The savant syndrome is linked to specific cognitive disorders as well as being characterised by certain limitations but also by extraordinary abilities. Nature and extent of these are very heterogeneous and many aspects of the syndrome remain unresearched. The objective of the investigation described in the following was to approach especially the research gap "work and employment". In order to do so, we investigated the influence the size of the company has on its ability to employ savants. Correlations between the size of the company and other coefficients, e.g. the implementation of workplace health management or the employment of individuals who are disabled in general, could already be shown in other previously conducted studies. The investigation was performed as a quantitative survey among 465 employees. Our aim was to evaluate the specific workplace as to whether it fulfils the previously determined criteria for employment of a savant. This enabled us to measure the integrability of the workplace for savants and then to assess the dependence on the size of the company. Integrability was assessed with a general score consisting of the dimensions "strengths", "weaknesses" and "working conditions". With regard to the dimensions "strengths" and "working conditions", those working in micro companies with less than 10 employees showed significantly higher values and thus better integrability than those from small, medium-sized and large companies.
Published in | International Journal of Health Economics and Policy (Volume 5, Issue 3) |
DOI | 10.11648/j.hep.20200503.11 |
Page(s) | 49-53 |
Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
Copyright |
Copyright © The Author(s), 2020. Published by Science Publishing Group |
Savant Syndrome, Operational Ability, Autism Spectrum Disorder, Prodigious Savants, Talented Savants, Autistic Disorder
[1] | Down JL. On some of the Mental Affections of Childhood and Youth: Being the Lettsomian Lectures Delivered before the Medical Society of London in 1887. 1887 ed. Norderstedt: Hansebooks GmbH; 1887/2018. |
[2] | Stegemeyer-Senst E. Das Savant-Syndrom. Schnittpunkt zwischen Neurowissenschaften und Sozialer Arbeit, Sozialpädagogik / Sozialarbeit, GRIN. München: Grin Verlag; 2017. |
[3] | Tammet D, Klostermann M. Wolkenspringer: Von einem genialen Autisten lernen. Düsseldorf: Patmos; 2009. |
[4] | Neumann FAO. Sind Savants die Zukunft der menschlichen Evolution? Eine neurobiologische Betrachtung des Savant-Syndroms. 1 ed. München: Grin Verlag; 2015. |
[5] | Uhle T, Treier M. Betriebliches Gesundheitsmanagement: Gesundheitsförderung in der Arbeitswelt - Mitarbeiter einbinden, Prozesse gestalten, Erfolge messen. 4 ed. Wiesbaden: Springer Fachmedien Wiesbaden GmbH; Springer; 2019. |
[6] | Treffert DA. Extraordinary people: Redefining the "idiot savant". 1 ed. New York: Harper & Row; 1989. |
[7] | Pfaff H. Lebenslagen der behinderten Menschen. Ergebnis des Mikrozensus 2009. In: Statistisches Bundesamt, editor. Wirtschaft und Statistik. 03. Wiesbaden; 2018. p. 232–43. |
[8] | Ulich E, Wülser M. Gesundheitsmanagement in Unternehmen: Arbeitspsychologische Perspektiven. 7 ed. Uniscope. Publikationen der SGO Stiftung. Wiesbaden: Springer Gabler; 2018. |
[9] | Lever M. The autism employment gap. The National Autistic Society. 2016. |
[10] | Brandenburg U, Domschke J-P. Die Zukunft sieht alt aus: Herausforderungen des demografischen Wandels für das Personalmanagement. 1 ed. Wiesbaden: Gabler; 2007. |
[11] | Bellmann L, Kistler E, Wahse J. Demographischer Wandel: Betriebe müssen sich auf alternde Belegschaften einstellen. IAB-Kurzbericht. 2007 (21). Available from: http://doku.iab.de/kurzber/2007/kb2107.pdf. |
[12] | Domroese K-F. Den Fachkräftemangel durch die Personalentwicklung vermeiden. Saarbrücken: VDM Verl. Dr. Müller; 2008. |
[13] | Huber S. Betriebliches Gesundheitsmanagement und Personalmanagement. In: Esslinger AS, Emmert M, Schöffski O, editors. Betriebliches Gesundheitsmanagement: Mit gesunden Mitarbeitern zu unternehmerischem Erfolg. 1st ed. Wiesbaden: Gabler Verlag / Springer Fachmedien Wiesbaden GmbH, Wiesbaden; 2010. p. 67–87. |
[14] | Faller G. Umsetzung Betrieblicher Gesundheitsförderung/Betrieblichen Gesundheitsmanagements in Deutschland: Stand und Entwicklungsbedarfe der einschlägigen Forschung. Gesundheitswesen (Bundesverband der Arzte des Offentlichen Gesundheitsdienstes (Germany)). 2018; 80 (3): 278–85. DOI: 10.1055/s-0042-100624. |
[15] | Seiler K. Beschäftigungsfähigkeit als Indikator für unternehmerische Flexibilität. In: Badura B, Schröder H, Vetter C, editors. Betriebliches Gesundheitsmanagement: Kosten und Nutzen. Fehlzeiten-Report. Vol 2008. Berlin, Heidelberg: Springer-Verlag Berlin Heidelberg; 2009. p. 3–14. |
[16] | Empfehlung der Kommission vom 6. Mai 2003 betreffend der Definition der Kleinstunternehmen sowie der kleinen und mittleren Unternehmen; 2003. |
[17] | Miles J, Shevlin M. Applying regression & correlation: A guide for students and researchers. London: SAGE Publ; 2001. |
[18] | https://www.sap.com/corporate/de/company/diversity.html (accessed March 28, 2020). |
[19] | https://statistik.arbeitsagentur.de/nn_31958/SiteGlobals/Forms/Rubrikensuche/Rubrikensuche_Suchergebnis_Form.html?view=processForm&resourceId=210358&input_=&pageLocale=de&topicId=17388®ion=&year_month=201712&year_month.GROUP=1&search=Suchen (accessed March 28, 2020). |
