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The present sbudy is an effort to seek information from a type of organization rarely studied along the lines of employee satisfaction's correlation to job performance—a state institution for the mentally retarded—which will shed significant light on the dynamics of this question. It is unique in that it focuses closely on the specific job duties of both managerial and non-managerial employees as a basis for understanding the relationship between employee satisfaction and performance.

Thesis (Ed. D.)--Teachers College, Columbia University, 1974. / Typescript; issued also on microfilm. Sponsor: I. Ignacy Goldberg. Dissertation Committee: Robert Bowers. Includes tables. Includes bibliographical references (leaves 105-112).

Thesis (M. Sc.(Urb. Plan.))--University of Hong Kong, 1995. / Includes bibliographical references (leaf 122-126).

Thesis (M.A.)--Marshall University, 2002. / Title from document title page. Document formatted into pages; contains viii, 38 p. Includes bibliographical references (p. 35-38).

published_or_final_version / Urban Planning / Master / Master of Science in Urban Planning

This document is submitted in partial fullfilment for the degree: Master of Architecture [Professional] at the University of the Witwatersrand, Johannesburg, South Africa, in the year 2015. / People with intellectual disabilities are considered to be marginalised in our society. They continue to face prejudices, stigmas and are discriminated against resulting in social exclusion. This thesis develops a framework and methodology for pursuing inclusive environments and viable productivity within the workplace for persons with intellectual disabilities. The lack of opportunities within the workplace for individuals with intellectual disabilities intensi es their exclusion from society. The road to achieving inclusivity within the workplace has become a challenging one to navigate, as previous strategies which were developed to enable equality are far removed from what was intended. More often than ever before, employers are challenged from both a legal and political perspective for failing to diversify the workplace. Equality advocates as well as those who attempt to diversify their companies face obstacles within the workplace, namely inadequate resources or uncertainty about their appropriate role or approach in dealing with minorities. The building will serve as a learning hub, used by both persons with intellectual disabilities and people who are commonly referred to as able bodied. It will function as a level between education (if any) and the period before entering the workplace. The learning hub will afford persons with intellectual disabilities the opportunity to explore their capabilities in environments similar to that of a workplace and gain knowledge and experience prior to entering the workplace. The program envisaged in this thesis will demonstrate that this intervention is mutually bene cial to a company and the individual with an intellectual disability. In the first instance, the employer acquires knowledge and skills to act as a catalyst in enabling the transition of a person with an intellectual disability into the workplace to augment inclusivity. Secondly, the person with an intellectual disability through the program will be clothed with knowledge and expertise enabling meaningful participation amongst able-bodied employees. The transformation within workplaces as a result of the knowledge gained through this centre should create an enabling environment that incorporates the individual’s needs or one that best satis es their needs. The support by the employer is vital in the outcome and success of integrating people with disabilities into the social framework. The building is developed around a range of interactive programs between those with intellectual disabilities and people acting as the supervisors from workplaces. The supervisors, through training will be best placed to oversee progression and be empathetic toward staff with intellectual disabilities. This will enable them to transfer their knowledge and expertise of dealing with and accommodating employees with intellectual disabilities to their respective workplaces. A mock work environment will form the basis of the experiential training ground and in conjunction with job sampling will establish where a user will be best suited within the work environment. Public facilities encourage members of the public to become active participants within the space providing exposure and understanding towards those with intellectual disabilities. The centre is expected to be both accessible and lasting and will mediate experiential training and aligning it to workplace practices. The centre will be a vital space to enhance inclusion and for producing sustainable change for this marginalised group of persons. The building is located within an educational precinct on Melle Street, Braamfontein. The site which is in close proximity to the Central Business District allows for the centre to feed into businesses and vice versa. The location also allows for easy access to people from all over Johannesburg utilising various transport methods. The site being amid universities and schools ensures integration and optimum use, for educational facilities to link into this program. It also allows for social cohesion through exposure between the users of the building and other students in the surrounding area. / EM2017

Studies of Individual traits perceived as necessary to achieve managerial effectiveness, while multitudinous in the world of commerce, have yet to be undertaken as they apply to managers in residential facilities serving mentally retarded individuals. The problem of this study was to identify a group of individual traits perceived as characteristic of effective managers in residential facilities for the mentally retarded. Projectively, the identified traits could constitute valid criterion for consideration in the selection process utilized in employing managers for both public and private facilities. The primary purpose of this study was to develop an instrument which would enable the interviewer to secure information regarding specific individual traits. An informed predictive decision regarding the effective management potential, of the individual, for a residential facility for mentally retarded individuals would be greatly enhanced. The secondary purpose of the study was to focus on a comparison between group responses for each of the 25 trait items. The study will identify significant differences and relationships between the responses of State Directors of Mental Retardation Programs, Assistants to Texas Deputy Commissioner for Mental Retardation, Superintendents of Texas State Schools for the Mentally Retarded and a select group of managerial personnel within Texas State Schools for the Mentally Retarded. Comparison of response profiles contribute to an index of preferential traits for each of the managerial groups by contrasting patterns of preferences between all managerial groups and delineating traits which were common in preference among all groups. The tertiary purpose of the study was to identify patterns of personal traits which should constitute valid criterion for consideration in the selection process utilized in employing managers for both public and private facilities. Specific attention was given to the managerial trait preferences of each group of managers included in the study.