Intellectual (developmental) disabilities have until recently been known as mental retardation. Stigma associated with the use of this name has necessitated the name change. Affected persons usually have varying degrees of cognitive impairs and also exhibit maladaptive behaviors. Many have difficulties learning new skills. You need to understand a number of things about individuals with intellectual disabilities in Portsmouth, VA so as to be better placed to assist them.
No cause is found in a majority of the cases of developmental disability. However, theories revolve around genetics, social influence and the environment. Fortunately many of the persons that are known to have this condition have the mild form and have IQ scores ranging from 50 to 70. Their biggest challenge comes in the classroom where they tend to have difficulties in developing cognitive skills and their social behaviors fall short of what is expected of their peers.
It is important that children who have special needs are not put together in the classroom with their typically functioning peers. The cognitive gap that exists between the two groups is likely to make the situation worse as those who have disability will always have to play catch up. Teachers should adopt methods that will make them learn the required skills easier. Areas such as money, concepts, time concepts, vocational training, self-care and hygiene should be emphasized.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
In adulthood, many of them lead independent lives. The main problem is that many are unemployed or underemployed in spite of their desire to take up jobs. There has been significant discrimination over the years with regard to the hiring process in many companies where applicants known or perceived to have special needs are discriminated against. This has slowly been changing thanks to efforts by advocacy groups.
Employers should not divulge the medical information of employees with special needs unless under special circumstances. These include, for example, when there is a need to initiate emergency treatment and such information is deemed necessary. It may also be required by insurance companies when one is making a claim.
In the interview, it is considered discriminatory to ask applicants about whether or not they have intellectual disability. If the prospective employee discloses this information on their own volition, both the employer and the employee should work together to come up with accommodative strategies that will facilitate the duties to be carried out.
Employers need to be actively involved in preventing harassment. There are many strategies that can be used to achieve this. One of them is to have a written policy that describes how other employees should work with them and spells out the consequences of harassment. Other methods that can be used include organizing regular meetings to discuss the issues, periodic training of managers and the preparation of handbooks.
No cause is found in a majority of the cases of developmental disability. However, theories revolve around genetics, social influence and the environment. Fortunately many of the persons that are known to have this condition have the mild form and have IQ scores ranging from 50 to 70. Their biggest challenge comes in the classroom where they tend to have difficulties in developing cognitive skills and their social behaviors fall short of what is expected of their peers.
It is important that children who have special needs are not put together in the classroom with their typically functioning peers. The cognitive gap that exists between the two groups is likely to make the situation worse as those who have disability will always have to play catch up. Teachers should adopt methods that will make them learn the required skills easier. Areas such as money, concepts, time concepts, vocational training, self-care and hygiene should be emphasized.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
In adulthood, many of them lead independent lives. The main problem is that many are unemployed or underemployed in spite of their desire to take up jobs. There has been significant discrimination over the years with regard to the hiring process in many companies where applicants known or perceived to have special needs are discriminated against. This has slowly been changing thanks to efforts by advocacy groups.
Employers should not divulge the medical information of employees with special needs unless under special circumstances. These include, for example, when there is a need to initiate emergency treatment and such information is deemed necessary. It may also be required by insurance companies when one is making a claim.
In the interview, it is considered discriminatory to ask applicants about whether or not they have intellectual disability. If the prospective employee discloses this information on their own volition, both the employer and the employee should work together to come up with accommodative strategies that will facilitate the duties to be carried out.
Employers need to be actively involved in preventing harassment. There are many strategies that can be used to achieve this. One of them is to have a written policy that describes how other employees should work with them and spells out the consequences of harassment. Other methods that can be used include organizing regular meetings to discuss the issues, periodic training of managers and the preparation of handbooks.
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