| 16 It is important that managers are approachable in the workplace |
6
|
3 |
-1 |
| 4 Receiving honest feedback on work performance assists with personal and professional development |
6
|
3 |
0 |
| 11 Commitment to work is a valuable employee attribute |
5
|
4 |
-3 |
| 14 A good manager assists in resolving conflict between employees to help keep the workplace fair and equal |
5
|
1 |
-3 |
| 5 Being direct with colleagues is helpful when asking work related questions |
5
|
3 |
-1 |
| 26 To be productive at work a thorough understanding of job expectations is essential |
4
|
4 |
-5 |
| 21 Job trials help identify areas where more support is needed (e.g., identifying how tasks can be simplified or specifically adjusted) |
4
|
0 |
4 |
| 7 A support plan helps to clarify the roles and responsibilities between employees and employers |
4
|
0 |
3 |
| 13 Readily available support from an employment co-ordinator is essential to help with difficult work situations |
4
|
0 |
1 |
| 19 Making workplace adjustments will not affect employee job performance |
-4
|
-3 |
2 |
| 31 Reporting to several different managers, rather than one main manager for work is preferable |
-4
|
-5 |
-1 |
| 38 Short, regular breaks during the day interrupt with concentration |
-4
|
-1 |
-5 |
| 51 It is not important that employees are motivated by their work |
-4
|
-6 |
-4 |
| 3 Regular follow up by an employment co-ordinator during the probation period hinders the work progress |
-5
|
-4 |
-2 |
| 27 Working on a regular basis decreases life satisfaction |
-5
|
-3 |
2 |
| 10 Ongoing support from an employment co-ordinator limits work performance |
-5
|
-4 |
-1 |
| 15 Communication skills (e.g., listening when others are talking, responding and interacting to conversations, body language) are unimportant in most workplace |
-6
|
6 |
3 |
|
8 A support plan for work should only be agreed upon by the employer, not the employee, employment co-ordinator or any colleagues or managers involved
|
-6
|
5 |
1 |
