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

234 EMPLOYMENT PSYCHOLOGY What we really do when we judge a person is to express a peculiar feeling of liking, indifference, or dislike. We are impressed either favorably or unfavorably, or we receive a neutral impression. Sometimes we can account for this impression, frequently we cannot. Often the most trivial fact or happening determines it. This impression we are likely to interpret in terms of industry, attention, and other personal attributes. However, as will be pointed out in the chapter on job analysis, general qualities of this kind have little significance when applied to the process of choosing particular individuals for particular jobs. In the instance given, two groups of girls were observed and the estimates expressed were, in general, correct. So far as unaided observation could judge, these two groups were almost on the same level. Sitting on opposite sides of the same room, there was very little observable differ ence between them. If they had been lined up before the employment interviewer, they would have had equal opportunities of being chosen for either inspection or gauging. And yet, there was a difference between these girls which divided them, after a number of trials in the shop, into two distinct groups. One group was best fitted for one kind of work, the other for another kind. Now, when we consider that this is only a single in stance, and that a modern industry comprises an almost endless variety of tasks and people, the inadequacy of the observational method with its general likes and dislikes, its loose classifications made on broad lines, becomes in creasingly apparent. It is not enough for an applicant to make a good general impression when he is applying for a position as accountant. He should be able to show or to demonstrate concretely that he has the training and

Access restriction

Copyright

fullscreen: Employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation