career guidance, it has been noted that people with disabilities often lose their jobs more frequently due to intellectual lag.
Research in regards to work inclusion for people with disabilities mostly focuses on issues that have an impact on transitioning into the world of work. In this respect, I agree with the various steps taken some of which include the characteristics of the work setting, for example, the stereotype that exists when persons with disabilities are employed. Others include the association of particular jobs with the disabled among others, various individual traits that facilitate work inclusion, as well as factors that positively or negatively impact on one’s chances of job retention. These may include things such as adjustment to the new set technologies, day to day shifts on the schedule, among others. Most people assume the disabled adjust slowly.
Therefore, this means that career development programs for people with disabilities should focus on critical areas such as self-determination and provision of opportunities that will assist such individuals to achieve their full potential ( Soresi, Nota, Ferrari, & Sgaramella 2013). I agree with the authors when they say that well-trained practitioners should be the ones to prepare people with disabilities for integration into rehabilitation and educational curricula.
Moreover, Schwartz and Meyer (1998) realized that people with a mental disability that had remarkably higher levels of self-determination ultimately lived a better life than those with lower levels. Youths with disabilities with equally higher self-determination levels desired to live longer independent lives and not only make money, but also have this money at their disposal ( Soresi, Nota, Ferrari & Solberg, 2008 ).
In conclusion, I agree with the research paper in question since it highlights all the necessary vital areas. The field of guidance on career matters is awake to the fact that programming for disabled individuals is essential from a social justice view since inclusion into this world of employment not only provides active participation in community work but enables one to understand the basic principles associated with human dignity and I could not agree more.
References
Nota, L., Ginevra, M. C., Santilli, S., & Soresi, S. (2014). Contemporary career construction: The role of career adaptability. In Psycho-social career meta-capacities (pp. 247-263). Springer, Cham.
Soresi, S., Nota, L., Ferrari, L., & Sgaramella, T. M. (2013). Career Development and Career. The Oxford handbook of positive psychology and disability , 239.
Soresi, S., Nota, L., Ferrari, L., & Solberg, V. S. (2008). Career guidance for persons with disabilities. In International handbook of career guidance (pp. 405-417). Springer, Dordrecht.
