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

EMPLOYMENT PSYCHOLOGY 258 complex varieties of work. It is indispensable to separate applicants according to the degree of ability which they possess; for there is an infinite number of jobs requiring infinite kinds and degrees of ability. Therefore it is entirely inadequate to class people by their possession or lack of certain qualities. Unless some method of measurement can be applied to the qualities which are sought after, some reliable and standard gauge, then the detection of these qualities is of little value. They are too indefinite and too general to be of practical use. Another phase of the same tendency to describe jobs in terms of personal qualities is that represented by the so- called experts in character analysis. Aside from the ab surdity of being able to make experts in this art through a correspondence course of a few months, are the diffi culties which have been outlined. The character ex perts describe jobs in terms of personal qualities, and the qualities they enumerate are much the same as those mentioned. They also include such points as the size of the head, texture of the skin, such terms as mental, motive, and vital, and a variety of other equally general and personal qualities. Even if the expert in character analysis could surely detect the qualities he deals in, he would still be far from being an expert in fitting men to jobs. For the qualities in which he deals are just as vague and far removed from the practical aspects of employment as those which have been named. They are abstract, general, and they can not be scientifically measured. Consequently they mean nothing when ap plied to the practical task of hiring specific men for jobs requiring specific abilities. In contrast with the method of analyzing and describing jobs in terms of personal qualities, is the psychological

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