By Sarah Hendrickx
The variety of adults with Asperger Syndrome maintaining full-time employment is intensely low compared to those that could be thought of to have extra proscribing stipulations and disabilities. This e-book identifies why this can be the case by way of asking the members involved what they locate tricky approximately operating.
expectancies, motivations, operating stipulations and different elements, Sarah Hendrickx explores the explanations why paintings simply does not paintings for lots of individuals with Asperger Syndrome and the way to solve those matters. that includes own tales from people with AS, the publication highlights profitable situations and gives feedback for either employers and people looking for paintings on find out how to increase employment for the advantage of everyone.
Asperger Syndrome and Employment presents crucial details for these making the choices and recognizes what individuals with AS really need from a task to allow them to make employment paintings for them.
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Extra resources for Asperger Syndrome and Employment: What People With Asperger Syndrome Really Really Want
They would have then sent me for other interviews, possibly part-time ones. We discussed my AS, but they suggested I didn’t mention it at the interview stage. I could mention it later on. They pointed out that, in the first instance, it was more important that my employer thought of me as employable. So neither they nor I mentioned anything to Patrick. I also didn’t mention it to them afterwards because I didn’t want to be treated differently and I thought it would prejudice my promotion. I had initially thought of telling them after I successfully completed my probationary period.
Male, 20s) I have worked in a warehouse that delivered tax-free wares to ships… The job was very physical, monotonous, boring, without any interesting or exciting aspects at all. (male, 20s) For a period I worked for a temp agency, trying several different kinds of work. One of the problems was that I asked too many questions. I wanted to know the exact kind of work, the working hours, the wage, the location, who to contact, could I bring my own food, etc. For me it was just a matter of being properly informed.
He was meeting all their expectations and his flow of energy and the quality of his work hadn’t diminished. However, when he reached his limits he would immediately stop producing any work and his behaviour would become problematic for the managers and his colleagues. I used to be rather direct and uncompromising in my instructions. This would work for a very short while. Simon wasn’t able to motivate himself. He had no energy left anyway, so he would drift and again disappear. We would have to be on his back incessantly to make sure we’d get some work out of him for the rest of his shift.