[20] | Pullich J, Conrad C. BGM in KMU: noch viel zu tun. Organisator. 2011 (8-9): 64–65. |
[21] | Statistisches Bundesamt, editor. Wirtschaft und Statistik. 03. Wiesbaden; 2018. |
[22] | Müller C, Huß H. Klein, aber fein - BGM im Mittelstand. Personalmagazin. 2012 (02): 56–58. |
[23] | Fritz S, Scholz U. BGM-Dialog - Erfolge sichtbar machen; Kosten – Nutzen und Best Practice in BGM-Projekten: Techniker Krankenkasse; 2010. |
[24] | Brandt M, Holtermann I, Kunze D. Betriebliches Gesundheitsmanagement für Klein- und Kleinstunternehmen. In: Badura B, Ducki A, Schröder H, Klose J, Meyer M, editors. Neue Wege für mehr Gesundheit - Qualitätsstandards für ein zielgruppenspezifisches Gesundheitsmanagement. Fehlzeiten-Report. Vol 2015. Berlin, Heidelberg: Springer; 2015. p. 61–69. |
APA Style
Markus Postulka, Steffen Flessa. (2020). The Savant Syndrome – Company Size as a Possible Determinant for Occupational Integrability. International Journal of Health Economics and Policy, 5(3), 49-53. https://doi.org/10.11648/j.hep.20200503.11
ACS Style
Markus Postulka; Steffen Flessa. The Savant Syndrome – Company Size as a Possible Determinant for Occupational Integrability. Int. J. Health Econ. Policy 2020, 5(3), 49-53. doi: 10.11648/j.hep.20200503.11
AMA Style
Markus Postulka, Steffen Flessa. The Savant Syndrome – Company Size as a Possible Determinant for Occupational Integrability. Int J Health Econ Policy. 2020;5(3):49-53. doi: 10.11648/j.hep.20200503.11
@article{10.11648/j.hep.20200503.11, author = {Markus Postulka and Steffen Flessa}, title = {The Savant Syndrome – Company Size as a Possible Determinant for Occupational Integrability}, journal = {International Journal of Health Economics and Policy}, volume = {5}, number = {3}, pages = {49-53}, doi = {10.11648/j.hep.20200503.11}, url = {https://doi.org/10.11648/j.hep.20200503.11}, eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.hep.20200503.11}, abstract = {The savant syndrome is linked to specific cognitive disorders as well as being characterised by certain limitations but also by extraordinary abilities. Nature and extent of these are very heterogeneous and many aspects of the syndrome remain unresearched. The objective of the investigation described in the following was to approach especially the research gap "work and employment". In order to do so, we investigated the influence the size of the company has on its ability to employ savants. Correlations between the size of the company and other coefficients, e.g. the implementation of workplace health management or the employment of individuals who are disabled in general, could already be shown in other previously conducted studies. The investigation was performed as a quantitative survey among 465 employees. Our aim was to evaluate the specific workplace as to whether it fulfils the previously determined criteria for employment of a savant. This enabled us to measure the integrability of the workplace for savants and then to assess the dependence on the size of the company. Integrability was assessed with a general score consisting of the dimensions "strengths", "weaknesses" and "working conditions". With regard to the dimensions "strengths" and "working conditions", those working in micro companies with less than 10 employees showed significantly higher values and thus better integrability than those from small, medium-sized and large companies.}, year = {2020} }
TY - JOUR T1 - The Savant Syndrome – Company Size as a Possible Determinant for Occupational Integrability AU - Markus Postulka AU - Steffen Flessa Y1 - 2020/08/10 PY - 2020 N1 - https://doi.org/10.11648/j.hep.20200503.11 DO - 10.11648/j.hep.20200503.11 T2 - International Journal of Health Economics and Policy JF - International Journal of Health Economics and Policy JO - International Journal of Health Economics and Policy SP - 49 EP - 53 PB - Science Publishing Group SN - 2578-9309 UR - https://doi.org/10.11648/j.hep.20200503.11 AB - The savant syndrome is linked to specific cognitive disorders as well as being characterised by certain limitations but also by extraordinary abilities. Nature and extent of these are very heterogeneous and many aspects of the syndrome remain unresearched. The objective of the investigation described in the following was to approach especially the research gap "work and employment". In order to do so, we investigated the influence the size of the company has on its ability to employ savants. Correlations between the size of the company and other coefficients, e.g. the implementation of workplace health management or the employment of individuals who are disabled in general, could already be shown in other previously conducted studies. The investigation was performed as a quantitative survey among 465 employees. Our aim was to evaluate the specific workplace as to whether it fulfils the previously determined criteria for employment of a savant. This enabled us to measure the integrability of the workplace for savants and then to assess the dependence on the size of the company. Integrability was assessed with a general score consisting of the dimensions "strengths", "weaknesses" and "working conditions". With regard to the dimensions "strengths" and "working conditions", those working in micro companies with less than 10 employees showed significantly higher values and thus better integrability than those from small, medium-sized and large companies. VL - 5 IS - 3 ER -