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

Usage license:: Get license information via the feedback formular.

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Document type:: Monograph

Structure type:: Chapter

Title:: Part III. Selection and retention

Collection:: Economics Books

MEASURING BY LIMITED IMPRESSIONS 327 It will be seen that this form provides for a very detailed analysis, involving a great variety of qualities and subtle distinctions. The mechanism of this form is as follows: Each quality has a given numerical value of which the subdivisions form a part. For example, speed may be valued at ten points. If, under this heading, the sub division “very fast” is checked, the individual would be credited with ten or all of the points belonging to that quality. If fast is checked, eight of the ten points would be allowed. If fair, six points; if slow, four points. The same applies to every quality in various proportions. The highest possible number of points is 100. The person making the estimate would need only to check the quali ties. A clerk in possession of the key would put down the values and total the results. This method has certain advantages; but, on the whole, it is likely to be too detailed and laborious for very exten sive use. Moreover, where personal opinions are the final standard, not much is gained by trying to draw distinc tions which are very subtle and elusive. There is also the obvious difficulty of defining some of the qualities enumerated. As a shorter and more simple method the following form, based upon the ten qualities defined, is suggested.

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