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 II. Trade tests and other applications of employment psychology

Collection:: Economics Books

QUESTION TRADE TESTS Tig only way in which this knowledge can be obtained is through the applicant’s past record. If the applicant has a past record in the same company this is a simple matter. If not, it will be necessary to write for information to past employers whose names are given as references. However, answers to questions of this kind must invariably be dis counted. Unless an employee has been flagrantly lazy or committed an outright crime, a previous employer will hardly ever have the courage or desire to say anything detrimental about him, especially when he is trying to make a new start elsewhere. While this is a tribute to the generosity of the ordinary employer, it is at the same time a fact which generally discounts the value of all references. It may almost be stated as a rule that an interviewer should never give much weight to endorse ments from other sources unless the exact nature of these sources is known. As for the item, has tried other things and not liked them, nearly every man who has failed in previous positions will give this as his answer. He is quite unlikely to say: “I have tried several kinds of work, but I was a failure every time.” Another extremely important item is loyalty. The pres ence or absence of this popular quality is evidently to be determined by questions concerning the applicant’s atti tude toward former employers. There are various ways in which the interviewer may ask these questions, but the substance of them all must inevitably reduce itself to something of the following form: “How did you like your last employer?” What answer may the applicant be expected to give to such a question? If he was laid off for lack of work, he may simply say: “I haven’t any kick coming. I was laid off when the work ran down.” However, if he was discharged for incompetency he is

Access restriction

Copyright

fullscreen: Employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation