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R E P O R T I Z V E [ T A J
Workplaces for All A pilot study
on employment and working conditions for
people with disabilities in Macedonia
Op{testvo za SitePilot studijaza vrabotuvawe i rabotnite uslovi za licata so invalidnost vo Makedonija
Risto Petrov, Zora Jacova, Lisbet Grut, Cathrine Eide Valsø, Geir Tyrmi
August 2006
University of Ss. Cyril and Methodius Methodius
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R E P O R T I Z V E [ T A J
Workplaces for All A pilot study
on employment and working conditions for
people with disabilities in Macedonia
Op{testvo za SitePilot studijaza vrabotuvawe i rabotnite uslovi za licata so invalidnost vo Makedonija
Risto Petrov, Zora Jacova, Lisbet Grut, Cathrine Eide Valsø, Geir Tyrmi
University of Ss. Cyril and Methodius Methodius
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4 © University of Ss. Cyril and Methodius and SINTEF
The workshop “Society for All” in December 2005 in Skopje raised the
discussion about challenges regarding workplaces for people with
disabilities in the Republic of Macedonia. Among the participants were
representatives from Macedonian authorities, international and national
NGOs and national DPOs, protective companies and universities. The
participants supported the idea of conducting a pilot study as a first step
towards a better understanding of the concept “Workplaces for all”. The
main approach was stated by one of the participants:
“This workshop has showed the real interest and need for building an
integrated strategy for improved employment for people with disabilities,
with involvement from all the stakeholders.”
The pilot study was initialised in February 2006 by the Faculty of Philosophy
at the University of St. Cyril and Methodius and the Norwegian research
institute SINTEF, in close cooperation with the Macedonian DPO PolioPlus.
The need for this kind of scientific approach is supported by the Ministry of
Labour and Social Policy. FOSIM Macedonia and SINTEF have supported the
study financially.
During the pilot study the research team has received valuable support from
the Agency of Protective Companies, but first of all we would like to thank the
managers and employees of the involved companies for their willingness to
co-operate in the study.
This report presents the results from the study both in English and
Macedonian. In the event of any uncertainty in the interpretations between
the two languages, the English version will be considered as the correct
text.
Skopje/Oslo, September 2006
Professor Risto Petrov Senior scientist Lisbet Grut
University of Ss. Cyril and Methodius SINTEF Health Research
PrefacePreface
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5© University of Ss. Cyril and Methodius and SINTEF
PredgovorRabotilnicata „Op{testvo za site“ vo Dekemvri 2005 god. vo Skopje
ja pottikna diskusijata za predizvicite vo vrska so rabotnite
mesta na licata so invalidnost vo Republika Makedonija. Pome|u
u~esnicite na rabotilnicata bea i pretstavnici na makedonskite
vlasti, internacionalni i nacionalni NVO-i i nacionalni DPO-
i, za{titni kompanii i univerziteti. U~esnicite ja poddr`aa
idejata za sproveduvawe na pilot studija kako prv ~ekor kon podobro
razbirawe na konceptot „Rabotno mesto za site“. Glavniot
pristap be{e izlo`en od strana na eden od u~esnicite:
„Ovaa rabotilnica poka`a vistinski interes i potreba za izgradba
na integrativna strategija za podobruvawe na vrabotuvaweto na
licata so invalidnost, so vklu~uvawe na site avtoriteti “.
Pilot studijata zapo~na vo Fevruari 2006 od strana na Filozofski
fakultet na Univerzitetot „Sv. Kiril i Metodij” i Norve{kiot
istra`uva~ki institut SINTEF, vo sorabotka so Makedonskata
NVO Polio Plus.
Potrebata od vakov vid na istra`uva~ki pristap e poddr`ana od
Ministerstvoto za trud i socijalna politika. SOROS Makedonija
i SINTEF finansiski ja poddr`aa studijata. Za vreme na pilot
studijata istra`uva~kiot tim dobi zna~ajna poddr{ka od
Agencijata na za{titni kompanii, no pred se nie bi sakale da im
se zablagodarime na menaxerite i vrabotenite od vklu~enite
kompanii za nivnata podgotvenost da sorabotuvaat vo studijata.
Ovoj izve{taj gi sodr`i rezultatite od studijata na Angliski
i na Makedonski jazik. Vo slu~aj na nekakvi nesigurnosti vo
interpretaciite me|u dvata jazika, Angliskata verzija }e se smeta
za korekten tekst
Skopje/Oslo, Septemvri 2006
Profesor Risto Petrov Postar istra`uva~ Lizbet Grut
Univerzitet Sv.Kirili Metodij SINTEF Istra`uvawe vo zdravstvoto
Predgovor
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Table of contentsTable of contents
Introduction 8Definitions 16Preparations for the pilot study 22Methodology 26Findings 30
Themes for the managers 30Themes for the disabled employees 42
Discussion and recommendations for further research 54Further research 58
Figures:
Figure 1 12Figure 2 18Appendix 621.Partners in the project 622.Interview guide 643.Description of the companies 72
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Voved 9
Definicii 17
Podgotovki za pilot studijat 23
Metodologija 27
Rezultati 31
Temi za menaxerite 31Temi za popre~enite vraboteni 43
Diskusija i preporaki za ponatamo{no istra`uvawe 55
Ponatamo{no istra`uvawe 59
Figuri:
Figura 1 13Figura 2 17
Prilog 631. Partneri vo proektot 632. Vodi~ za intervjuto 653. Opis na kompaniite 73
Sodr`inaSodr`ina
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8 © University of Ss. Cyril and Methodius and SINTEF
IntroductionIntroductionThe organized protection of persons with disabilities in the Republic of Macedonia
starts after 1945. Today we can say that according to the type and level of the disability there
are special schools, centres for education and rehabilitation, day care centres, stationary
institutions and protective companies for employment of the disabled persons.
The situation for people with disabilities in the Macedonian workforce is largely governed
by the law of protective companies that gives the companies official benefits for employing
workers with disabilities1. The regulations give workers with disabilities the right to the
same working conditions as non-disabled workers.
Article 4 in this document specifies the special conditions and benefits for employing and
working of disabled persons to be:
Creating working conditions by adapting the working place, equipment acquisition,
rebuilding and adaptation of work space according to the disabled person who will
be working there as well as the regulations;
Tax relief and securing of funds for legal contributions;
Financial work support.
Article 5 follows up with requirements for the companies:
When employing the disabled person, the (?) employer should create appropriate
working conditions according to the type and degree of disability and education of
the disabled person and the work place.
Article 8 specifies the provision of Special Funds:
The funds for creating special conditions and benefits for employing and working
of disabled persons by: adaptation of the work place, equipment supply, rebuilding
and adaptation of the workspace, are provided by the Special Fund.
1 According to “Review of laws that regulate the work of Protective Trading Companies”, published by Union of Protective Companies, Skopje, English version, November 2004.
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9© University of Ss. Cyril and Methodius and SINTEF
VovedVovedOrganiziranata za{tita na licata so invalidnost vo Republika Makedonija
zapo~nuva posle 1945 godina. Denes mo`e da konstatirame deka vo soglasnost so vidot
i stepenost na popre~enost postojat specijalni u~ili{ta, centri za obrazovanie
i rehabilitacija, centri za dneven prestoj, stacionarni institucii i za{titni
kompanii za vrabotuvawe na ovie lica.
Situacijata na licata so invalidnost vo Makedonskata rabotna sila e vo golema
mera rakovodena od zakonot za za{titni kompanii koj {to im dava na kompaniite
oficijalni beneficii za vrabotuvawe na rabotnici so popre~enost.1 Zakonite, na
licata so popre~enost, im go davaat pravoto na isti rabotni uslovi kako i zdravite
rabotnici.
^len 4 od ovoj dokument gi specificira specijalnite uslovi i beneficii za
vrabotuvawe i rabota na invalidnite lica:
Dodeluvawe na nepovratni sredstva za vrabotuvawe na neopredeleno vreme
na nevraboteno invalidno lice, adaptacija na rabotnoto mesto na koe
}e raboti invalidnoto lice dokolku taa e potrebna i nabavka na oprema
spored kriteriumite i na na~in utvrden so akt na ministerot za trud i
socijalna politika;
Osloboduvawe od danoci i obezbeduvawe na sredstva za pridonesi;
Finansiska poddr{ka vo raboteweto.
^len 5 gi opredeluva slednite obvrski za kompaniite:
Koga se vrabotuva invalidnoto lice rabotodavecot treba da kreira
soodvetni rabotni uslovi vo soglasnost so tipot i stepenot na
popre~enost i edukacija na invalidnoto lice i rabotnoto mesto.
^len 8 go specificira obezbeduvaweto na specijalnite fondovi:
Fondovite za kreirawe na specijalni uslovi i beneficii za vrabotuvawe
i rabota na invalidnite lica so: adaptacija na rabotnoto mesto,
obezbeduvawe na oprema, renovirawe i adaptacija na rabotnoto mesto, se
obezbedeni od Posebniot Fond.
1 Spored “Pregled na zakoni koi ja reguliraat rabotata na Za{titni Trgovski Kompanii”,objaven od Agencijata za za{titni kompanii, Skopje, Angliska verzija, Noemvri 2004.
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10 © University of Ss. Cyril and Methodius and SINTEF
A workshop called „Society for all” was arranged in Skopje, 8th of December 2005.
The purpose of the workshop was to gather representatives from the authorities, academia,
disabled persons organisations and companies to present and discuss challenges
regarding workplaces for people with disabilities in Macedonia.
The workshop was initiated through the SME-ART project2 in which SINTEF supports
small and medium sized enterprises (SME) in Macedonia with capacity-building and
development of applied R&D capabilities, focused on strengthening the SME sector. The
idea of elaborating this work into a project on persons with disabilities in the workplaces
came from a company project through the SME-ART. The involvement of local stakeholders
was seen as crucial.
