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

3 22 EMPLOYMENT PSYCHOLOGY This difficulty does not remove the necessity of forming estimates of the capabilities of employees. On the con trary, it makes the necessity more urgent. If the work can not be standardized, and if the estimate of workers must depend upon personal opinions, the next best step must be taken. This step is to standardize the method in which personal opinions shall be expressed, and to pursue a course which shall reduce the chance elements in such ex pressions to a minimum. But how can the formation and expression of personal opinions be standardized? As a matter of fact, they can not. Certain limits or guide posts can be established which will tend to produce a certain degree of uniformity. For this reason, the plan suggested here is called the method of limited impressions. In the first place, the time at which these opinions are to be expressed can be specified. Too often the estimate of an employee is left until the critical minute when the employee asks for a promotion or a release. As long as an employee’s work goes without serious hitches, the em ployee is regarded simply as a more or less useful fixture, and no attempt is made to study him or to gauge his capacities. When the emergency arises, an estimate must be made in a comparatively short time and frequently without an adequate basis of observation. If, now, at certain stated periods, it automatically becomes the duty of each head or manager to review carefully the work and value of each of the workers under him, and to record this review in a definite manner, this haphazard and for tuitous expression of personal opinions will be largely done away with. A formal record of such a periodic estimate would constitute a continuous appraisal of an employee, would tend to keep the employee’s qualities

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