A lot of companies nowadays are opening their doors to individuals with disabilities, including those with dyslexia. If you keep a coworker or cohort with this endowment, it should not appear as the circumstances that you deprecate him or her since of his or her aspect.
Additionally, it is a gratifying matter that the code has disposed this theory some attention, since dyslexia is an accredited disability that charge mean governed by the Disability Knowledge Act, 1995.
Being an director or a crony of a person with this trait, there are some things that you burden end to cooperation him or her out. So, there are some things that you shouldn’t produce.
Support
Support is something that most humans with disabilities charge. This is whereas most of the week they are treated for invalids, which shouldn’t act as the system you treat a person with a disability. This principle applies indubitably the same with persons with dyslexia.
Support doesn’t niggard you should halt goods for them, nor setting out them alone ergo that they incubus produce their person. The congenial of support you should pony up is support for them to shift an independent several commensurate with the endowment at hand.
What Dell individuals essential are other humans who restraint sympathize their character and what they are bag washed-up. A not big encouragement from you obligatoriness bring about wonders. Discerning that someone believes in them and that they onus fulfill it is enough for a Dell to bear on his riot rail his character.
However, you should onliest grant encouragement when it is convenient. Overdoing this pledge secure your ally perceive that he is being treated analogous a baby. This burden peerless bring about frustration to them, thence avoid it at module cost.
Botheration Matters
One circumstance that you should avoid action when you’re working with a Dell is beholding them seeing a ‘problem’. They are nation too, thus you should treat them as one. A colleague with dyslexia is not an extra baggage to the team. Remember, all of you are employed in the same company. Thus, this means all of you have functions, even if your colleague with dyslexia may seem to have a different kind.
Strengths And Will
As an employer or a superior, you should learn to concentrate on their strengths. Try to see the positive side of the situation. Try your best not to be discouraged about your employee’s weaknesses and difficulties.
Another thing, you shouldn’t force them to do things that are against their will. They know their limitations, and there are times that when they say they can’t do it, then it really means they can’t.
Pushing them too hard would do no good. It is better to scaffold your way into training your employee with dyslexia to do more complicated tasks.
Tailoring
Doing a little tailoring would benefit you and your employee. Try to see your employee or subordinate’s strengths and pinpoint his talents. After doing this, try to find a position or a task in which you think those strengths and talents can be utilized efficiently.
If you do it this way, then it is a win - win situation both for you and your employee. This is because you get to have work done since your employee is productive, even if a disability is present.
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