The discussion at the workshop revealed the need for more evidence based knowledge about
the working conditions for people with disabilities. The workshop participants supported
the idea of conducting a pilot study as a first step towards a better understanding of policy,
organisation and measures of workplaces for people with disabilities in Macedonia.
There is also need for more knowledge about assistive devices and adaptations as well as
accessibility, legislation and regulations. This will benefit both the workers with disabilities
as well as the companies.
SINTEF, the Faculty of Philosophy Institute of Special Education and Rehabilitation in Skopje
and PolioPlus, a Macedonian Disabled People’s Organisation (DPO), formed a working
group to prepare and conduct the pilot study. SINTEF and FOSIM agreed to contribute to
the funding of the project. In addition Ministry of Labour and Social Policy of Republic of
Macedonia was invited to participate.
Building capacity in the companies and improving the working conditions are seen as an
important goal in the project. To ensure this the project will build on the experiences from
the SME-ART project of linking SMEs, authorities and academia, as well as including the
DPOs. A sketch for the concept is shown as follows
2 The SME-ART project is funded by the Norwegian Ministry of Foreign Affairs
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11© University of Ss. Cyril and Methodius and SINTEF
Rabotilnicata nare~ena „Op{testvo za site” be{e odr`ana vo Skopje na
8-mi Dekemvri 2005. Celta na rabotilnicata be{e da sobere pretstavnici od
vlastite, Univerzitetot, kompanii i organizacii na licata so invalidnost za da se
prezentiraat i diskutiraat predizvicite {to se odnesuvaat na rabotnite mesta na
licata so invalidnost vo Makedonija.
Rabotilnicata be{e inicirana preku SME-ART proektot2 na SINTEF koj gi podr`uva
malite i sredni pretprijatija vo Makedonija so sposobnost za gradewe i razvoj na
primeneti istra`uva~ki i razvojni sposobnosti, naso~eni kon zajaknuvawe na SME
sektorot. Idejata za razrabotuvawe na ovaa rabota vo proekt, za licata so invalidnost
na nivnite rabotni mesta proizleze od drug proekt preku SME-ART. Vklu~uvaweto na
lokalni partneri e od krucijalno zna~ewe.
Diskusijata na rabotilnicata ja otkri potrebata za pogolemi soznanija bazirani na
pove}e dokazi vo vrska so rabotnite uslovi na licata so invalidnost. Participantite
na rabotilnicata ja poddr`aa idejata za sproveduvawe na pilot studija kako prv
~ekor kon podobro razbirawe na politikata, organizacijata i merkite vo rabotnite
mesta na licata so invalidnost vo Makedonija.
Isto ima potreba za pogolemo znaewe za pomo{nite napravi i adaptacii kako i
pristapnosta, legislativata i zakonite. Ova }e bide korisno kako za vrabotenite
invalidni lica taka i za kompaniite.
SINTEF, Institutot za defektologija pri Filozofskiot Fakultet vo Skopje i Polio
Plus, Makedonska organizacija za popre~eni lica (DPO), formiraa rabotna grupa da
ja podgotvi i sprovede pilot studijata. SINTEF i SOROS se soglasija da doprinesat
vo finansiraweto na proektot. Vo dopolnenie Ministerstvoto za trud i socijalna
politika na Republika Makedonija be{e pokaneto da participira.
Kapacitetot za gradewe vo kompaniite i podobruvaweto na rabotnite uslovi se
gledani kako va`na cel vo proektot. Za da se obezbedi ova proektot }e se bazira na
iskustvata od SME-ART proektot za povrzuvawe na SME, vlastite i akademijata, kako i
vklu~uvawe na DPO. Vo prodol`enie sledi {ema na konceptot:
2 SME-ART proektot e finansiran od Norve{koto Ministerstvo za Nadvore{ni Raboti.
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12 © University of Ss. Cyril and Methodius and SINTEF
Main stakeholders:
Protective Companies (Companies employing people with disabilities)
Organizations for people with disabilities
Authorities at national and regional level responsible for education, employment
and rehabilitation for people with disabilities
Universities in the field of disability and rehabilitation
Objectives:
Get research based documentation about employment and working conditions
among people with disabilities in Macedonia. To present results on the challenges
and needs regarding workplaces for persons with disabilities.
To raise awareness on the importance of connection between academia, DPOs
and the authorities in working together for capacity building in the improvement of
rights and conditions for disabled persons in the workplace.
Figure 1 Society for All Concept (SINTEF 2006)
“Society For All”
DPOs
Civil Rights
Workplaces for AllCapacity Building
SINTEF
DPOs
Civil Rights
AUTHORITIES
Legislation
Funding
COMPANIES
Employment
Accessibility
AUTHORITIES
Legislation
Funding
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13© University of Ss. Cyril and Methodius and SINTEF
Glavni sorabotnici:
Za{titni kompanii (kompanii koi vrabotuvaaat lica so popre~enost)
Organizacii za licata so popre~enost
Avtoriteti na nacionalno i regionalno nivo odgovorni za edukacija,
rehabilitacija i vrabotuvawe na licata so popre~enost
Univerzitetot koj raboti na poleto za edukacija i rehabilitacija
Celi:
Da se dobie dokumentacija zasnovana na istra`uvawe vo vrska so vrabotuvaweto
i rabotnite uslovi na licata so invalidnost vo Makedonija. Da se prezentiraat
rezultatite za predizvicite i potrebite vo vrska so rabotnite mesta za licata
so invalidnost.
Da se podigne svesnosta za va`nosta na povrzuvaweto me|u akademijata, DPO-i
i vlastite vo zaedni~kata rabota za gradeweto na kapacitetite vo podobruvawe
na pravata i uslovite za invalidnite lica na rabotnite mesta.
Figura 1 Op{testvo za site Koncept (SINTEF 2006)
“Society For All”
DPOs
Civil Rights
Workplaces for AllCapacity Building
SINTEF
DPOs
Civil Rights
AUTHORITIES
Legislation
Funding
COMPANIES
Employment
Accessibility
AUTHORITIES
Legislation
Funding
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14 © University of Ss. Cyril and Methodius and SINTEF
To prepare the framework and work packages for larger projects that connects the
stakeholders and realizes wider goals.
Approach:
A qualitative research project will be conducted in co-operation between scientists
from SINTEF, scientists from University of St. Cyril and representatives from the DPO
Polio Plus. SINTEF Health Research will be responsible for the development of the
qualitative research methodology in the project.
A professional team from the Institute for Special Education and Rehabilitation,
including students, by visiting and interviewing the employed disabled people and
the managers of the protective companies, will describe the situation regarding the
employment and the status of the disabled people.
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15© University of Ss. Cyril and Methodius and SINTEF
Da se podgotvi ramka za rabotni paketi za pogolemi proekti koi }e gi povrzat
avtoritetite i }e realiziraat po{iroki celi.
Pristap:
Kvalitativniot istra`uva~ki proekt }e bide sproveden vo sorabotka pome|u
profesionalcite od SINTEF, profesionalcite od Univerzitetot Sv. Kiril i
Metodij i pretstavnici od NVO Polio Plus. SINTEF istra`uvawe vo zdravstvoto
}e bide odgovoren za razvoj na kvalitativnata istra`uva~ka metodologija vo
proektot.
Profesionalniot tim od Institutot za Defektologija, vklu~uvaj}i studenti,
preku posetuvawe i intervjuirawe na vrabotenite invalidni lica i menaxerite
od za{titnite kompanii, }e ja opi{e situacijata vo vrska so vrabotuvaweto i
statusot na invalidnite lica.
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16 © University of Ss. Cyril and Methodius and SINTEF
DefinitionsDefinitionsUnderstanding disability
In the 1970s there was a strong reaction among representatives of organisations of
persons with disabilities and professionals in the field of disability against the then
current terminology. The new concept of disability was more focused on the close
connection between the limitations experienced by individuals with disabilities, the
design and structure of their environments and the attitude of the general population.
Recent development has seen a shift in terminology and an increasing tendency towards
viewing the disability complex as a process (the disablement process), involving a number
of different elements on individual and societal levels.
International Classification of Functioning, Disability and Health (ICF)
The adoption of the World Health Organisation’s International Classification of
Functioning, Disability and Health3 represents a milestone in the development of the
disability concept. From 1980 and the first classification (The International Classification
of Impairments, Disabilities and Handicaps (ICIDH) (WHO, 1980)), a 20 year process has
resulted in shift in the WHO conceptual framework from a medical model (impairment
based) to a new scheme that focuses on limitations in activities and social participation.
Although not representing a complete shift from a strictly medical to a strictly social model,
the development culminating with ICF nevertheless implies a much wider understanding
of disability and the disablement process.
3 WHO, 2001
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17© University of Ss. Cyril and Methodius and SINTEF
DefiniciiDefinicii
Sfa}awe na popre~enosta
Vo 1970 godina se pojavi silna reakcija od reprezentite na organizaciite na
licata so popre~enost i profesionalcite vo poleto na popre~enosta protiv
toga{nata postoe~ka terminologija. Noviot koncept na popre~enost be{e pove}e
fokusiran na bliska povrzanost pome|u ograni~uvawata iskuseni od individualci
so popre~enost, dizajnot i strukturata na nivnata sredina i stavot na op{tata
populacija. Sovremeniot razvoj zabele`a smena na terminologijata i zgolemuvawe
na tendencijata kon sogleduvaweto na kompleksot na popre~enosta kako proces
(procesot na popre~uvawe), vklu~uvaj}i broj na razli~ni elementi na individualni
i socijalni nivoa.
