Thesis (M. A. (Social Work)) -- University of Limpopo, 2019 / Physically disabled adults encounter many constraints in the societies they live in, and are often prone to stigma and discrimination, social exclusion and negative perceptions. Rooted in the qualitative research approach, this study is informed by a sample of 20 adults with physical disabilities. It gathered data relating to experiences of adults with physical disabilities. Participants were identified using purposive and convenience sampling and took part in comprehensive face to face interviews. This data collection method provided a platform to elicit experiences of adults living with physical disabilities. Thematic content analysis was used to analyse data. The major findings that came out of the study included the main challenges faced by adults with physical disabilities, established the accessibility barriers, assessed how adults cope with health challenges, evaluated the cultural and traditional prejudices of adults with physical disabilities and assessed the stigma and discrimination that they face. From the participants’ personal encounters and narratives, the study recommends assistance and support of physically disabled adults, implementation of awareness campaigns and donations to be specified according to their needs. More so, the study recommends extensively involving and consulting adults with physical disabilities in matters that directly or indirectly affects them and supervising and monitoring schools which accepts persons with disabilities.

Thesis (PhD)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Persons with disabilities (PWDs) remain under-represented in South African (SA) companies. Negative attitudes and ignorance of employers may contribute towards unemployment of PWDs, as can inadequate accessibility, accommodations and company policies on disability. A lack of SA literature on employers’ attitudes and practices on disability motivated the study. A web-based survey was developed to investigate employer attitudes on the employment of PWDs in SA companies. In total, 348 companies were invited to take part in the survey, and 86 companies completed it (25% response rate). One person per company, mostly from Human Resources (HR), completed the survey. Findings from the survey showed that global attitudes towards PWD employment are positive, but that physical and sensory disabilities received more favourable ratings than psychiatric and intellectual disabilities. Most managers reported satisfaction with the job performances of their PWDs. Accessibility in the survey companies is still lacking. Modifications to the physical environment are the most common accommodation made by the companies. Costs for making accommodations were just a bit more or the same than initially anticipated. Companies valued information on the preparation of the environment for PWDs and the cost of accommodations. Companies which employed more than one percent of PWDs were significantly more likely to report that their Diversity/Equity documents include a disability policy. A case study approach was used to obtain qualitative information on the experiences and practices with and of PWDs in three companies with some success in employing PWDs. All companies surveyed that had more than two percent PWDs were requested to participate in the case studies, and three companies agreed. Interviews were performed at these companies with HR personnel, supervisors, co-workers and PWDs. Case study findings show that office environments present more suitable and easier job opportunities for PWD employment, and that certain disability types present too great a risk for employment in dangerous environments. The case study companies do seem to accept PWDs in general, specifically in the immediate working teams of PWDs. None of the managers interviewed indicated problems in managing their PWDs and most apply general management principles. Those with direct contact with PWDs confirmed that they were productive and dedicated. Despite this, very few PWDs are currently being recruited into the companies, but targeted recruitment of PWDs has started. The companies have adequate accessibility in the immediate environments of PWDs, but not widespread accessibility. All the companies have company guidelines and experiences in making reasonable accommodations. Very few PWDs have been advanced in the companies and few fill management positions. Although all the companies have disability policies in place, there is sometimes a discrepancy between policy and practice. The most prominent company initiatives for PWD integration are declaration drives, financial aid initiatives and awareness raising on disability. This study provided evidence that PWDs can be productive, have good co-worker relationships and generally do not make unreasonable accommodation requests. Companies can improve their disability guidelines, accessibility and accommodation processes, but actual contact and sensitisation can increase integration of PWDs. / AFRIKAANSE OPSOMMING: Persone met gestremdhede (PMGs) is steeds onderverteenwoordig in Suid-Afrikaanse (SA) maatskappye. Negatiewe houdings en onkunde van werkgewers kan bydra tot werkloosheid van PMGs, asook onvoldoende toeganklikheid, akkommodasie en maatskappy-beleid oor gestremdheid. 'n Gebrek aan SA literatuur oor werkgewers se houdings en praktyke teenoor gestremdheid motiveer dié studie. ’n Web-gebaseerde opname is ontwikkel om werkgewer-houdings oor die indiensneming van PMGs in SA maatskappye te ondersoek. ’n Totaal van 348 maatskappye is genooi om deel te neem aan die opname en 86 maatskappye het dit voltooi (25% respons-koers). Een persoon per maatskappy, meestal van Menslike Hulpbronne (MH), het die opname voltooi. Bevindinge van die opname het getoon dat algemene houding teenoor PMGs positief is, maar dat fisieke en sensoriese gestremdhede meer gunstige graderings as psigiatriese en intellektuele gestremdhede ontvang. Die meeste respondente het tevredenheid getoon met die werkvertonings van PMGs. Toeganklikheid in die maatskappye is steeds onvoldoende. Veranderings aan die fisiese omgewing is die mees algemene akkommodasie wat deur die maatskappye gedoen is. Kostes vir akkommodasies is net ’n bietjie meer of dieselfde as wat aanvanklik verwag is. Maatskappye stel ’n premie of inligting oor die voorbereiding van die omgewing vir PMGs en die koste van akkommodasie. Maatskappye wat meer as een persent van die PMGs indiens het, was beduidend meer geneig om te rapporteer dat hulle diversiteit dokumente 'n gestremdheid beleid insluit. ’n Gevallestudie benadering is gebruik om kwalitatiewe inligting te kry oor die ervaringe en praktyke t.o.v. PMGs in drie maatskappye met relatiewe indiensneming sukses t.o.v. PMGs. Alle opname maatskappye met meer as twee persent PMGs is versoek om deel te neem, en drie maatskappye het ingestem. Onderhoude by hierdie maatskappye is gevoer met menslikehulpbron-personeel, bestuurders, mede-werkers en PMGs. Gevallestudie bevindinge toon dat die kantooromgewing meer geskikte en makliker werkgeleenthede vir PMGs bied, maar dat dat sekere tipes getremdhede ’n te-groot risiko is vir indiensneming in gevaarlike omgewings. Daar blyk ’n groter aanvaarding van PMGs in die algemeen te wees by die maatskappye, spesifiek in die onmiddellike werkspanne van PMGs. Nie een van die bestuurders in die ondersoek het probleme aangedui met die bestuur van PMGs nie en meeste pas algemene bestuursbeginsels toe. Diegene met direkte kontak met PMGs bevestig dat hulle produktief en toegewyd is. Ten spyte hiervan word min PMGs gewerf deur die maatskappye, maar geteikende werwing van PMGs het begin. Die maatskappye het voldoende toeganklikheid in die onmiddellike omgewings van PMGs, maar nie wydverspreide toeganklikheid nie. Al die maatskappye het wel maatskappy-riglyne en ervarings met die voorsiening van redelike akkommodasie. Baie min PMGs word wel bevorder in die maatskappye en min vul bestuurposisies. Alhoewel al die maatskappye ’n gestremdheidsbeleid het, is daar soms ’n verskil tussen beleid en praktyk. Die mees prominente maatskappy inisiatiewe vir PMG integrasie was verklaringsinisiatiewe, finansiële steun en bewusmakings-veldtogte van gestremdheid. Hierdie studie bewys dat PMGs produktief kan wees, goeie mede-werker verhoudings het en oor die algemeen nie onredelike akkommodasie versoeke rig nie. Maatskappye kan hulle gestremdheidsriglyne, toeganklikheid en akkommodasie prosesse verbeter, maar werklike kontak en sensitisering kan integrasie van PMGs verhoog.

