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

JOB ANALYSIS 257 dependent, and passive; in fact, anything but what he was expected to become. This common and well-recognized instance helps to illustrate what is meant by the statement that personal qualities such as have been enumerated here are abstract and can not be used in describing jobs. Different jobs have very specific and characteristic dif ferences, and it is impossible to describe them except in terms of qualities that are equally specific and con crete. It is quite apparent that the personal qualities of a worker also are not general and abstract, but are par ticular and very closely tied up with the specific char acteristics of a particular job. In the instance just de scribed, the man did not manifest the expected qualities for the job at which he was placed, but it is quite likely that he would have manifested those qualities if he had been assigned to the particular kind of job for which his abilities fitted him. Another way of making clear the abstract and general nature of the personal qualities is to say that they can not be accurately gauged or measured except in terms of some concrete job activity. How is it possible to measure patience? or attention and application? or mental acuity? or industry? or loyalty? or initiative? or any one of the many qualities previously named ? As a matter of fact they can not be measured when stated abstractly. All that can be said is that an individual either has or does not have certain of these qualities. No fine distinctions are possible except, perhaps, the distinctions between good, bad, and indifferent. However, the day has gone by when it is possible to describe people or jobs in terms of “yes” or “no”. Even if it were possible to say whether an appli cant had or did not have certain qualities, such a decision Would fall far short of the requirements of the present

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