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

35° EMPLOYMENT PSYCHOLOGY and unqualified workers slip through it as easily and indis criminately as water through a sieve. In order to make a more careful selection and grading of applicants than is now being made, the addition of half an hour or more to the interview of supposedly skilled workers will be fully justified, particularly when it is remembered how much time misfits cost once they have been hired and lost sight of. Moreover, now that so many unskilled workers and semi-skilled workers are being given a slight training in some one of the skilled operations, all the more care will have to be exercised to discriminate be tween those who are really skilled and those who, on the basis of a superficial training, claim that they are skilled. We now come to those applicants who, possessing neither training nor experience, still prefer a definite job which requires these qualifications to a greater or lesser degree. There is an amazing number of workers who fall under this class; for it includes not only those who have not yet learned a trade but also those who do not intend to learn a trade and who will be content to shift from place to place or job to job as circumstances dictate. We have divided this large group into two classes, those who have a fixed preference for a certain kind of work and those who have an accidental or derived preference which is subject to modification. In each case, the wishes of the applicants should be given every consideration, and they should be tested for the work which they desire. The nature of the tests, however, must be quite different; for these applicants do not claim to have the particular skill or training which is required by the work for which they are applying. The tests must therefore be such as to discover the applicant’s potential skill, his innate abil ity, and his general experience and general intelligence.

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