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 IV. Conclusion

Collection:: Economics Books

342 EMPLOYMENT PSYCHOLOGY When the applicant has been admitted into the waiting room reserved for that particular purpose, the next step is to take his name and address, and to look up his pre vious record with the concern. Whether the applicant admits having worked with the company or not, it is still advisable to take this step. If the applicant is a former employee, and if the industry has kept a faithful and systematic record of all its employees, this one step will greatly simplify all subsequent steps in the employment procedure. If such a record as the individual activity rec ord described in Chapters XXII and XXIII has been maintained, it will be possible to tell at a glance when and where the applicant has previously worked, the kind of work he was engaged in, his earnings at that work, how these earnings compared with the earnings of his fellow workers, his average attendance, the reasons for his leav ing, his special qualifications or shortcomings, and finally, the foreman’s opinion of him. Any one of these items may be sufficient to decide whether or not the applicant shall be rehired. The opinion of the foreman is a particularly potent factor, for no matter how desirable a man may be in certain other respects, if the foreman or supervisor has a distinct antipathy or dislike for a worker, it may be inexpedient to place that worker under him. To be sure, a foreman who manifests such an antipathy too frequently in the face of an objective record to the contrary will soon draw suspicion upon himself and upon the validity of his judgments of human nature. A record of this kind works both ways. For the moment, however, while the applicant is applying for the return of his old job, this record would apply only to him. In addition to a record of this kind, it is also possible to make use of the records of the physical examination, the psychological examina-

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