2o6 EMPLOYMENT PSYCHOLOGY place men of this kind in positions where their training and experience may be utilized to the utmost and given their fullest opportunity for expansion. In the case of workers without a trade and unwilling to learn a trade, the desirable course is to assign them to the work which will enable them most quickly to earn the wage which they require for the satisfaction of their outside interests. If applicants of this kind are given work which comes within their abilities, they are likely to exhibit industry and energy. If they are given work which does not, they are very likely to exhibit indifference, laziness, carelessness, and other undesirable moral traits; and, in addition, they are likely to leave as soon as they see an opportunity elsewhere for making a larger wage. At the risk of rep etition, this matter will be discussed from a slightly differ ent angle in the chapter on vestibule schools. In the meanwhile, it can be seen that, by making it possible to assign workers to the work for which, both by nature and by training, they are best fitted, psychological tests con tribute largely to the solution of the problem of selecting employees with the right moral traits. From still another point of view, the use of tests is an aid in developing the desired moral qualities and a means of preventing their exhaustion. The statement has been made that moral traits are relative. This is true not only in a qualitative sense but in a quantitative sense as well. For instance, an individual may begin work with a cer tain degree of natural enthusiasm and industriousness. If he succeeds at his work within a reasonable length of time, he is likely to maintain and even augment these qualities. If he fails, he may gradually lose them. His moral resistance and energy may be exhausted by the difficulty and unfitness of the work to which he was