critical review of the published research

Need to critical review of the published research report. 

Research Chosen

(Meltzer, 2016)


The Department of Human Services being the part of the Government, requested for the research and then the research was conducted by The Social Policy Research Centre and Southern Cross University

Reasons for undertaking Research

The reasons for undertaking this research was identified by the researchers as being the one, which can provide information for making employment better, to those people who are having intellectual disability and have drawbacks in various aspects of a job, so the focus of this research was on, and mainly highlights a level of comparison between those experience amongst the people with disability, while they are under various types of employments. 

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Research Questions, Aims and Qualitative Methods

The aim of this research was to study and get an understanding the perspectives of those people who are with intellectual disability (Cindy Cheng, 2017). 
The qualitative method so used in this research was thoroughly based on the interviews so conducted on the people who are having intellectual disability and also the accessibility support, which actually helped the researchers in collecting their individual perceptions. In this research for collecting an in- depth analysis, two types of methods in recruitment were used, where the employment providers of the intellectually disable people were contacted to connect with the later. On the approval from the employment providers for their participation and the consent thereof, the potential participants were contacted for the arrangement of the interview. In the second method so deployed, the study to be conducted was not passed through employment providers to the participants, but it was advertised within the community organisations, who are active in the disability sector, which actually helped in distributing the information to the potential candidates for the study, by way of direct contact or by referral from another person, or the potential individual approaches directly for the study to be conducted on them. In this second method, the potential candidates were himself or herself solely responsible for contacting the researchers for incorporating them into the study, which actually helped these people with disability to establish their choice to elect the participation of them, without the help taken from any employer providing recruitment to them, which in a way maintains the confidentiality, for those who do not want to involve their individual employers for their own decision making process (Katherine Moore, 2017). 
Amongst the fifty- one participants (Meltzer, 2016), 38 people were elected for being part of the individual interview and the remaining thirteen people were dealt in a group interview, which consisted a maximum of two or three people. The topics which were considered in the interview, ranged from, current job details, to the place of their work, to the task they were allocated with, to details regarding their previous employment, which mainly focused on their decision for which they opted the job change. The main thing being considered in the interview solely entails the perception of the participants about the current employment they are into or the previous employment they have already opted out. Finally, in the interview they faced the question which was aimed to collect the feelings about an ideal job. Also, relevant questions were asked when the participant was in the transition phase (Gleeson, 2009). 
Interpersonal relations were also inquired for, while establishing the relationship with other near and dear ones to be meaningful. In so doing the material wellbeing were also considered so that an idea can be grasped about earing an income or a livelihood to maintain the personal possession. Again, the question regarding the personal wellbeing highlighted their physical as well as emotional wellbeing which gave the researchers the idea that the participants have the support networks or in the lack of it and which also will help in deducing the rate of stability they have within their individual environment (Robyn Lauren Johnson, 2009). The interview questions were made so as to reflect the self-determination, which an individual must be in possession of for deciding on their choices based on the personal goals. Finally, the experience regarding the use of rights with that of the individual privacy to be maintained was also made part of the analytical study (Michelle Brotherton, 2015). 

Evaluation of Success of the Research

As the different types of employment were discussed amongst the persons, who are with intellectual disability, the findings from the study highlighted their daily work experiences, which included the tasks they were allotted with, along with the number of hours they work and the utilisation of their time when they are not at work. The participating people which describing their experience, about choosing a job, or finding it, thereby maintaining it and also while having a job change, informed that there is both facilitators as well as barriers. As the study highlights a level of comparison between the experience amongst the people with disability, while they are under various types of employments. People who participated in this study did not make any kind of comparison which can be direct, while referring them to various employment types, and they rarely mentioned any preference while ranking one of the employment type to that of the other. The people who preferred one type of employment with the other, highlighted the pay structure to be on the positive side, along with the stability in the job, or easy recruitment process. Amongst the various types of the employment, open employment as well as social enterprise employment were considered by the participants to be loosely segregated, but with higher degree of inclusivity combined with much more involvement, than other types of employment, mainly the supported employment (Smith, 2016). 
So, the main limitations are that there is a gap between the open type of employment to that of the supported type, and there is a persistent dilemma amongst the participants regarding the possibility of the outcomes, they can achieve out of the job. They fail inadvertently, while prioritising about the choice of the employment types. People in this study demonstrated that they, only for gaining work experience works for the social enterprise and in so doing, they actually wait for the higher paid positions, available in other types of employment. So, there is the trade- offs, and they significantly fail to make a choice from one of the many types of employment, and hence the gap increases from the stability in an employment to the higher rates of pay in the other, and finally becomes an ultimate dilemma, thereby giving rise to difficulty. But, the restrictions are not limited to gaps stability in a job and higher pay, however, there is also a widening gap between the lesser number of the employment types to that far less number of employers (Anderson, 2016). As there is an absence of range of the employment types, the opportunities get lessened for the intellectually disable people, So, in order to give these people a wide range of support both personally as well as systematically, they must be at the first instance be handed with the choices, so that they can overcome any prevailing trade- offs. Thus, it is significant that a broader initiative be taken so as to minimise and eradicate this kind of social exclusion.  


Anderson, T. (2016). Positive Behavior Support for Adults with Disabilities in Employment, Community, and Residential Settings: Practical Strategies That Work. International Journal of Disability, Development and Education, 488-489.
Cindy Cheng, J. O. (2017). What constitutes effective support in obtaining and maintaining employment for individuals with intellectual disability? A scoping review. Journal of Intellectual & Developmental Disability.
Gleeson, P. P. (2009). The relationship between job satisfaction and psychological health in people with an intellectual disability in competitive employment. Journal of Intellectual & Developmental Disability, 199-211.
Katherine Moore, P. M. (2017). Emerging trends affecting future employment opportunities for people with intellectual disability: The case of a large retail organisation. Journal of Intellectual & Developmental Disability.
Meltzer, A. B. (2016). What do people with intellectual disability think about their jobs and the support they receive at work? A comparative study of three employment support models. Sydney: The Social Policy Research Centre is based in Arts & Social Sciences at UNSW Australia.
Michelle Brotherton, R. J. (2015). Supporting workers with intellectual disability in mainstream employment to transition to a socially inclusive retirement. Journal of Intellectual & Developmental Disability, 75-80.
Robyn Lauren Johnson, M. F. (2009). Service users' perceptions of the effective ingredients in supported employment. Journal of Mental Health, 121-128.
Smith, C. W. (2016). Employment specialists’ perspectives on implementing supported employment with young adults. American Journal of Psychiatric Rehabilitation, 339-352.

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