Internacionalna klasifikacija na funkcionirawe, popre~enost izdravje (ICF)
Usvojuvaweto na Internacionalna klasifikacija na funkcionirawe,
popre~enost i zdravje3 (ICF) na Svetskata Zadravstvena Organizacija prestavuva
prestvrtnica vo razvojot na konceptot za popre~enost. Od 1980 god. prvata
klasifikacija (Internacionalnata Klasifikacija na O{tetuvawe, Popre~enost i
Hendikepite (ICIDH) (WHO, 1980), dvaesetgodi{niot proces rezultira{e so smena
vo koceptualnata ramka na medicinskiot model na SZO (baziran na o{tetuvawata)
na nova {ema koja se fokusira na ograni~uvawata na aktivnostite i socijalnata
participacija. Iako ne pretstavuvaj}i kompletna smena od strogo medicinski na
strogo socijalen model, razvojot koj kulminira{e so ICF vo sekoj slu~aj implicira
mnogu po{iroko razbirawe na popre~enosta i procesot na popre~uvawe.
3 SZO, 2001
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18 © University of Ss. Cyril and Methodius and SINTEF
Persons with disabilities in Macedonia
The law for employment of the disabled people 4 in article 2, specifies the persons that this
law regards:
„A disabled person according to this law is a person with visual impairment, hearing
impairment, with a voice, speech and language disability, body impairment, with
disability in the intellectual development and people with multiple disabilities which
because of the degree of disability have special needs in their working”.
„As a disabled person is also considered a person that is a labour invalid with a
residual and decreased work ability and if he is enrolled in the evidence of the
Agency for employment of Republic of Macedonia as a unemployed person…”
Republic of Macedonia as well as the other neighbour countries, do not have precise
statistic parameters for the number of the disabled children/persons.
4 Gazette of R.M. nb.87/2005
Health Condition
(disorder/disease)
ParticipationActivityBody functions and structure
Personal factorsEnvironmentalfactors
Figure 2 The ICF Model of Functioning, Disability and Health (WHO, 2001)
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19© University of Ss. Cyril and Methodius and SINTEF
Lica so invalidnost vo Makedonija
Zakonot za vrabotuvawe na invalidni lica4, vo ~len 2, od aspekt na vrabotuvaweto na
ovie lica, naveduva na koi lica se odnesuva ovoj zakon:
„Invalidno lice, vo smisla na ovoj zakon, e lice so o{teten vid, o{teten
sluh, so pre~ki vo glasot, govorot i jazikot, telesno invalidno lice,
lice so pre~ki vo intelektualniot razvitok i lice so kombinirani
pre~ki koe poradi stepenot na invalidnost ima specifi~ni potrebi vo
raboteweto”.
Invalidno lice se smeta i invalid na trudot so preostanata ili namalena
rabotna sposobnost i ako se vodi vo evidencijata na Agencijata za
vrabotuvawe na Republika Makedonija kako nevraboteno lice...”
Republika Makedonija, kako i drugite zemji od nejzinoto opkru`uvawe, nema precizni
statisti~ki pokazateli za brojot na decata/licata so invalidnost.
4 Slu`ben vesnik na Republika Makedonija broj 87/2005
Personalni faktoriSredinski faktori
U~estvoTelesni funkcii i strukturi
Aktivnost
Figura 2 Modelot na ICF na Fukcionirawe, Popre~enost i zdravje (SZO,2001)
Zdravstvena sostojba (pre~ka/bolest)
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20 © University of Ss. Cyril and Methodius and SINTEF
Protective companies
According to article 11, of the Law for employment of disabled persons 5
„For the employment of disabled persons protective companies are founded as
commercial companies. A protective company can be founded if it employs at
least five people on a indeterminate time period, from which at least 40 % are
disabled people from the total number of employees, from which at least half
are people with a diagnosed disability according to article 2, premise 1 of this
law”.
Before 2000, when the Law for employment was implemented 6, there were companies
for professional training and employment of invalids. From the middle of 2000 these
companies were re-registered and continued to work as protective trade companies under
the condition to fulfil the above mentioned conditions (specified in article 11 of the Law
for employment of disabled persons).
According to article 4 of the Law for employment of disabled persons the following measures
for improvement of the conditions for employment and work of the disabled person:
“-grant of irretrievable means for employment on an indeterminate time of the
unemployed disabled person, adaptation of the work place, that the disabled
person will work on, if necessary and purchase of equipment according to the
criteria and on a manner determinate with an act of the Minister of Labour and
Social Policy; tax relief and providing means for the salaries and financial
support for the work”.
The means for improvement of the conditions for employment and work of the disabled
persons, the adaptation of the work place and purchase of equipment, according to
article 8 of the mentioned Law, are provided from the Special Fund for improvement of the
condition for employment and work of the disabled person.
The work training and employment of the persons with disability in the republic of
Macedonia are regulated with the policy for work training of disabled persons7 and with
the Law for employment of disabled persons8 and the Laws for changes and annex of the
Law for employment of the disabled persons9, on the grounds of which is made a refined
text of the Law for employment of disabled persons10
5 Gazette of R.M. nb.87/20056 Gazette of R.M. nb.44/20007 Gazette of R.M. nb.54/20048 Gazette of R.M. nb.44/20009 Gazette of R.M. nb.16/2004 and 62/200510 Gazette of R.M. nb.87/2005
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21© University of Ss. Cyril and Methodius and SINTEF
Za{titni kompanii
Soglasno ~len 11 od Zakonot za vrabotuvawe na invalidni lica5
„Zaradi vrabotuvawe na invalidni lica se osnovaat za{titni
dru{tva kako trgovski dru{tva. Za{titno dru{tvo mo`e da se osnova
ako vrabotuva najmalku pet lica na neopredeleno vreme od koi najmalku
40% se invalidni lica od vkupniot broj vraboteni, od koi najmalku
polovinata se lica so utvrdena invalidnost vo smisla na ~lenot 2, stav
1 od ovoj zakon”.
Do 2000 godina, koga e implementiran Zakonot za vrabotuvawe na invalidni lica6,
postoeja pretprijatija za profesionalno osposobuvawe i vrabotuvawe na invalidi.
Od sredinata na 2000 godina ovie pretprijatija se preregistriraa i prodol`ija
da rabotat kako za{titni trgovski dru{tva, pod uslov da gi ispolnuvaat pogore
navedenite uslovi (navedeni vo ~len 11 od Zakonot za vrabotuvawe na invalidni
lica).
Soglasno ~len 4 od Zakonot za vrabotuvawe na invalidni lica, se predlagaat slednite
merki za podobruvawe na uslovite za vrabotuvawe i rabotewe na invalidno lice:
„dodeluvawe na nepovratni sredstva za vrabotuvawe na neopredeleno
vreme na nevraboteno invalidno lice, adaptacija na rabotno mesto na
koe }e raboti invalidnoto lice dokolku taa e potrebna i nabavka na
oprema spored kriteriumite i na na~in utvrden so akt na ministerot
za trud i socijalna politika; osloboduvawe od danoci i obezbeduvawe
na sredstva za pridonesi i finansiska poddr{ka na nivnata rabota”.
Sredstvata za podobruvawe na uslovite za vrabotuvawe i rabotewe na invalidnite
lica, adaptacija na rabotnoto mesto i nabavka na oprema, soglasno ~len 8 od
navedeniot zakon, se obezbeduvaat od Posebniot fond za podobruvawe na uslovite za
vrabotuvawe i rabotewe na invalidnite lica.
Rabotnoto osposobuvawe i vrabotuvawe na licata so invalidnost vo Republika
Makedonija se regulirani so Pravilnikot za rabotno osposobuvawe na invalidni
lica7 i so Zakonot za vrabotuvawe na invalidni lica8 i Zakonite za izmenuvawe
i dopolnuvawe na Zakonot za vrabotuvawe na invalidni lica9, vrz osnova na koi e
izraboten pre~isten tekst na Zakonot za vrabotuvawe na invalidni lica10.
5 Sl.vesnik na RM broj 87/20056 Sl.vesnik na RM broj 44/2000 god7 Slu`ben vesnik na RM broj 54/20048 Slu`ben vesnik na RM broj 44/20009 Slu`ben vesnik na RM broj 16/2004 i 62/2005 godina10 Slu`ben vesnik na RM broj 87/2005 godina
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22 © University of Ss. Cyril and Methodius and SINTEF
Preparations for the pilot studyPreparations for the pilot studyAs a first step of the pilot study the research team participated at a one day
workshop arranged by SINTEF in Skopje, discussing the qualitative methodology, the
interview technique and the topics of the interview guide. Polio Plus also participated at
the workshop. The following days the team visited a few protective companies in Skopje,
Bitola and Negotino.
At first the team decided to include eight protective companies in the pilot-study.
Two of these companies participated, together with other protective companies, at a one-
day conference organized by SINTEF in Skopje, December 2005.
The pilot aimed to include protective companies from different regions in the
Republic of Macedonia, companies of different size and from different industrial branches,
as well as companies employing people with different kinds of disabilities. When choosing
the actual companies the team had no information on the number of disabled employees
or types of disabilities on these actual companies.
The Agency of the protective companies was asked for information on the companies
and provided data on the protective companies. The Agency informed the protective
companies about the pilot and that they could expect to be visited by the team.
The following days the protective companies asked for additional information
regarding the field visit to their actual company and the team made agreements with
each company. The companies reacted differently to the request from the team. At some
companies the field visit was arranged immediately, at others there took some time to find a
date that suited both parts. At one company it was not possible to make agreements within
the time limits for the pilot. Another company was not operative at the time. Because of
this the team decided to include more companies in the sample and asked for information
on four additional protective companies from the Agency, but received information on only
one. The research team stated that the other three were not operative despite the fact that
they received the means for employment of disabled persons. Because the team did not
get access to all the companies listed, we needed to limit the study to those respondents
that were accessible to us. As the study is a pilot this was acceptable.
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23© University of Ss. Cyril and Methodius and SINTEF
Podgotovki za pilot studijataPodgotovki za pilot studijataKako prv ~ekor vo pilot studijata, istra`uva~kiot tim u~estvuva{e na
ednodnevna rabotilnica organizirana od strana na SINTEF vo Skopje, diskutiraj}i
za kvalitativnata metodologija, intervjuira~kata tehnika i temite od vodi~ot za
intervju. Polio Plus isto taka u~estvuva{e na rabotilnicite. Narednite denovi
timot poseti nekolku za{titni kompanii vo Skopje, Bitola i Negotino.
