We Are People First: Framing Organizational Assimilation Experiences of the Physically Disabled Using Co-Cultural Theory

Cohen, Marsha N.; Avanzino, Susan

doi:10.1080/10510971003791203

Cited by 22 publications

(10 citation statements)

References 25 publications

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“…It also sheds new light on bullying by educators. I purposely went to great lengths to hide, ignore, or avoid my disability of TS, which is consistent with other studies (Cohen & Avanzino, 2010) in order to be accepted and not to be bullied. This study also reaffirms how different power dynamics with CCT can work together to further marginalize co-cultural group members, which contributed to me not having much success with implementing strategies (Glenn & Johnson, 2012).…”

Section: Discussion and Implications: Unpacking Abnormality By Connectisupporting

confidence: 55%

“…The completed studies explored co-cultural groups within the university setting including first generation college students, African Americans, international students, and students who have experienced discrimination based on race, sexual orientation, or age (Camara & Orbe, 2010;Glenn & Johnson, 2012;Orbe, 2004;Orbe & Groscurth, 2004;Urban & Orbe, 2007). Scholars have also used CCT within the workplace, specifically looking at the organizational socialization of people with disabilities (Cohen & Avanzino, 2010). Research analyzing the everyday lived experiences of co-cultural group members such as gay/lesbian/bisexual (Camara, Katznelson, Hildebrandt-Sterling, & Parker, 2012), individuals from lower socioeconomic classes (Orbe, 1996), and gang members (Towns, 2007) has also been conducted.…”

Section: Co-cultural Theorymentioning

confidence: 99%

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What's wrong with Me?: An Autoethnographic Investigation of the Co-Cultural Communicative Practices of Living with Tourette Syndrome during Adolescence

Congdon

2014

TQR

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Using an Autoethnographic methodology, this essay explores how I was diagnosed with Tourette Syndrome. My experience illustrates a dynamic and difficult process of understanding and negotiating assimilation, using a variety of communication strategies related to self-perception, perceptions of others, and interactions with others. Using Co-Cultural theory (CCT) as a theoretical framework, three themes emerged from my experience: (1) nonassertive assimilation: negotiating with relationships of authority, (2) aggressive assimilation: negotiating relationships with peers, and (3) nonassertive separation: the convergence of negotiating relationships of authority and with peers. It is my hope that my story expands the awareness and conversation among and within academia regarding the influence that dominant cultural groups, norms, and labels have on the experience of adolescence living with TS as it relates to educational experiences.

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Section: Discussion and Implications: Unpacking Abnormality By Connectisupporting

confidence: 55%

Section: Co-cultural Theorymentioning

confidence: 99%

What's wrong with Me?: An Autoethnographic Investigation of the Co-Cultural Communicative Practices of Living with Tourette Syndrome during Adolescence

Congdon

2014

TQR

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“…Research shows a relationship between empowerment and retention (Spence Laschinger et al, ), job satisfaction (Spence Laschinger et al., ), and engagement (Jacob et al, ). There is evidence to suggest that persons with disabilities benefit from empowerment that develops their confidence (Kirk‐Brown & Van Dijk, ) and recognizes them as people first (Cohen & Avanzino, ). In addition, persons with disabilities who work tend to have higher levels of empowerment (Bejerholm & Bjorkman, ).…”

Section: Review Of the Literaturementioning

confidence: 99%

The Roles of Human Resource Development in Developing the Whole Person with Disabilities: A Conceptual Model

Lunsford¹,

Dolison²

2019

Perf Improvement Qrtly

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Persons with disabilities are able to perform many of the same jobs persons without disabilities perform given reasonable accommodations (Burgstahler & Ladner, 2007; Freeburg, 1994; Hartnett, Stuart, Thurman, Loy, & Batiste, 2011). At the same time, persons with disabilities are less likely to have a job (Nafukho, Roessler, & Kacirek, 2010). Younger workers especially face this challenge (Nafukho et al., 2010). Human resource development researchers have examined factors related to persons with disabilities; however, the research tends to be fragmented. This article presents the results of a literature review to develop a proposed conceptual model for investigating factors associated with human resource development and persons with disabilities in the workplace. This article identifies three attitudinal outcomes and seven factors that may influence these outcomes in this domain.

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“…Stone and Colella () have, for example, developed a model of factors that affect employees with impairments in work organizations, which sheds light on the many ways in which observers perceive their colleague with impairments. Other studies examine how impairments give rise to a variety of compensation strategies amongst employees with impairments (Cohen and Avanzino, ; Ren et al , ) who attempt to conceal, minimize or ‘downplay’ their impairments as much as possible (Taub et al , , p. 175) by ‘think[ing] about everything’ they do whilst at work (Dyck and Jongbloed, , p. 344). However, research that examines the intersection between impairments, work and gender is sparse, i.e., how employees’ impairments and biological sex affect how they are perceived as different at work and consequently are expected to behave differently by their colleagues and managers.…”

Section: Introductionmentioning

confidence: 99%

Gender and Disability: Feminizing Male Employees with Visible Impairments in Danish Work Organizations

Mik‐Meyer¹

2015

Gender, Work & Organization

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The purpose of this article is to examine how stereotypical gender perceptions relate to employees with physical impairments. This is done by investigating how employees and managers in 13 Danish work organizations draw on stereotypical perceptions of femininity when they talk about their colleague with cerebral palsy, and by examining how these stereotypical perceptions influence the work lives of the participating employees with cerebral palsy — as seen from their own perspective. The empirical point of departure is an interview study conducted in 2013 with 13 employees with cerebral palsy, 44 colleagues and 19 managers. In contrast to the findings of much research on gender and work, this study finds that stereotypically feminized perceptions of employees with cerebral palsy as weak, in need of help, etc., are linked to the impairments of the employee rather than his or her biological sex or the specific gender norms of the particular industry. The analysis of this article thus contributes to increase our understanding of gender processes in work organizations. More specifically, the article shows how impairments intersect with gender perceptions; in this case how the study participants with cerebral palsy are expected to relate to and reproduce stereotypically female behaviour — regardless of their biological sex.

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We Are People First: Framing Organizational Assimilation Experiences of the Physically Disabled Using Co-Cultural Theory

Cited by 22 publications

References 25 publications

What's wrong with Me?: An Autoethnographic Investigation of the Co-Cultural Communicative Practices of Living with Tourette Syndrome during Adolescence

What's wrong with Me?: An Autoethnographic Investigation of the Co-Cultural Communicative Practices of Living with Tourette Syndrome during Adolescence

The Roles of Human Resource Development in Developing the Whole Person with Disabilities: A Conceptual Model

Gender and Disability: Feminizing Male Employees with Visible Impairments in Danish Work Organizations

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