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 III. Selection and retention

Collection:: Economics Books

productiveness. There are several reasons why this should be so. In the first place, there is the reason which has already been frequently given; namely, the unreliability of human judgments. A foreman’s or superintendent’s opinion of a worker’s moral qualities is very easily in fluenced by many facts which are quite incidental, such as manner of speech or personal appearance. A man may be a very excellent worker and rank very high in the quantity and quality of his work and yet create an un favorable impression because of such characteristics. A second reason which makes it unwise to estimate an individual’s moral qualities otherwise than in terms of production is the fact that these qualities are themselves relative rather than absolute. As has been pointed out, the moral qualities depend largely on the work to which an individual is assigned. Therefore, they should be judged with reference to this work rather than in an abso lute fashion. If the work is suited to the capacities and preferences of the worker, he is quite likely to reveal the desirable moral qualities; whereas, if he is not properly situated, he is likely to give signs of traits which are un desirable. In either case, these would be exhibited in the quantity and quality of his work. If a worker fails to measure up to a certain standard of production, he should not be credited with a variety of undesirable moral traits. Rather he should be described as below the desired level of production and tried out on work of a different nature. No foreman or superior has the right to label his workers as morally unfit except in the most obvious cases. As a matter of fact, very few foremen have the courage to do so. One of the greatest drawbacks in the keeping of in dividual records hitherto, particularly in the matter of obtaining from the foreman a written statement of the

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