Na po~etokot timot odlu~i da vklu~i osum za{titni kompanii vo pilot studijata.
Dve od ovie kompanii u~estvuvaa zaedno so drugi za{titni kompanii na ednodnevnata
konferencija organizirana od SINTEF vo Skopje, Dekemvri 2005 god.
Pilot proektot ima{e intencija da opfati za{titni dru{tva od pove}e
regioni vo Republika Makedonija, za{titni dru{tva so razli~na golemina i od
razli~ni industriski granki kako i kompanii koi vrabotuvaat lica so razli~ni
vidovi na popre~enost. Vo vremeto na na{ata opredelba za navedenite za{titni
dru{tva nemavme podatoci za brojot na vraboteni invalidni lica i za vidot na
invalidnosta.
Site podatoci koi{to ni bea potrebni za za{titnite dru{tva gi pobaravme
i gi dobivme od Zaednicata na za{titni dru{tva. Zaednicata gi informira{e
za{titnite kompanii vo vrska so pilot studijata i deka tie treba da o~ekuvaat poseta
od strana na timot.
Narednite denovi za{titnite kompanii pobaraa dopolnitelni informacii
vo vrska so terenskata poseta na odredenoto za{titno dru{tvo i timot se dogovara{e
so sekoja kompanija. Kompaniite razli~no reagiraa na barawata od timot. Kaj nekoi
kompanii terenskata poseta be{e vedna{ dogovorena, kaj drugi be{e potrebno
odredeno vreme da najdat termin koj }e bide soodveten za dvete strani. Kaj edna
kompanija ne be{e vozmo`no da se dogovorime vo vremenskite ramki na proektot.
Druga kompanija ne funkcionira{e vo toj moment. Poradi ova timot odlu~i da vklu~i
pove}e kompanii vo primerokot i pobara informacii za ~etiri dopolnitelni
za{titni kompanii od Zaednicata, no dobi informacii samo za edna. Stru~niot tim
konstatira deka ostanatite tri kompanii ne funkcioniraat i pokraj faktot deka tie
dobile sredstva za vrabotuvawe na popre~enite lica. Bidej}i timot ne dobi pristap
vo site navedeni kompanii, treba{e da ja ograni~ime studijata na onie respondenti
koi ni bea dostapni. Bidej}i studijata e pilot-studija ova be{e prifatlivo.
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24 © University of Ss. Cyril and Methodius and SINTEF
The research team contacted all in all twelve protective companies for employment
of disabled workers (from a total of 566 companies listed at the Agency for protective
companies):
- We realized interviews with seven of the twelve companies.
- Four of the twelve protective companies did not function anymore.
- One protective company did not accept to participate in the study.
The following protective companies were included in the sample (see appendix 3 for
a description of the companies):
Protective company LocationEmployed persons No. of
interviewedpersonsDisabled
Nondisabled Total
Enigma Bitola 15 17 32 4
Koper Negotino 22 28 50 3
Blaze TM Negotino 3 3 6 2
Skandios Kumanovo 3 2 5 3
Siti Trejd Skopje 5 6 11 5
Ilinden 2002 Stip 12 17 29 3
Ting Kocani 10 25 35 2
Total 70 98 168 22
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25© University of Ss. Cyril and Methodius and SINTEF
Istra`uva~kiot tim kontaktira{e so vkupno 12 za{titni dru{tva za vrabotuvawe
na invalidni rabotnici (od vkupno 566 od listata na Zaednicata na za{titni
dru{tva):
- samo so sedum od dvanaesette kompanii gi realiziravme intervjuata
- ~etiri od dvanaeset za{titni dru{tva pove}e ne funkcioniraat
- edno za{titno dru{tvo ne ja prifati sorabotkata.
Pregled na za{titni kompanii bea vklu~eni vo primerokot (vidi prilog 3 za
opisot na kompaniite):
Za{titni kompanii LokacijaVraboteni lica Broj na
intervjuiranilicaPopre~eni
Nepopre-~eni Vkupno
Enigma Bitola 15 17 32 4
Koper Negotino 22 28 50 3
Bla`e TM Negotino 3 3 6 2
Skandios Kumanovo 3 2 5 3
Siti Trejd Skopje 5 6 11 5
Ilinden 2002 [tip 12 17 29 3
Ting Ko~ani 10 25 35 2
Vkupno 70 98 168 22
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26 © University of Ss. Cyril and Methodius and SINTEF
MethodologyMethodologySelection of the problem and the research design
Before going further into the research process and the results, we will describe
the theoretical frame, that is, the definition of the phenomenon and the design of the
research.
Departure point for this study was a contextual approach; the purpose was to gain
information to describe the situation of people with disabilities in Macedonia in a certain
context. The conceptual model is the functioning of the social institutions in which
people with disabilities are included and the interaction between the individual and the
institution within a specific context. The objective of the pilot was to give a presentation of
the situation of employed disabled persons in Republic of Macedonia.
The research problem was specified into two research goals:
To gain more knowledge on the status of employed disabled people in Republic of
Macedonia in the protective companies;
To identify “best practice” regarding the work situation of people with disabilities.
As this was a pilot study it was essential to collect an empirical basis for framing hypotheses
and questions for further research. Because the study had an open and explorative design,
we decided to make a strategic sample. That is, we accepted to choose a suitable sample
within relevant companies. In order to arrange for an open approach we decided to do semi
structured interviews. Semi structured interviews allow us to collect data through an open
conversation between the informant(s) and the interviewer. A semi structured interview
allows us to adapt the interview situation to the actual situation and the capabilities of the
respondents.
Semi structured interviews are sometimes called “conversations with a purpose”. These
types of interviews are guided by a pre-written interview guide consisting of topics and/or
open ended questions. The interview guide is attached (appendix xx). This means that the
interviews are organised to invite the respondent to talk about the subjects specified in
the guide. The qualitative approach also enables the interviewer to ask questions that are
not specified in the guide during the interview in order to follow interesting topics that may
turn up.
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27© University of Ss. Cyril and Methodius and SINTEF
MetodologijaMetodologijaIzbor na problemot i dizajnirawe na istra`uvaweto
Pred da navlezeme podlaboko vo istra`uva~kiot proces i rezultatite, }e
ja opi{eme teoretskata ramka odnosno definiraweto na fenomenot i dizajnot na
istra`uvaweto.
To~kata na poa|awe vo ovaa studija be{e kontekstualen pristap. Celta be{e da
dojdeme do informacii koi ja opi{uvaat situacijata na licata so invalidnost vo
Makedonija vo opredelen kontekst. Celta na pilot studijata be{e da ja reprezentira
situacijata na vrabotenite invalidni lica vo Republika Makedonija.
Istra`uva~kiot problem be{e specificiran vo dve istra`uva~ki celi:
Da se utvrdi statusot na vrabotenite lica so invalidnost vo Republika
Makedonija vo za{titnite kompanii;
Da se identifikuva „najdobra praksa” vo odnos na rabotnata situacija na
licata so popre~enost.
Bidej}i ova e pilot studija, be{e esencijalno da se sobere empiriska baza za
ramkovnite hipotezi i pra{awa za ponatamo{nite istra`uvawa. Bidej}i studijata
ima{e otvoren i eksplorativen dizajn se odlu~ivme da napravime strate{ki
primerok odnosno prifativme da odbereme soodveten primerok vo relevantnite
kompanii. So cel da ovozmo`ime otvoren pristap se odlu~ivme da napravime
polustrukturirani intervjua. Polustrukturiranite intervjua ni ovozmo`uvaat da
sobereme podatoci preku otvoreni konverzacii me|u informantite i intervjuerot.
Polustrukturiranoto intervju ni ovozmo`i da ja adaptirame intervjuira~kata
situacija na aktuelnata situacija i sposobnostite na respondentite.
Polustrukturiranite intervjua ponekoga{ se narekuvaat „konverzacii so cel“. Ovie
vidovi na intervjua se vodeni od prethodno napi{an vodi~ za intervjuto koj sodr`i
temi i/ili otvoreni pra{awa. Vodi~ot za intervju e prilo`en vo prilog 2. Ova
zna~i deka intervjuerite se organizirani da go pokanat respondentot da zboruva za
temite specificirani vo vodi~ot. Kvalitativniot pristap isto taka mu ovozmo`uva
na intervjuerot da postavuva pra{awa koi ne se specificirani vo vodi~ot so cel da
prosledi nekoi interesni temi koi {to se pojavile.
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28 © University of Ss. Cyril and Methodius and SINTEF
The interviews were taped and transcribed. We created associative models and defined
concepts by using the inductive method. The data - the statements of the respondents
- were divided into themes. We sorted the statements of the respondents, comparing
similarities and differences. In this way we wanted to discover the internal dimension of
the phenomenon studied.
To gain an adequate insight into the data material we made a descriptive indexing.
In this process we noticed that the respondents had several experiences in common. These
experiences were elaborated to be key themes. The findings will be introduced according
to the key themes.
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29© University of Ss. Cyril and Methodius and SINTEF
Intervjuata bea snimeni i transkribirani. Sozdadovme asocijativni modeli i
definiravme koncepti so koristewe na induktivniot metod. Podatocite-izjavite
na respondentite-bea podeleni na temi. Gi sortiravme izjavite na respondentite,
kompariraj}i sli~nosti i razliki. Na ovoj na~in sakavme da ja otkrieme vnatre{nata
dimenzija na izu~uvaniot fenomen.
So cel da se zdobieme so adekvaten vnatre{en pregled na materijalot so
podatocite napravivme deskriptivno indeksirawe. Vo ovoj proces zabele`avme deka
respondentite imaat odredeni zaedni~ki iskustva. Ovie iskustva bea elaborirani
kako klu~ni temi. Rezultatite }e bidat prika`ani vo soglasnost so klu~nite temi.
