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

256 EMPLOYMENT PSYCHOLOGY There are several serious objections to this kind of job analysis. To begin with, it is not job analysis at all but a kind of thinly disseminated character analysis. Anybody can make a hasty tour of inspection, gather a superficial knowledge of a number of jobs, and then describe them in such comprehensive terms as those just enumerated. In the next place, these qualities are so general and vague that they mean very little when tied up with a particular job. Any number of jobs can be described equally well by such words and phrases as industry, patience, accu racy, application, routine temperament, loyalty, static, and so on. But these words mean little or nothing at all as they stand. They are detached and theoretical. Pa tience as such, for instance, is an abstract and meaningless quality. A man may be very patient in one way and very impatient in another. A tool maker may be patient in watching a slow and very important cut but very im patient with his family or his foreman. Therefore, it is useless to call for a man of patience unless it is possible to distinguish between different kinds of patience and then specify which kind is desired. The same thing may be said of every one of these general qualities. A man may be very energetic or dynamic at one kind of work but very lazy or static at another kind. Suppose a man asks for employment in a position requiring marked initiative, energy, and executive ability. The person conducting the interview may decide that this applicant is possessed of these qualities, and consequently recommend that he be hired. The man is hired and set to work. After a few weeks he discovers that his work is not at all what he expected but is outside the scope of both his training and desires. Instead, therefore, of developing initiative, energy, and executive powers, he becomes plodding,

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