The purpose of this study was to explore the views of adults with disabilities and their care providers with regard to extent to which health promotion implementation was facilitated within Protective Workshops across several service areas in South Africa. Quantitative and Qualitative Data was collected via a combination of data collection approaches that included the use of a descriptive survey, a self-administered questionnaire and a semi-structured interview. Structured questionnaires and an interview schedule were used to generate data from both the patient and care provider participants in each of the selected facilities. Participants with disabilities and care providers working in the Protective Workshops were identified and sampled through a multi-stage sampling procedure. Participants from 48 facilities participated in the study. The findings revealed that health promotion in Protective Workshops was cursory and informal. Even though health education was provided whenever the need arose, it was neither individualized nor customized in accordance with reasonable accommodation of people with disabilities. There were provincial differences in terms of the levels of participation and organizational support for people with disabilities. In certain cases bureaucratic obstacles were identified during field work. Results show inconsistency regarding access to equal opportunities for people with disabilities, albeit some agreed to a lesser extent (30.5%), others moderately (21.5%) compared to only 22.6% who agreed, were exceeded by 25% of respondents who completely disagreed to the notion that equal opportunities existed for people with disabilities. The latter was confirmed by care providers. The study recommended an urgent need for the development of inclusive health promotion, the enforcement of the requirements for reasonable accommodation and adherence to policy and legal imperatives. / Health Studies / D. Litt. et Phil. (Health Studies)

