Introduction: In this era, the time has become crucial for young people. We find them with learning disabilities. They have difficulties acquiring sufficient employment
because of lack of certain job-related social skills, interpersonal skill, analytical skill as well as attendance. The youngsters become reluctant due to their social life style. Deficits in social skills creates problem in terms of job stability individual's ability to
adequately function on the job. Thus, for adolescents with disabilities who
are transitioning from school to work, social skills training is of paramount importance to insure success in gainful employment. Positive interaction in the workplace gives a positive effect on their mind.
Objective:The aim of social skills training is to directly increase the
behavioral competency of individuals so that they can achieve
successful outcomes in those types of social situations where their
current skills are inadequate. This social training improves the core competency of young people. Managers inevitably influence performance & always see to improve it. Yet true performance management is no flavor of the month, but of a carefully conceived & broadly based action strategy. Today all organizations need better commitment from employee's side, motivated staffs & streamlined appraisal systems. In every organization, such as IT sectors, FMCG, BFSI, Manufacturing etc half of the employees are young. Managers need to nurture their talent by providing them various skill training. Several studies have examined job related skill training is necessary to fit those young people within the organization. It includes modeling, active participation, directed questioning, visualization, cueing, guided practice, role-playing, feedback and reinforcement.
Problems Finding: Various studies have shown young people face the inferiority complex with their peers as well as subordinates. Though they know the fact but they can not express in front of their managers or peers because of lacking in presentation skill, interpersonal skill as well as technical skill. Thus making job competition more difficult for the employees with disabilities. Some of the social behavior patterns identified might include: too many absences, failure to call in, emotional/behavior disorders, job-hopping (being employed at many different jobs), inability to communicate, immaturity, irresponsible actions, and visible manners or mannerisms, lying and uncooperative behavior while on the job.
Survey:
Ecological Assessment
The target behavior and behavioral objectives for this study are based partly on an ecological survey, which was conducted by the researcher with the mother and the student prior to beginning the study. This provided the researcher with a needs assessment and knowledge of participant behavior prior to study. Robbie is a 21-year-old male who has made several unsuccessful attempts, for more than 4 years, to
maintain/hold a job. According to his parents, he has been labeled as ‘aggressive and angry', noted to be ‘moody', but is able to deal at a minimum level with criticism. When Robbie was evaluated in high school, he scored at the 6.0 grade level in reading recognition on the Wide Range Achievement Test (WRAT), 6.0 in spelling and 9.0 in mathematics. He is described as learning disabled in the cognitive areas of reading, written expression and oral language. Robbie is considered to have average
ability in the areas of math and math reasoning. He spent a considerable
amount of his school years in the special education resource rooms
throughout junior high and high school. Robbie has had several jobs since graduating from high school, but none of any long duration. He has indicated that he enjoys outside work, such as mowing, backhoe work and construction work. His previous job was driving heavy equipment for local ranchers. At the present time, Robbie has a job with a local Total® convenience store/gas station in which he mainly works at stocking shelves with merchandise and maintaining the outside appearance of the grounds. He has been working or Total® for almost 4 months. He is often assigned to rotating shifts
such as mornings, evenings and/or nights. Shifts are always worked in pairs, so Robbie always works with another employee. His work dealing with customers directly is on a limited basis because of the short duration he has been employed with the company. His current supervisor
indicates that Robbie has limited his chances of advancement on the job because of his poor work behavior. The manager has reported that
Robbie does not come to work much of the time or is late arriving. Punctuality and attendance are described as sporadic at best. The manager further states that, although Robbie or his mother does call in if he will be absent, it continues to be a problem because of lack of employee help for the shift to function properly. The supervisor has indicated that this has happened more than once and that he has seriously considered discharging Robbie for this reason. However, because Robbie is a well liked by coworkers and is a hard worker when he is at work, the supervisor is hesitant to discharge Robbie. Thus, the ecological survey offers two advantages relevant to the study: The ecological assessment offers a broad range or holistic approach in collecting information. It is not limited, in any manner, in its capacity to gather relevant information. The ecological approach has the ability to collect and verify information through direct observation. The ecological assessment, in using direct observation, ‘helps to socially validate target behaviors as important problems of concern in the lives of the participants'.
Target behavior: Attendance
1) Operational definition: Go to work each day; if legitimate absence,
notify supervisor in adequate time
2. Punctuality: Arrive to work at or before time for
designated shift to begin.
Conclusion: Young mind is fresh mind. It is like liquid. If you put them into bowl, they will take that shape. It depends on the manager or organization how they nurture & polish them. Job related skill trainings are required to give them way to pave their own way. Skill training is very much important to cope up with peers, superiors, subordinates as well as corporate ethics. Proper skill training leads to maximum output. It helps to reduce attrition rate. It helps in making employee loyal & building up the long term relationship with stakeholders.
References: Lovett & Haring's book
Handbook of Performance Management- Frances Neale.
Mathews, R., Whang, P. & Fawcett S. (1980) Development and validation of an Occupational Skills Assessment Instrument, Behavioral Assessment, 2,
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