CHAPTER 3 RESEARCH METHODOLOGIES
3.3 Methods and Tools of Research
This research uses qualitative data collection to answer its main objectives.
The researcher determines the following methods and tools to study:
The first method – Document analysis, including theories, research, and local and international laws related to employment of persons with disabilities.
The second method – Observations, including non-participant observation in organizations that employ persons with disabilities and observation of working atmosphere in organizations.
The third method - In-depth interview, which utilizes semi-structure interview as the tool to make interviews more flexible. The target groups of the interview include executives or officers who are responsible for disability management in their organizations, persons with disabilities who already work in organizations, supervisors, and colleagues of persons with disabilities. Details of topics in the interviews are as follows:
1) The group of persons who direct, supervise and monitor the implementation of the policy of employment of persons with disabilities in government organizations (Section 33)
(1) The critical will in legislating the employment of persons with disabilities (According to the Empowerment of Persons with Disabilities Act, B.E.
2550 (2007), and the Additional Amendment (Second Edition), B.E.2556 (2013).
(2) Operation as supervising and monitoring organizations of existing employment of persons with disabilities
(3) Strengths and limitations in regulating and monitoring agencies to comply with the law of disability employment in government organizations.
(4) Strengths and limitations of agencies in implementing the policy (focusing on the government sector in ministerial level).
(5) Directions of future policies on employment of persons with disabilities in government organizations.
(6) Other issues related to the research.
2) The group which practically implement the policy of employment of persons with disabilities in government organizations (Multiple ministries) (section 33) (1) Distinctive points or strength within the organizations and external support over the implementation of the disability employment policy.
(2) Restrictions within the organizations and threats from external contexts against the implementation of the disability employment policy.
(3) Current policy implementation on disability employment.
(4) Directions of future policies on employment of persons with disabilities in government organizations.
(5) Other issues related to the research
3) The groups of persons with disabilities who have been employed in the organizations according to section 33.
Section 1 General information (to build familiarity) (1) General information of the sample groups.
(2) Disability onset date: Before or after employment (This data is involved with inquiry through research questions on the process of recruitment and selection).
Section 2 Recruitment and Selection
(1) Why did you choose to apply for a job in the organization instead of accepting concessions from agencies to sell products?
(2) Where did you get the news of the job posting? And what channels should be added to advertise job postings?
(3) Considering this job application, did you decide to apply on your own, or was it recommended by anyone?
(4) What are the processes of selection (pre-employment testing)?
Do you think such process is appropriate, fair, and equitable?
Section 3: Human capital development, career development, and teamworking atmosphere.
(1) When you joined the organization, how did you prepare yourself to work? And how has the organization prepared you to work with other people as a team?
(2) What courses have you attened for your development or as a training? Does the training go in the same direction as other employees?
(3) Have you been advised and prepared your career development plan? Who is your mentor? And have you been encouraged to develop your career development according to the plan?
(4) How has the teamworking atmosphere with your colleagues and supervisor been?
(5) Do you plan to work in this organization until your retirement?
If yes, what position do you think you will be at your retirement? Which human capital you have that will take you to the position?
(6) What issue have you been treated unfairly and unequally comparing with other employees in the organization? And what kind of support or facility do you want in your work?
4) Supervisors and colleagues of persons with disabilities who are employed in organizations according to Section 33.
Section 1 General information (to build familiarity) (1) General information of the sample groups.
(2) Have you ever worked or been associated with persons with disabilities before working with them?
Section 2 Recruitment and Selection (Supervisors only)
(1) Why did you decide to employ persons with disabilities instead of offering concessions for selling goods?
(2) What are the processes of selection (pre-employment testing)?
Do you think such process is appropriate, fair, and equitable?
Section 3: Human capital development, career development, and teamworking atmosphere.
(1) How do you prepare yourself to work with persons with disabilities?
(2) Have you helped employees with disabilities in their development or trainings, or become mentors who take care of their living in the organization?
(3) Is the making of career development plan for employees with disabilities to be equal with other employees appropriate in your opinion? And how can you contribute to the planning of their career development?
(4) What is the teamworking atmosphere with your colleagues and supervisors?
(5) What are you concerns in working with employees with disabilities?
The fourth method - Focus Group Discussion, which include the groups of persons with disabilities, supervisors, and colleagues who work in the sample ministries; in the interview, each sub-group was clearly separated in order to recheck the result of in-depth interviews of persons with disabilities, supervisors, and colleagues.
The issue arisen from interviewing the sub-group of persons with disabilities was the opinion expression of “whether there is equity and fairness in recruitment, selection, human capital development, career development, and team collaboration between employees with disabilities and other members of the organizations, comparing to what the organizations have done to other employees”. There were other relevant issues arising during focus group discussions as well.
( Note: sub-group interviews will take place when the data from ongoing in- depth interview is found saturated)