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30 © University of Ss. Cyril and Methodius and SINTEF
FindingsFindingsTHEMES FOR THE MANAGERS
The benefits from the Agency for protective companies
We asked the managers about the benefits from the Agency for protective companies.
Are the benefits satisfactorily and how do they use them?
Most of the managers of the protective companies in this pilot tell they have partly used
benefits that are granted by the special fund according to the legislative. Very few of the
companies used the benefits in total and no company in this material have used none of
the benefits.
The benefits are used for different purposes, mostly for salaries, machines and equipment.
Some has as well used the benefits for renovating the workplace. Most of the managers
are satisfied with the benefits they have received, but not everyone as some have received
benefits for only some of the workers. In some cases the benefits are postponed for a long
time without any particular reason.
Examples of quotations:
Concept Quotation by the managers
Haven’t used /
Partly used „I used only half of the means that I received; there are a lot of molestations
in the Agency for employment. I bought machines and equipment. I am
satisfied from the opportunity to be released from the taxes”.
Didn’t used at all „The benefits that we received from the employment of these persons
are 20 salaries”.
„The other benefit was for the purchase of the machine. The third benefit
was for the building of the object, making conditions for work of the
workers”.
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31© University of Ss. Cyril and Methodius and SINTEF
RezultatiRezultatiTEMI ZA MENAXERITE
Gi pra{avme menaxerite vo vrska so benificiite od Agencijata na za{titni
kompanii. Dali benificiite se zadovolitelni i kako gi koristat?
Pove}eto od menaxerite na za{titnite kompanii vo ovaa pilot studija ka`aa deka
delumno gi iskoristile benificiite koi {to se obezbedeni od posebniot fond
soglasno legislativata. Mnogu malku od kompaniite vo celost gi iskoristile
benificiite, a ne postoi kompanija koja ne gi iskoristile sredstvata od fondot.
Benificiite se iskoristeni za razli~ni celi, najmnogu za plati, ma{ini i oprema.
Nekoi gi imaat iskoristeno benificiite za renovirawe na rabotnoto mesto.
Pove}eto od menaxerite se zadovolni od dobienite benificii no ne site, bidej}i
nekoi kompanii imaat dobieno benificii samo za nekoi od rabotnicite. Vo nekoi
slu~ai benificiite se odlo`eni za podolgo vreme bez nekoja konkretna pri~ina.
Primeri na citati:
Koncept Citati od menaxerite
Ne iskoristile /
Delumno iskoristile „Iskoristiv samo polovina od sredstvata {to gi dobiv, ima
mnogu malverzacii vo Agencijata za vrabotuvawe. Kupiv ma{ini
i oprema. Jas sum zadovolen od mo`nosta da bidam osloboden od
danok“.
Iskoristile vo celost „Beneficiite {to gi dobivme od samoto vrabotuvawe na vakvi
rabotnici se 20 plati“.
„Druga beneficija ima{e za kupuvawe na ma{ina. Treta beneficija
be{e za izgradba na objektot, sozdavawe uslovi za rabota na
rabotnicite“.
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32 © University of Ss. Cyril and Methodius and SINTEF
Adaptations of the work environment
We asked the managers about what kind of adaptations they have made in order to
improve the work place for the disabled employees.
All the managers of the protective companies included in the pilot inform that they have
made adaptations for improvement of the work place and most of the managers say they
have made adaptation of the work environment to make the work positions adjusted to the
impairments of the disabled workers.
Examples of quotations:
Concept Quotation by the managers
No adaptation /
Adaptation of the work place „Look, the persons with body impairment (those two cases- the women)
they have problems with their legs and they work by sitting”.
Adaptation of the working
environment
„We build in additionally signal devices on all the machines, we put an
assembly lane, we are planning to make the heating more efficient and
we make attempts to eliminate the dust permanently from the painting
department- to make a system for absorption of dust”.
Interpersonal relations
On question about the interpersonal relation between the disabled employees
and their colleagues, we found that most of the managers understand the interpersonal
relations between the employees to be satisfactorily. Several of the managers explain that
the contact between the employees and the disabled colleagues continues as well after
work.
A larger part of the respondents also answer that the prejudice that were present during
the employment of the disabled persons, now had vanished, and they pointed out the
attempt of the employees to learn the sign language of the deaf with the purpose of having
a normal communication in their daily work.
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33© University of Ss. Cyril and Methodius and SINTEF
Adaptacii na rabotnata sredina
Gi pra{avme menaxerite vo vrska so adaptaciite {to gi imaat napraveno so
cel da se podobri rabotnoto mesto za invalidnite vraboteni lica.
Site od menaxerite na za{titnite kompanii vo ovaa pilot studija izjavija deka imaat
napraveno adaptacii za podobruvawe na rabotnoto mesto, a pove}eto od menaxerite
ka`aa deka imaat napraveno adaptacii na rabotnata sredina so cel rabotnite mesta
da gi usoglasat spored sposobnostite na ispitanicite.
Primeri na citati:
Koncept Citati od menaxerite
Bez adaptacija /
Adaptacija na rabotnoto
mesto
„Rabotnite mesta se spored sposobnostite. Licata so mentalna
retardacija se na poednostavni rabotni zada~i, sekoga{ vo
pridru`ba na drugo lice“.
Adaptacija na rabotnota
sredina
„Dopolnitelno se vgradeni signalni uredi na site ma{ini,
vgradena e monta`na lenta, vo plan e da se napravi zatopluvaweto
poefikasno i da se vgradi sistem za vpivawe na ostatokot od
pra{ina“.
Interpersonalni odnosi
Na pra{aweto za interpersonalnite odnosi pome|u invalidnite vraboteni i
nivnite kolegi zaklu~ivme deka menaxerite smetaat deka interpersonalnite odnosi
me|u vrabotenite se na zadovolitelno nivo. Nekolku od menaxerite objasnija deka
kontaktot me|u vrabotenite i invalidnite kolegi isto taka prodol`uva i posle
rabotnoto vreme.
Pogolem del od respondentite isto taka odgovorija deka predrasudite koi bile
prisutni pri vrabotuvaweto na invalidnite lica sega se nadminati. Isto taka go
izdvojuvame i obidot na vrabotenite da go nau~at znakovniot jazik na gluvite so cel
da ostvarat nepre~ena komunikacija vo sekojdnevnata rabota.
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34 © University of Ss. Cyril and Methodius and SINTEF
Examples of quotations:
Concept Quotation by the managers
The interpersonal relations are
not on a satisfactory level/
Satisfactory interpersonal
relations after surpassing the
preliminary prejudices
„Well, at first I called a meeting; I told them that disabled workers will
come here. There were problems in the beginning but now they fit in,
there isn’t problems, we are together for New Year, we go to restaurants,
so there is no problem”.
„Sometimes they don’t, but here they are accepted and they have healthy
relations between each others The non disabled workers learned how to
communicate on the language of the deaf”.
Satisfactory level of
interpersonal relations
„I know that a large number of the employees, the others…they associate
with the disabled people, they associate after the working hours are
over”.
The work conditions of the disabled employees
The managers were asked to tell about the working conditions for the disabled
employees. Almost all of the managers pointed out that the disabled employees have
equal working conditions as the others at the company. Only one pointed out that there
is a difference regarding the payment between disabled and non disabled workers, as
disabled workers are paid less.
Exam3ples of quotations:
Concept Quotation by the managers
There is no equal treatment on
the work place„Look the non disabled workers receive better salary”.
There is an equal treatment on
the work place
„I believe that the people with disabilities have equally good working
conditions as the rest of the workers.
You know, since the first day I forbade the use of the word invalidity. It
is too labelling…
„I don’t see at them like group”.
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35© University of Ss. Cyril and Methodius and SINTEF
Primeri na citati:
Koncept Citati od menaxerite
Interpresonalnite odnosi
ne se na zadovoluva~ko nivo/
Zadovolitelni
interpersonalni relacii
posle nadminuvaweto na
prvobitnite predrasudi
„Pa, prvo svikav sostanok, im rekov }e dojdat lica-invalidi.
Ima{e na po~etokot reakcii, , ama sega se vklopija i nema problem,
{tom i za Nova Godina zaedno odime, pa i tuka vo kafana, ne e
problem“.
„Ponekoga{ ne se vklopuvaat, no ve}e se prifateni i imaat
zdravi odnosi me|u sebe. Drugite rabotnici go nau~ija jazikot na
gluvonemite“.
Zadovoluva~ko nivo na
interpersonalni odnosi
„Golem del od vrabotenite, onie drugite....se dru`at so licata
so posebni potrebi, se dru`at i posle rabotnoto vreme“.
Menaxerite bea pra{ani da ka`at za rabotnite uslovi na invalidnite vraboteni
lica. Re~isi site menaxeri go naglasuvaat ednakviot tretman kon invalidnite lica
na rabotnoto mesto, a samo eden od niv uka`uva na razlikata vo odnos na isplatata
me|u invalidnite lica i ostanite vraboteni, invalidnite rabotnici se pomalku
plateni.
Primeri na citati:
Koncept Citati od menaxerite
Ne postoi ednakov tretman
na rabotnoto mesto„Vidi, zdravite mnogu pove}e zemaat, platata poubava im e“.
Postoi ednakov tretman na
rabotnoto mesto
„Jas u{te prviot den ja zabraniv upotrebata na zborot
invalidnost-premnogu e etiketira~ki. Licata so posebni
potrebi imaat podednakvo dobri rabotni uslovi kako i
ostanatite rabotnici“.
„Jas ne gi gledam kako grupa“.
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36 © University of Ss. Cyril and Methodius and SINTEF
Reasons for employing disabled persons
We asked the managers why they employ disabled persons. The most common
reason given for employing a disabled person is the benefits granted from the fund.
