伍尔沃斯的案例表明，在雇用残疾人的同时管理业务，既能带来好处，也能带来挑战。因此，必须考虑到这两个方面，同时对这类问题保持正确的看法。雇用残疾人确保组织享有可靠、值得信赖的雇员，这也改善了工作环境。残疾员工更有可能被认为拥有更好的工作态度，因此，他们更可靠的就业。因此，这种制度也减少了旷工的程度，增加了改进组织整体工作潜力的潜力。当组织雇佣这样的员工时，他们可以接触到拥有更好的工作文化的员工，这对整个组织产生了积极的影响(Hartnett et al.， 2011)。
雇用残疾人的另一个好处是，它提高了工作场所的多样性水平，从而增加了改善工作环境的潜力。它还提高了获得更好的客户参与管理的机会，因为组织将被视为更人性化。有时，当客户在组织的运营管理中扮演负责任的涉众角色时，组织必须注意这些问题。这意味着，当该组织被视为对残疾人的工作进行了投资时，消费者将该组织视为负责任的公司。消费者心中的这种积极的意见确保了组织已经准备好，并为更好的消费者关系的工作和管理做好准备(Lengnick‐Hall et al.， 2008)。
然而，可能雇用残疾人的组织所面临的挑战之一与维持业务的全面效率有关。由于对某些残疾人的管理，本组织的业务管理很可能受到考验。许多组织都担心，残疾人将无法证明像其他雇员一样有效率，这将降低本组织的运作效率。与这些关于雇佣残疾人可能导致效率低下的担忧作斗争是一个严重的问题(Houtenville & Kalargyrou, 2012)。
第二，这类组织所面临的挑战很可能是根据可能被视为雇用残疾人的总费用来制定的。组织的支出很可能会雇佣这样的人，这些人可能会面临医疗费用的增加和人员的增加。有时，管理这些成本增加的负担对组织来说可能是压倒性的(Lengnick‐Hall et al.，2008)。
The case Woolworths shows that managing operations while employing people with disabilities provides a mix of benefits and challenges. Therefore, both these aspects have to be taken into account while keeping things in perspective on such matter. Employing people with disabilities ensures that the organization enjoys reliable, trustworthy employees which also improve the work environment. Employees with disabilities are likely to be seen to have better work attitude and therefore, they are more reliable to be employed. As such, this kind of system also reduces the level of absenteeism and increases the potential for improving the overall work of potential of organization. When the organization employs such kind of people, they get access to employees with better set of work culture that creates a positive impact on the entire organization (Hartnett et al., 2011).
Another benefit of the employing with disabilities is the fact that it improves the level of diversity at workplace which increases the potential for improving the work environment. It also improves the chances for getting better management of the customer engagement as the organization would be seen as being more humane. In times, where customers act as responsible stakeholders in the management of the operations of the organization, it becomes imperative for organizations to pay attention to such issues. This means that when the organization is seen to have invested in the working of people with disabilities, consumers view such organization as responsible corporate firm. This kind of positive opinion in the minds of the consumers ensures that the organization is ready and geared for the working and the management of better consumer relationship (Lengnick‐Hall et al., 2008).
However, one of the challenges which organization that are likely to employ people with disabilities are to face is related to maintaining the overall efficiency of operations. On account of the management of the people with certain disabilities, the management of the operations of the organization is likely to be put to test. There is a concern among much organization that people with disabilities would not prove to be as efficient as other employees which would reduce the operational efficiency of the organization. Battling these kinds of concerns regarding inefficiency which might creep due to the hiring people with disabilities is a serious concern (Houtenville & Kalargyrou, 2012).
Secondly, the challenge for such organization is likely to be developed in terms of the overall costs that are likely to be seen to employ with disabilities. The payouts of the organization are likely to employ such people who may face increased cost of medical expenses and up keeping of the people. At times managing the increased burden of these costs may be overwhelming for the organization (Lengnick‐Hall et al.,2008).