Job duties can be divided into two categories. The first are those tasks essential to the job. The other category is comprised of marginal job duties. These duties are important, but not as crucial as the essential tasks. Therefore, marginal tasks are often done last or not at all. They also can frustrate employees more concerned with the essential tasks. Yet, marginal duties improve morale, productivity, and customer service.
Hiring a worker with a disability to do marginal duties may make sense in the long run. One Virginia firm found this out when it realized that salesman didn't always have enough promotional materials to meet customer demand. To solve this problem, the firm hired a man with cerebral palsy to fill requests. At first, the employer doubted that the man could accomplish the tasks. Then the employer met with a supported employment agency and made job changes that proved effective.
Some changes were:
Using two "Lazy Susans" for a filing system
Filing high-demand materials in easy reach and less used materials on higher shelves
Adding a box for publication storage and moving to the man's wheelchair
Buying an electric hole punch to punch holes using only one hand
So, those looking for employment should find a niche, and look for needed tasks not being done. Marginal tasks add value to business and offer a way for individuals with disabilties to demonstrate their capability.
For more information, contact: the Rehabilitation Research and Training Center on Workplace Supports, Virginia Commonwealth University, P.O. Box 980568, Richmond, VA 23284-0568, (804) 828-1851, RTC Web site
See full report at RTC Web site
This research was supported by the National Institute on Disability and Rehabilitation Research in the U. . Department of Education. #56
Inge, K., & Strobel, W. (n.d.). Essential versus marginal duties. Richmond, VA: The Rehabilitation Research Center on Workplace Supports.
Keyword: Employment
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