This study explored the application of Weiner’s attribution models of helping behaviour to care staff working with overweight people with learning disabilities. Staff were asked to have a client in mind who was significantly overweight and to complete self-reports of their attributions, affect, optimism and willingness to help the person with their weight. The study found that staff rated their clients’ weight as being attributed slightly more to internal factors than external factors, being low in controllability and high in stability. Staff reported low levels of positive and negative emotion but high levels of sympathy, optimism and willingness to help. No associations were found between attributions or affect and willingness to help. Only optimism was associated with willingness to help. The findings did not support the applicability of Weiner’s attribution models to staff supporting overweight people with learning disabilities. These findings contribute to the inconsistent literature on the applicability of Weiner’s model to staff helping in LD services. Future research should clarify whether willingness to help relates to effective health helping strategies and to explore this further in service contexts. The clinical implications for staff training include enhancing staff’s optimism in health change and providing skills in constructively engaging client’s in healthier behaviours.

The United Kingdom has a long history of using outdoor activities as a vehicle for recreation, rehabilitation and education for people with disabilities. However, there has been little empirical research into the value placed on the experiences by those who organise the activities or by the participants. The Calvert Trust was one of the first organisations to specialise in outdoor activities for this population and through their three Centres is currently the largest provider of outdoor education for people with disabilities within the UK. Through four separate but linked research phases covering data collected between 2002 and 2013, the present study investigates the value of Calvert Trust programmes for both organisers and participants. The first phase involved the analysis of an existing data-set of post-course evaluation questionnaires (n=502) completed by visiting leaders of groups of participants (n=2,843) with a variety of disabilities who had attended one of the three Calvert Trust Centres. The activities and factors contributing to the perceived benefits of participation were identified, and visiting leader evaluations were compared with the internal reports on the same courses and participant groups completed by Centre instructors (n=702). There were differences in aims for the visits dependent on the sector of the respondent (education, recreation or rehabilitation) but an increase in confidence and independence were those most frequently reported outcomes across sectors. There was general agreement between visiting leaders and instructors as to the role of challenge, achievement and teamwork in delivering these benefits. The limitations of having respondents from only one Centre were addressed in the second phase of the research. This investigated post-course evaluation questionnaires from all three Centres returned both by visiting leaders (n=397) and participants (n=2,507). Comparisons were made across the Centres and differences were found to exist in the aims and domestic aspects of the provision reported on by the visiting leaders but not in aspects of the activity delivery. The participants, however, showed small but significant differences across the Centres in their reporting of development of communication skills, social skills, self-esteem and independence. A third research phase employed iterative email interviews with representatives from visiting organisations (n=17) and the Calvert Trust (n=17) to relate participant experiences to the aims of both the purchasers and providers. Both sets of informants saw participant recognition of personal ability as a key aim of the visit. Other frequently reported aims were to provide new social opportunities, develop interpersonal skills and increase confidence, but these had different relative weightings across informants. In the fourth phase of the research the direct voices of the participants on the value of their outdoor experiences was accessed through interviews with participants (n=23) and with a ‘significant other’ (n=18). Differences in the reporting of personal experiences were noted between those with physical and intellectual disabilities. A number of those with physical disabilities, and/or their ‘significant others’, considered that the outdoor education experience had made an important difference to the participant’s life that might have a long-lasting impact. Those with intellectual disabilities reported a positive experience that may have given them the confidence to take part in similar events, undertake more exercise or widen their social circle. A post-visit increase in independence was reported by a number of the ‘significant others’ for this latter group. The findings overall suggest that participation in the outdoor education courses at the Calvert Trust was generally a very positive experience, with outcomes valued by purchasers, by participants and by those with close knowledge of them. The principal reported benefits relate to themes of confidence, independence and realisation of personal ability. These are discussed in relation to the specific outdoor education programmes experienced and the impact that these may have on the everyday lives of participants with disabilities.

No description available.

published_or_final_version / Social Work / Master / Master of Social Work

published_or_final_version / Social Work / Master / Master of Social Work

published_or_final_version / Sports Science / Master / Master of Science in Sports Science

published_or_final_version / Social Work / Master / Master of Social Work