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

MEASURING BY LIMITED IMPRESSIONS 333 In the second place, it will serve as a basis for corrective measures. In general, all promotions, changes in salary, demotions, dismissals, transfers, etc., ought to be made with reference to this record. As in the case of the record of productiveness, this record will serve as a guide to the employment manager, enabling him to exercise greater intelligence and wisdom in the conduct of his employment work. It will also furnish him with a definite check against the supervisors and foremen who wish to release old workers and secure new ones. In making changes in an employee’s status, these rec ords will be very useful. Different positions require different qualifications, and although, as has been pointed out, there is the utmost confusion and overlapping in formulating these qualities, still they may, in a rough way, be determined and made use of. The work of a planning supervisor requires a high degree of originality and initia tive; that of a preparation supervisor a high degree of industry, etc. If these qualities are definitely recorded, changes in the status of employees will be made much more intelligent. After this chapter had been written, a striking co incidence was discovered in the form given on page 334. This form has been in use in one of the larger educational institutions of the East for many years and has proved of great value. It will be seen that the qualities enumer ated have a remarkable correspondence with those out lined. However, instead of four grades there are five. Moreover, this form provides for ratings at only two periods; namely, a “first impression” and a “second impression”. The first impression is recorded when the student enters, the second when he is about to leave. Provision is made for separate ratings by different in-

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