However, in addition to this many of the managers also pointed out the human dimension
in employing a disabled person. So, a combination of these two variables seems to be
representative for most of the companies included in this pilot.
Examples of quotations:
Concept Quotation by the managers
Benefits as a challenge„The initiative for employment honestly said are the relieves that the
state gives”.
The human dimension as a
challenge
„To help them- that was my basic intention. At the beginning it was
not the benefits; the most important for me was to include them in the
society”.
„I worked for six years with disabled persons. I knew that they can work
if they are motivated. I knew that they are good workers”.
Combination of the previous
two
„On the first place are the human motives. I have a lot of friends that
have children with special needs.
The second reason is of course the possibility to receive benefits”.
Regularity in the salary payment
On questions about payment, almost all the managers state that they pay the salary
at a regular basis. Only two of them have a delay with the payment, but this pass for all the
employees in the companies not only the disabled ones.
Examples of quotations:
Concept Quotation by the managers
Irregularity in the payment of
the salary
„Up until now it was regular, but the last couple of months we are late
with the salaries”.
Regular payment of the salary „It is regular. When there is a need we call them additionally and they
are paid for that”.
„Well it is true it is regular, we have inspections”.
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37© University of Ss. Cyril and Methodius and SINTEF
Gi pra{avme menaxerite zo{to vrabotuvaat invalidni lica. Naj~estata dadena
pri~ina za vrabotuvawe na invalidno lice se benificiite koi gi obezbeduva fondot.
Vo sekoj slu~aj vo dopolnenie na ova golem del od menaxerite ista taka ja istaknaa
humanata dimenzija pri vrabotuvaweto na invalidnite lica. No i kombinacijata
na ovie dve varijabli izgleda deka e reprezentativna za pove}eto od kompaniite
vklu~eni vo ovaa pilot studija.
Primeri na citati:
Koncept Citati od menaxerite
Benificii kako predizvik „Inicijativata za vrabotuvawe iskreno ka`ano se
olesnuvawata {to gi dava dr`avata“.
Humanata komponenta kako
predizvik
„Da im se pomogne- toa mi be{e osnovna namera. Na po~etokot
ni beneficii nema{e, najva`no mi be{e da gi vklu~am vo
op{testvenata zaednica“.
„[est godini rabotev so hendikepirani lica. Znaev deka mo`at
da rabotat ako bidat motivirani. Znaev deka se toa dobri
rabotnici“.
Kombinacija od predhodnite „Na prvo mesto bea humanite pobudi. Imam mnogu prijateli koi
imaat deca so posebni potrebi.
Kako vtora pri~ina e mo`nosta da se dobijat benificii“.
Vo vrska so pra{aweto za platata skoro site menaxeri ka`aa deka ja ispla}aat
platata redovno. Samo dvajca od niv imaat zadocnuvawe nha isplatata me|utoa ova
va`i za site vraboteni ne samo za popre~enite.
Primeri na citati:
Koncept Citati od menaxerite
Neredovnost vo isplatata na
li~niot dohod
„Dosega redovno, no poslednive nekolku meseci docnime so
platite“.
Redovna isplata na li~niot
dohod
„Da redovno, preku banka. Po potreba gi povikuvame na
dopolnitelna rabota, a toa e dopolnitelno i plateno“.
„Pa redovna e, ni doa|a inspekcija“.
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38 © University of Ss. Cyril and Methodius and SINTEF
Difficulties during the initiation of the Protective Company
The managers were asked to tell about the main problems in employing disabled
persons. The most common reason for the difficulties for initiation of the protective
companies was the misuse of the benefits by the institutions in the process of receiving
the benefits. One respondent pointed out the prequalification of the disabled persons as
the main problem during the initiation of the protective company. The negative attitudes
from the local community is also mentioned as a reason for disturbing the work of the
protective company.
We emphasize the opinion of a manager who points out the negative experience
of the disabled persons in the previous period by other protective companies; actually he
stresses the misuse as an obstacle for an opening of a protective company: „We had big
problems. Someone told to the employees that they will receive the salary and they don’t
have to go to work. I said this is not true. We have to keep you three years, but I will give you
the salary if you work. This is a private company. You have to work”.
Examples of quotations:
Concept Quotation by the managers
Abuse by the relevant
institutions in the process of
receiving the benefits
„There are a lot of molestations in the Agency for employment…To
receive the means you have to go thru everything and at the end you
don’t receive everything”.
Negative attitude from the
local surroundings
„Some of them resisted- 50% resisted, but today that’s changed, 89%
changed, it could never be 100 %”.
Prequalification of the
disabled persons
„It took a longer time for training, they are not used on having a work
discipline, simply don’t have any work habits”.
Social inclusion of the employed disabled persons
The managers were asked about their opinion on how the disabled employees
are included in the local community. It seems that all employees with disabilities in the
companies included in this pilot are included in the local community.
One manager suggested to strengthen the interpersonal relations in the protective
companies and their indirect influence over the local community: “The clubs, the unions
should work harder. One of the things that can be done is for example to organise meetings
for the persons that are working at the protective companies”.
-
39© University of Ss. Cyril and Methodius and SINTEF
Menaxerite bea pra{ani da ka`at koi se glavnite problemi pri vrabotuvawe
na invalidni lica. Naj~esta pri~ina za pote{kotiite pri otvaraweto na za{titnite
kompanii bila zloupotrebata na beneficiite od strana na institucii pri dobivaweto
na beneficiite. Eden respondent ja naglasuva prekvalifikacijata na invalidnite
lica kako osnoven problem pri otvaraweto na za{titnata komapnija, negativni
stavovi od lokalnata zaednica se isto taka spomnati kako pri~ina za popre~uvawe
na rabotata na za{titnata komanija.
Go izdvojuvame i razmisluvaweto na eden menaxer koj go naglasuva negativnoto
iskustvo na invalidnite lica vo prethodniot period od strana na drugi za{titni
kompanii, odnosno ja naglasuva zloupotrebata kako pre~ka za otvarawe na za{titnata
kompanija: „Ima{e golemi problemi. Na vrabotenite nekoj im ka`al deka }e
dobiete plati a na rabota ne mora da doa|ate. Moravme da im ka`ime deka tri
godini mora da gi dr`ime ali plati }e vi se dava ako mo`e da srabotite“.
Primeri na citati:
Koncept Citati od menaxerite
Zloupotreba od strana na
relevantnite instituciite
pri dobivaweto na
benificiite
„Ima mnogu malverzacii vo Agencijata za vrabotuvawe. Za da se
dobijat sredstva treba mnogu da se izma~ite i na krajot ne gi
dobivate site“.
Negativni stavovi na
lokalnata zaednica
„Nekoi od gostite pru`aa otpor- 50 % pru`aa otpor, no denes e
izmeneto, 80 % izmeneto, ne mo`e da bide 100 %“.
Prekvalifikacija na
invalidnite lica
„Im be{e potrebno pove}e vreme za obuka, ne se nau~eni na rabotna
disciplina, ednostavno nemaat rabotni naviki“.
Socijalna inkluzija na vrabotenite invalidni lica
Menaxerite bea pra{ani vo vrska so nivnoto razmisluvawe za toa kako
invalidnite vraboteni lica se vklu~eni vo lokalnata zaednica. Se ~ini deka site
vraboteni so invalidnost vo ramkite na proektot se celosno vklu~eni vo ramkite na
lokalnata zaednica.
Ja izdvojuvame sugestijata na eden menaxer za zajaknuvawe na interpersonalnite
odnosi vo ramkite na za{titnite komanii i nivnoto indirekno vlijanie vrz lokalnata
zaednica. „Samite klubovi bi trebalo pove}e da rabotat, samite zdru`enija.
Da se napravat me|usebni dru`ewa na lu|eto {to rabotat vo za{titnite
organizacii“.
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40 © University of Ss. Cyril and Methodius and SINTEF
Examples of quotations:
Concept Quotation by the managers
There is no social inclusion /
There is a social inclusion „The most important for me was to include them in the society”.
„I think that the disabled people are accepted by the others, but the
Centre for Social work is very inert”.
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41© University of Ss. Cyril and Methodius and SINTEF
Primeri na citati:
Koncept Citati od menaxerite
Ne postoi socijalna
inkluzija/
Postoi socijalna inkluzija „Najva`no mi be{e da gi vklu~am vo op{testvenata zaednica“.
„Mislam deka ovde lu|eto so posebni potrebi se prifateni
od ostanatite, no Centarot za socijalna rabota e dosta
inerten“.
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42 © University of Ss. Cyril and Methodius and SINTEF
THEMES FOR THE DISABLED EMPLOYEES
How the employees got this job
Employees with mental retardation seem to have been offered the job mostly
through the manager. However, we must emphasize that the procedure in the employment
process is basically realized by the Agency for employment with recommendation by the
manager. As for hearing impaired and body impaired employees the employment mostly
goes through the Agency for employment and for some through friends and relatives who
participate in the employment process.
Comment: If we compare the opinions of the persons with hearing impairment
and body impairment and the persons with mental retardation we can notice different
approaches in the manner of the employment. Actually, it seems that the employment
process for the hearing impaired persons runs in a more organized form because of the
activity and the documentation of the community organizations by the Union of the persons
with a hearing impairment in Republic of Macedonia.
Examples on quotations:
ConceptPersons with mental
retardation
Persons with hearing impairment and body
impairment
Over the manager „The manager called
me; he and my father
are friends”.
„Well over the director…He and my father made an
agreement and I came here”.
„My father heard that there are workers’ admitting-
disabled workers, and I went to ask for a job. I came
here, we had a conversation and after that, I started
to work”.
Over the Agency for
employment
„Over the Agency for
employment”.
„Over the Agency for employment”.
„Over the Agency of the persons with a hearing
impairment, with the mediation of the Agency of
employment”.
