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

EMPLOYMENT PSYCHOLOGY 3 2 4 For example, we might follow the analogy of production and choose, as a leading quality, industry. Industry is the quality most closely corresponding to production, and although it is not subject to measurement, certain impressions as to an employee’s industry can be gained by observation. Numberless other qualities might be chosen, such as honesty, neatness, initiative, diplomacy, attention, per sonal appearance, temperament, intelligence, responsibil ity, etc., etc. Probably no two men will agree as to which are the most important qualities, and, as a matter of fact, it is not essential that they should. For practical purposes, it is much more important that a limited number of fairly well-recognized qualities be selected, and, above all, that the qualities selected be adequately defined. It avails little how many are chosen if those which are chosen are not carefully explained. As a tentative step, the follow ing qualities are suggested and defined: i. Attendance: To be estimated by the method de scribed in the preceding chapter. i. Industry: The degree of concentration and energy which the worker habitually brings to bear on his duties. 3. Intelligence: The quickness and thoroughness with which an employee grasps and executes tasks and direc tions. 4. Reliability: The accuracy and care with which an employee carries out his assignments. 5. Speed: The despatch with which the worker accom plishes his tasks. 6. Initiative: The degree of originality and inventive ness which the employee brings to bear upon new problems directly or indirectly connected with his work.

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