EMPLOYMENT PSYCHOLOGY, LABOR, AND INDUSTRY 389 
tration boards do not furnish such a criterion. The 
ordinary arbitration board is even less able to classify 
workers than the ordinary employment office. The very 
fact which hinders such boards in their attempts to render 
a fair and just decision is the absence of any impersonal 
standard which will enable them to insure that the clas 
sification of workers upon which their decision must be 
based is an exact one. The psychological method, however, 
by means of the same technique which has been applied 
to the classification of individuals in the employment 
office, will make it possible to classify doubtful individ 
uals in the case of labor disputes. By the application of 
standard measures, in the form of tests, questions, or 
demonstrations, it will become possible for the psycholo~ 
gist to furnish both labor and industry, or the arbitration 
board which sits for them, a scientific and impersonal 
basis for making the classification which they desire. 
The relation of employment psychology to labor and 
industry, then, is an impersonal relation. Like all other 
sciences, it is impartial. It does not aim to help any 
cause or any party. It is merely an instrument, a method, 
which will serve without favor whoever makes use of it. 
If industry wishes to obtain the best possible kind of 
human material, if it wishes to make the best possible use 
of its workers, if it wishes to maintain a reliable check 
on its classification of workers, employment psychology 
is at its disposal. On the other hand, if organized labor 
wishes to carry out collective bargaining, if it wishes to 
base its claims for individuals on the sound basis of abil 
ity and training, employment psychology provides it 
with a technique which will enable it to classify properly 
its collection of workers for that purpose. 
As for the individual out of work—to be without a job