Employment psychology

Bibliographic data

Monograph

Identifikator:: 1028407564

URN:: urn:nbn:de:zbw-retromon-47263

Document type:: Monograph

Author:: Link, Henry Charles; Thorndike, Edward L. http://d-nb.info/gnd/118802127

Title:: Employment psychology

Place of publication:: New York

Publisher:: MacMillan

Year of publication:: 1924

Scope:: 1 Online-Ressource (XII, 440 Seiten)

Digitisation:: 2018

Collection:: Economics Books

Usage license:: Get license information via the feedback formular.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

i 7 8 EMPLOYMENT PSYCHOLOGY therefore be deficiencies which, under favorable condi tions, the natural capacity of the worker can easily over come. Workers of this kind are of the utmost potential value, and should be given the most careful consideration by the employment and educational branches. It is in discovering cases of this kind that the use of tests can be of great value in helping industrial organizations to make the best possible use of the human material at their disposal and in providing for the vocational adapta tion of their employees. Wherever tests indicate that an applicant for a certain kind of work is poor in both ability and training, it is un wise and unprofitable, from the point of view both of the individual and of the organization, to hire him for that work. It is advisable, in such cases, to try out the appli cant with other tests in order to discover whether he is better fitted to learn some other kind of work. All em ployment managers and educational directors are troubled with the urgent pleas of candidates who, in their opinion, are unfit for the work or training they demand. Hitherto there has always been a sense of injustice or apparent injustice in situations of this kind because the disappointed candidate felt that he was not being given a square deal- And as long as it was a question of one man’s judgment against that of another, there was always a measure of truth in this suspicion. The use of tests makes it possible to decide, with much less ambiguity and on much more impersonal grounds, whether a person shall be chosen of not. Often, however, when an applicant is particularly insistent upon a trial at a certain kind of work or training* it is advisable to give him the opportunity even though his performance in the tests is poor. This is because the presence of a genuine and driving ambition will sometimes

Access restriction

Copyright

fullscreen: Employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation