Employment psychology

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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

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Document type:: Monograph

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Title:: Part II. Trade tests and other applications of employment psychology

Collection:: Economics Books

THE OBSERVATIONAL METHOD 2Jg tirely unlike set of ideas and notions about human nature, so that his manner of interpreting observed signs will be quite different from the practice of his predecessor. These facts have already been sufficiently discussed in the introductory chapter. There is, however, one more variable factor in the observational method which has not been discussed but which is very important. According to the experience of the writer, and according to the testimony of various employment experts, there is a very strong tendency at times to become entirely oblivious to the appearance and actions of those who are being inter viewed. The process of hiring becomes at such times al most wholly mechanical. The mind of the observer be comes almost a blank, and all faces take on the same general appearance. The differences in dress, actions, and appearance which served as some guide to the interviewer before seem to fade into a dim haze, as if the observer had become intoxicated with too much gazing. The sole re maining thought is to fill the necessary requisitions as expeditiously as possible. This phenomenon has been Verified by the experience of employment experts who have interviewed thousands of people, and, although apparently fantastic in the extreme, becomes only nat ural upon second thought. It is inevitable for the mind of the observer to become tired and confused toward the end of a busy morning or afternoon. And at such times, it is no longer possible to see the distinctions between applicants which were plain before. When this condition arises, employment degenerates into mere routine and an enormous number of costly mistakes are made. In spite of the large number of weaknesses which the observational method possesses, and even though it is thoroughly unscientific in its method or rather in its lack

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