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

A PRACTICAL COMBINATION OF EMPLOYMENT METHODS 345 previous record nothing whatsoever is known would be examined. Coming now to the consideration of new applicants, the first step once more is to ascertain what kind of work the applicant desires. This single factor is the one most important item about any application, whether of a new or former employee. It may be accepted as almost a psychological axiom that the likes and dislikes of every applicant should be given the most serious attention. Obviously, however, the employment office can not be governed entirely by the applicant’s preferences and it will therefore always be necessary to examine the nature of this preference with a view of determining its validity and significance. All preferences may, for this purpose, be divided into three or four kinds: First, there is the preference which may be described as fixed by training. This is the preference of the skilled workman for the trade in which he has been trained. The carpenter, for instance, prefers to work at the carpenter’s trade and at no other. This is a natural and well-founded preference, and one which it would be unwise from every viewpoint to disregard. Secondly, there is the preference fixed by chance; that is, the preference of an untrained worker for some particular kind of work for which he has in some way or other conceived a strong liking. There may be no logical ground whatsoever for this preference, and the applicant may be neither trained nor naturally fitted for the work he prefers. Nevertheless, if the preference is strong enough to withstand all arguments, it is inadvisable to force the applicant into work of another kind. Thirdly, there is what may be called the derived preference. When an applicant prefers a certain kind of work because he has heard pleasant things about it, or because it pays

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