Over relatives and
friends
„Over friends”. „Over my uncle, he introduced me to the manager
and they accept me here”.
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43© University of Ss. Cyril and Methodius and SINTEF
TEMI ZA INVALIDNITE VRABOTENI LICA
Kako vrabotenite ja dobile ovaa rabota
Naj~esto na vrabotenite so mentalna retardacija se ~ini deka rabotata im e
ponudena od menaxerot. Kako i da e morame da naglasime deka postapkata vo procesot
na vrabotuvawe vo osnova ja realizira Agencijata za vrabotuvawe so preporaka
od strana na menaxerot. Isto taka i kaj licata so slu{ni o{tetuvawa i telesna
invalidnost vrabotuvaweto naj~esto se odviva preku Agencijata za vrabotuvawe, a
vo pomal broj slu~ai prijatelite i rodninite se licata koi posreduvaat vo procesot
na vrabotuvawe.
Komentar: Ako napravime kontrast me|u razmisluvawata na licata so slu{ni
o{tetuvawa i telesna invalidnost i licata so mentalna retardacija zabele`uvame
razli~ni pristapi vo na~inot na vrabotuvawe, odnosno mo`eme da konstatirame deka
procesot na vrabotuvawe kaj slu{no o{tetenite lica se odviva vo edna poorganizirana
forma zaradi aktivnosta i evidencijata na op{tinskite organizacii pri Sojuzot na
gluvi i nagluvi lica vo Republika Makedonija.
Primeri na citati:
KonceptLica so mentalna
retardacija
Lica so slu{ni o{tetuvawa i telesna
invalidnost
Preku menaxerot „Menaxerot me
povika, tatko mi i on
se prijateli“..
„Preku direktorot, toj so tato se dogovori i
jas dojdov tuka”.
„Tatko mi doznal deka primaat rabotnici, jas
dojdov da pra{am za rabota, razgovaravme i
potoa vedna{ po~nav so rabota”.
Preku Agencijata za
vrabotuvawe
„Preku Agencijata za
vrabotuvawe. “.
„Preku Agencijata za vrabotuvawe”.
„Preku Agencijata za vrabotuvawe, a po
preporaka na Sojuzot na gluvite”.
Preku rodnini i
prijateli
„Preku prijateli“. „Preku ~i~ko mi se obrativ vo ovaa firma i me
primija”.
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44 © University of Ss. Cyril and Methodius and SINTEF
Whether working as assistant or independent
We asked all the respondents to tell us how they function at the work place, that is,
if they work independently or as an assistant for other workers.
The employees with mental retardation seem to function as an assistant at the work place.
A smaller number are engaged at independent work places and work places with multiple
work assignments.
On the contrary employees with hearing impairment and body impairment seems to be
engaged in independent work assigned by the manager, however not included at all on
work positions with multiple work assignments.
Comment: The contrast of the statements of the persons with hearing impairment
and body impairment and the persons with mental retardation regarding the work tasks and
the responsibility on work place, should be understood in connection with their different
abilities. The hearing impaired persons according to their intellectual abilities receive
responsible work tasks unlike the respondents with mental retardation who execute work
tasks as assistants.
-
45© University of Ss. Cyril and Methodius and SINTEF
Dali rabotat kako asistenti ili samostojno
Gi pra{avme respondentite da ni ka`at kako tie funkcioniraat na rabotnoto
mesto, odnosno dali rabotat samostojno ili kako asistenti na drugi rabotnici.
Vrabotenite so mentalna retardacija izgleda deka naj~esto funkcioniraat na
rabotnoto mesto kako asistenti. Mal broj od niv se anga`irani na samostojni rabotni
mesta i rabotni mesta so pove}e rabotni zada~i.
Sprotivno na toa vrabotenite so slu{ni o{tetuvawa i telesna invalidnost se
anga`irani na samostojni rabotni zada~i od strana na menaxerite, no ne se vklu~uvaat
na rabotni mesta so pove}e rabotni zada~i.
Komentar: Kontrastot na iskazite me|u ispitanicite so mentalna retardacija,
slu{ni o{tetuvawa i telesna invalidnost vo odnos na rabotnite zada~i i odgovornosta
na rabotnoto mesto, proizleguva od nivnite razli~ni sposobnosti, zna~i slu{no
o{tetenite lica soglasno intelektualnite sposobnosti dobivaat odgovorni rabotni
mesta dodeka ispitanicite so mentalna retardacija izvr{uvaat rabotni zada~i
kako asistenti.
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46 © University of Ss. Cyril and Methodius and SINTEF
Examples of quotations:
Concept Persons with mental retardationPersons with hearing impairment and
body impairment
Work place as an
assistant
„I assist to the chief; I am adding materials
in a machine”.
„I pack toothpicks and I help the chief”.
„I work wherever I am needed, I just can’t
lift things. I am an invalid but physical
invalid not psychical one”.
Independent work „I put reinforcement on the paper bags”. „I’m working in the assemblage
department (montage department)”.
„I work in the commercial department,
transportation of products, and I make
the bank payments”.
Multiple work
assignments
„First in the morning I drink coffee, after
that I have breakfast, after that if there
is something to clean in the coffee bar
or out, to clean and manage the chairs
I do, when the gests come I serve with
saying “Welcome, what do you need”, the
barmen prepares everything that I told
him and I will serve the guests”.
/
Acceptance by colleagues
We asked all the respondents to tell us about how they feel accepted by their non-
disabled colleagues.
Employees with mental retardation tell us that they socialize with the other non disabled
workers in the spare time. The respondents made positive statements about being
accepted by the colleagues. So, the respondents seem in general to feel accepted by the
other colleagues at work and continue to socialize after work.
Employees with hearing impairment and body impairment say they are accepted by the
colleagues during the working day, but only two respondents tell that they come together
with colleagues in the local community.
Comment: There is a difference in the statements of the persons with hearing
impairment and body impairment and the persons with mental retardation regarding
feeling accepted by the colleagues. An explanation to this is the necessity to master
the sign language in order to communicate with hearing impaired persons. To learn sign
language is an additional effort that asks for time and energy.
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47© University of Ss. Cyril and Methodius and SINTEF
Primeri na citati:
Koncept Lica so mentalna retardacijaLica so slu{ni o{tetuvawa i
telesna invalidnost
Rabotno mesto kako
asistent
„Mu pomagam na {efot, meterijal
mu turam na ma{inite, dodavam”.
„Pakuvam ~a~kalici, mu pomagam na
{efot”.
„Jas rabotam kade treba samo ne
mo`am da podigam te{ki rabotam.
Jas sum invalid ama fizi~ki ne sum
psihi~ki invalid”.
Samostojna rabota „Stavam poja~awe na vre}ite”. „Rabotam vo monta`a”.
„Rabotam vo komercija, nosewe
roba, odewe vo banka”..
Pove}e rabotni zada~i „Prvo pijam kafe, pojaduvam,
~istam, mestam masi, gi slu`am
gostite, im vikam: Povelete, {to
}e treba za vas, {ankerot sprema
jas {to }e mu prenesam i gi slu`am
gostite”.
/
Prifatenost od strana na kolegite
Gi pra{avme respondentite da ni ka`at dali se ~uvstvuvaat prifateni od
nivnite nepopre~eni kolegi.
Vrabotenite so mentalna retardacija ni ka`aa deka se dru`at so drugite nepopre~eni
rabotnici posle rabotnoto vreme. Respondentite pozitivno se izjasnija za
prifatenosta od strana na kolegite. Zna~i, respodentite generalno se prifateni
vo za{titnite kompanii, no isto taka komunikacijata ja prodol`uvaat i nadvor od
rabotnata sredina.
Vrabotenite so slu{ni o{tetuvawa i telesna invalidnost ka`uvaat deka se prifateni
od strana na kolegite za vreme na rabotata, no samo vo dva slu~ai ispitanicite go
potvrdile dru`eweto na kolegite vo lokalnata zaednica.
Komentar: Postoi razlika na iskazite me|u ispitanicite so mentalna
retardacija, slu{ni o{tetuvawa i telesna invalidnost vo odnos na prifatenosta
od strana na kolegite {to proizleguva od faktot deka e neophodno poznavawe na
znakovniot jazik za nepre~ena komunikacija me|u kolegite i slu{no o{tetenite lica
i deka toa pretstavuva dopolnitelen napor koj bara vreme i energija.
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48 © University of Ss. Cyril and Methodius and SINTEF
Examples of quotations:
Concept Persons with mental retardationPersons with hearing impairment and
body impairment
There is no acceptance / /
There is acceptance on
the work place
„Its very good for us, we talk, we make
jokes, we go out together after work,
and usually we hang out during the
pauses or lunch. We meet on holidays
over the firm”.
„Yes, we meet only at work”.
„I am here for nine years and
everything is fine”.
Meet after the working
hours in the local
surroundings
„We are having conversations; we go
to cafeterias and coffee bars to hear
live music”.
„Yes there are no problems, we are
working, joking; the day does not
pass if you don’t talk to someone. We
visit each other”.
„We are every day here together; we
are also going out together after the
working hours”.
Equal treatment like the other workers
Both employees with mental retardation, as well are employees with hearing
impairment and body impairment, tell they are treated equally by the manager as to the
other employees.
Comment: Comparing the statements between the persons with hearing impairment
and body impairment and the persons with mental retardation regarding the equality in
the treatment by the manager we can resume that there is acceptance for all types of
disability at the companies included in the pilot.
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49© University of Ss. Cyril and Methodius and SINTEF
Primeri na citati:
Koncept Lica so mentalna retardacijaLica so slu{ni o{tetuvawa i
telesna invalidnost
Ne postoi prifatenost / /
Postoi prifatenost na
rabotnoto mesto
„Odnosite se mnogu dobri, si zboru-
vame, se {eguvame no ne izleguvame
zaedno posle rabotnoto vreme. Se
sobirame za praznici preku fir-
ma”.
„Se dru`ime samo na rabota”.
