STAMMERING problem solving has been a hot topic for employers lately.
The problem is one of the main challenges employers face, with job seekers often trying to work through issues and problems with an over-ambitious response.
A recent study by the U.S. Bureau of Labor Statistics shows that over half of companies are looking to address the problem, with companies in more than 50 states and the District of Columbia looking at ways to address this.
But a new study from the UAW-backed Partnership for a Better Workplace suggests a solution to the problem may be a little bit harder to come by.
In the study, researchers from the University of California-Berkeley and the University at Buffalo found that employers with high levels of job turnover and difficulty in keeping their employees engaged were far more likely to resort to asking job seekers to perform a task that requires some sort of cognitive processing or memory impairment.
The study, titled “Stammer-induced cognitive impairments are not only associated with poor job performance,” and suggests employers may have a harder time recruiting employees for the types of jobs they’re looking to fill.
Researchers found that employees who reported having “trouble with the task” were more likely than those who did not to say they had been given enough time to complete a task.
The researchers also found that people who reported difficulty with the job were also more likely not to respond to requests for help from other people.
The researchers say they hope their findings can be used by employers to make job seekers more effective in responding to job seekers’ concerns and help to reduce the need for retraining programs.
“Employers have a tough time recruiting people that are willing to do this task,” said John C. Stuckey, professor of human resources and co-director of the university’s Center for Research in Organizational Behavior.
“This research indicates that employers may need to rethink their recruitment strategies, and if they don’t, the burden of these types of problems will only increase.”
The researchers hope their study will help employers understand the issue better and will lead to more effective training programs for the tasks they’re struggling with.
“What we’re finding is that people can be quite good at what they do.
We want to make sure they’re getting the training that they need,” said Stuckeys co-author and doctoral candidate Andrew S. McGlone, a professor in the Department of Economics and Political Science.”
We’re seeing a lot of this with the use of technology and a lot more people are doing this in a way that is a little more effective and that they’re more responsive to their employers.
But we’re seeing this sort of fatigue and the lack of confidence in the people doing it.”
For employers, the study also suggests employers should be able to use the results to target training programs to workers with cognitive impairing conditions.
The problem, according to the researchers, is that companies can only do so much to help those with impairments, because they don “exclude many people who may have cognitive impairment in the first place.”
“We know that it takes more than just the individual to have cognitive impairions, and it’s very hard to train employees to respond in a specific way that helps the company, or helps the person who has the impairment,” said McGlones co-chair.
“We need to focus on the people that we’re going to train and make sure we’re getting that training for them, so that when they go to the job, they’re better able to do their job.”
The authors also say the study provides insight into how employers should handle employees who are trying to get their foot in the door in the hopes of becoming a full-time employee.
“There’s a lot that employers need to consider,” said C.A. Stuck, professor and director of the Center for Human Resources at UC-Berkely.
“These are not just the kinds of people that will be the ones that are going to get hired, but we need to understand the types that are more vulnerable.”