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

3X2 EMPLOYMENT PSYCHOLOGY are halts and inequalities in industrial programs which frequently delay or accelerate the productiveness of the individuals engaged. (See the third principle governing the record of comparative productiveness.) For this rea son it would be unfair to compare an individual’s produc tiveness with a fixed standard or rate. The group average as computed here must of necessity reflect all these con ditions, by being low when the conditions are adverse and high when they are favorable. It is evident, therefore, that the group average combines the virtues of rigidity and flexibility. On the one hand, it serves as a fixed and im partial standard by which to estimate the comparative productiveness of each individual. On the other hand, it is a fair standard to go by, because it rests upon the work of the individuals actually concerned and varies with the conditions under which they are required to work. The method of computing comparative productiveness described does not take into consideration the continuity of productiveness or attendance. For a variety of rea sons, it is desirable to record attendance as a separate item. Every efficiency scheme or system of management has included elaborate charts and methods of keeping attendance records. Many of these have been distin guished by their artistic rather than their practical merits. The simplest and most flexible method of keeping an attendance record is the percentage method. In keeping such a record, absences should be divided into two kinds and only two kinds, those for which the organization is to be debited and those for which the individual worker is to be debited. Among the former must be included all time lost through lack of work, preventable industrial accidents, legal and company holidays, vacations and any

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