„Da super e, se e vo re. Nema ni{to
lo{o, 9 god. sum tuka i se e vo red”.
Dru`ewe posle
rabotno vreme vo
lokalnata sredina
„Si pravime muabet, odime vo
kafi~, kafana na `iva muzika”.
„Se e dobro tuka, so kolegite, so ko-
le{kite se prifa}ame, se {alime,
ne pominuva denot ako ne zbori{
so nekogo. Si odime na gosti”.
„Sekojdnevno sme tuka zaedno, izle-
guvame posle rabotnoto vreme”.
Ednakov tretman kako ostanatite rabotnici
I vrabotenite so mentalna retardacija i vrabotenite so slu{ni o{tetuvawa i
telesna invalidnost izjavija deka se tretirani ednakvo od menaxerite kako i drugite
vraboteni.
Komentar : Sporeduvaj}i gi iskazite me|u ispitanicite so mentalna retardacija,
slu{ni o{tetuvawa i telesna invalidnost vo odnos na ednakvosta na tretmanot,
mo`eme da rezimirame deka ohrabruva faktot deka postoi ednakva prifatenost vo
odnos na site vidovi na invalidnost vo kompaniite vklu~eni vo pilot studijata.
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50 © University of Ss. Cyril and Methodius and SINTEF
Examples of quotations:
Concept Persons with mental retardationPersons with hearing impairment and
body impairment
No equal treatment / „We use the public transportation,
and the ones that can hear they come
with their own cars. We are treated on
another manner”.
Equal treatment „The ones that we are helping we are
working the same”.
„The work is divided in segments, all
of us don’t work the same work, and
everybody has his own duty, we all
take part in an overall process”.
„I have normal relations, I’m like every
normal person there is not differences
between disabled and non-disabled
persons”.
Regularity in the payment of the salary
The respondents were asked if they receive regular payment.
Most of the employees with mental retardation tell they are paid regularly. Those who do
not receive a regular payment explain that this irregularity is connected to the delay of the
payment in general. The same seems to be the situation for the other respondents of the
sample.
Comments: Comparing the statements between the persons with hearing impairment
and body impairment and the persons with mental retardation regarding regular payment
we can assume that the regularity of payment is not dependent on whether the employees
are disabled or not.
Examples of quotations:
Concept Persons with mental retardationPersons with hearing impairment and
body impairment
Irregularity in the
payment of the salary
„No, I don’t remember the last time I
receive the salary”.
„I’m receiving regularly, but there is a
delay now”.
„These three months we are receiving
half of the salary”.
„I’m receiving regularly, but there is
a delay now”.
Regular payment of the
salary
„Yes, every month”.
„Yes, regularly”.
„It’s good it’s regular, more work, and
more money”.
„Yes regular, at the first of the
month, there is not a problem; I don’t
remember delay of the salary”.
-
51© University of Ss. Cyril and Methodius and SINTEF
Primeri na citati:
Koncept Lica so mentalna retardacijaLica so slu{ni o{tetuvawa i telesna
invalidnost
Ne postoi
ednakov tretman
/ „Nie doa|ame na rabota so gradski avtobus
a tie {to slu{aat doa|aat so nivni koli;
tie {to slu{aat postojano se odmaraat
i ne teraat da rabotime i nas poinaku ne
tretiraat”.
Postoi ednakov
tretman
„Site podednakvo rabotime”. „Rabotata e podelena na segmenti, ne
rabotime site ista rabota, sekoj izvr{uva
del od celokupniot proces”.
„Najnormalni se odnosite, se ~ustvuvam kako
najnormalen ~ovek, nema vrska dali si ili ne
si invalidno lice”.
Redovnost vo isplatata na li~niot dohod
Respondentite bea pra{ani dali redovno dobivaat plata.
Pove}eto od vrabotenite so mentalna retardacija ka`aa deka redovno se isplateni.
Onie koi ne dobivaat redovno plata objasnija deka ovaa neregularnost e povrzana
so op{to docnewe na platata. Ista e situacijata i so drugite respondenti od
primerokot.
Komentar: Sporeduvaj}i gi iskazite me|u ispitanicite so mentalna
retardacija, slu{ni o{tetuvawa i telesna invalidnost vo odnos na redovnosta na
isplatata mo`eme da rezimirame deka regularnosta vo isplata na li~niot dohod e
nezavisna od toa dali vrabotenite se invalidni ili neinvalidni lica.
Primeri na citati:
Koncept Lica so mentalna retardacijaLica so slu{ni o{tetuvawa i
telesna invalidnost
Neredovna isplata na
li~niot dohod
„Ne, ne se se}avam od koga nemam
zemeno plata”.
„Redovno dobivam, ama sega malku
docni”.
„Tri meseci dobivame po pola
plata”.
„Redovno dobivame ama sega malku
docni”.
Redovna isplata na
li~niot dohod
„Da, sekoj mesec”.
„Da, redovno”.
„Dobro e redovno e, pove}e rabota,
pove}e pari”.
„Redovna e, ~im dojde prvi,
nema problemi, ne se se}avam da
zakasnila platata”.
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52 © University of Ss. Cyril and Methodius and SINTEF
Training
We asked the respondents to tell if they have received training and from whom.
Analyzing the statements of the respondents regarding training it seems that the
training of the mentally retarded persons is accomplished in the protective companies.
None of the respondent claimed for training outside the company.
We can also state that the training of the hearing impaired and body impaired
persons is accomplished in the protective companies. None of the respondent claimed for
training outside the company.
Comments: Comparing the statements between the persons with hearing impairment
and body impairment and the persons with mental retardation regarding the manner of
the training we can presume that the training of the disabled workers is conducted within
the protective companies not regarding of the type of the disability. The respondents
are competent for certain professions that are not connected with the working tasks on
the working places in the protective companies. In that sense it is necessary to make a
prequalification of the disabled persons by the chiefs with the purpose to have a normal
execution of the work operations.
The companies in this pilot offer mostly unskilled jobs to the disabled workers and
the job tasks seem easy to learn. Some of the employees tell they had some weeks of
training and others even less that this to master the job tasks. Several of the hearing and
body disabled employees are however educated for another profession than the actual
work situation offers.
Examples of quotations:
Concept Persons with mental retardationPersons with hearing impairment and
body impairment
Training in the
protective company
„When I came here for the first time I
didn’t know how to paint, they taught
us and I learned”.
Well I learned, and now I know
everything.
„I got help from the one who
is responsible here, he knows
everything, I didn’t need too much
time, and I learned everything in a
week or two”.
Training out of the
protective company
/ /
-
53© University of Ss. Cyril and Methodius and SINTEF
Obuka
Gi pra{avme respondentite da ka`at dali bile obu~uvani i od koj.
Analiziraj}i gi iskazite na ispitanicite povrzani so obukata izgleda deka
obukata na mentalno retardiranite lica se izveduva vo za{titnite kompanii. Nitu
eden ispitanik ne se izjasni za obuka sprovedena nadvor od kompanijata.
Isto taka mo`eme da konstatirame deka obukata na licata so slu{ni o{tetuvawa
i telesna invalidnost se izveduva vo za{titnite kompanii. Nitu eden ispitanik ne
se izjasni za obuka sprovedena nadvor od kompanijata.
Komentar: Sporeduvaj}i gi iskazite me|u ispitanicite so mentalna retardacija,
slu{ni o{tetuvawa i telesna invalidnost vo odnos na na~inot na obukata mo`eme
da rezimirame deka obukata na invalidnite rabotnici se sproveduva vo za{titnite
kompanii nezavisno od vidot na invalidnost. Ispitanicite imaat kompetencii za
odredeni zanimawa koi ne se vo soglasnost so rabotnite zada~i koi prozleguvaat
od rabotnite mesta vo za{titnite kompanii. Vo taa smisla e neophodno da se izvr{i
prekvalifikacija na invalidnite lica od strana na rakovoditelite so cel nepre~eno
da se odviva izvr{uvaweto na rabotnite operacii.
Kompaniite vo ovaa pilot studija ~esto nudat nekvalifikuvani raboti na
invalidnite lica i rabotnite zada~i izgledaat lesni za u~rwe. Nekoi od vrabotenite
rekoa deka imale nekolku nedelen trening,a drugi duri i pomalku od ova za da gi
sovladat rabotnite zada~i. Nekolkumina od vrabotenite so slu{ni o{tetuvawa i
telesna invalidnost se educirani za druga profesija za razlika od ona {to go nudi
aktuelnata rabotna situacija.
Primeri na citati:
Koncept Lica so mentalna retardacijaLica so slu{ni o{tetuvawa i
telesna invalidnost
Obuka vo za{titnata
kompanija
„Koga dojdov prvpat tuka neznaev
ni da farabam, no u~ev tuka i se
nau~iv”.
„Mene mi pomogna toj {to e
odgovoren, toj gi znae site
raboti, za nedela-dve nau~iv”.
Obuka nadvor od
kompanijata/ /
-
54 © University of Ss. Cyril and Methodius and SINTEF
Discussion and recommendations for further research
Discussion and recommendations for further research
As this study is a pilot with a limited and strategic sample the data material needs to be
interpreted with caution. It could be biased in several ways:
- Because of the financial limitations we did not have the opportunity to repeat the
visits to the companies and interview the respondents several times. This may have
prevented us from developing a deeper understanding of the situation at the work
places.
- In most of the interviews the managers were present during the interviews with
the disabled employees. Most of the time they were quiet and did not intervene
in the interview but sometimes they made explanatory comments. Taking into
consideration the mental abilities of some of the respondents the managers in our
opinion contributed in a positive way during the interview.
- The sample consists of companies that are operative and it is likely to expect that
the participating companies volunteered to participate because they function well.
Because of this the pilot do not describe the situation of companies that are not
functioning or that do not treat the disabled employees well.
Utilisation of benefits
The pilot shows that the companies in this sample are functioning according to the