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

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

H EMPLOYMENT PSYCHOLOGY appointed as monarch of the 'hiring-on window’ a man who had the misfortune to lose a leg in the company’s employ. As a consequence of this loss, he was given his present life job which he performs to the queen’s taste. He was induced to describe his methods and they were something as follows: ‘On Mondays I turns down all the men with white collars, on Tuesdays all with blue eyes, Wednesday all with dark eyes. Red-headed men I never hires, and there do be days when I has a grouch and hires every tenth man.’” This exaggeration serves at least to bring out into sharp relief the weakness of the old and present method of employing. This weakness, in brief, is due to the absolute reliance upon the particular ability and experience of the individual or individuals who happen to be doing the hiring. This method, like the method of home remedies in other fields, is not with out its virtues. There are undoubtedly people who have an almost uncanny ability to select the right applicant for the right place. However, the most experienced em ployment manager will admit that its shortcomings more than outweigh its virtues. These shortcomings are the shortcomings of every unscientific or home remedy method, namely, the lack of accurate standards or measurements and the failure to provide a safeguard against the thou sand and one prejudices to which the human flesh is liable and by which personal judgments are so frequently vitiated. A few general instances will serve to bring out these weaknesses more distinctly. In a large employment of fice there are usually three or four or more men and women taking applications and interviewing applicants. Each of these interviewers has probably had a different kind of experience and training, and each may have different

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