Here is the synopsis of our sample research paper on Determining Employers’ Attitudes toward Hiring Individuals with Disabilities. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
An 11 page plan for studying employers’ attitudes toward hiring individuals with disabilities. Equal employment guidelines and the requirements of the Americans with Disabilities Act instruct employers that they cannot discriminate against any individual for any reason; the purpose here is to determine whether intended results are being born out in fact. The study will use several statistical analyses, which also are discussed in the paper. Includes an abstract. Bibliography lists 7 sources.
Page Count:
11 pages (~225 words per page)
File: CC6_KShrDisabled.rtf
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Unformatted sample text from the term paper:
restrictions on the number of sources allowed. Ive already far exceeded that number. See the Hernandez, Keys and Balcazar (2000) paper for an extensive review from which you
can build one quite easily. Abstract This is a plan for studying employers attitudes toward hiring individuals with disabilities. Equal employment guidelines
and the requirements of the Americans with Disabilities Act instruct employers that they cannot discriminate against any individual for any reason; the purpose here is to determine whether intended results
are being born out in fact. The study will use several statistical analyses, which also are discussed in the paper. Introduction Equal
employment opportunity statements require employers not to discriminate against any group. Race and ethnicity has received the greatest attention in this regard, though in past years there was a
perception that hiring disabled workers is more troublesome to the organization than it is beneficial. There is evidence that such a perception does not accurately reflect employers attitudes toward
hiring people with disabilities, however. The purpose here is to assess employers attitudes toward hiring individuals with disabilities. Problem Statement The Americans
with Disabilities Act (ADA) requires employers to take meaningful steps in providing an environment in which disabled workers can function. The ADA requires only "reasonable accommodation," but the view
has been that employers believe that the accommodations they would have to make would be burdensome. At least one federal study has found that not to be the case
at all, concluding that "only 30% of companies examined spent more than $500" (Instant Expert, 1999; p. 10), and all businesses can claim tax credits and seek assistance from public
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