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 351 Examples of such tests and the situations in which they may be given have already been discussed in the chapter on the vocational value of tests. When, for instance, a man applies for the work of assembling, work which may be learned by a man or woman who has had no experience at assembling whatsoever, it is nevertheless desirable to know whether the applicant possesses the necessary man ual dexterity, and that degree of mechanical ingenuity which goes far in enabling a novice to become an expert. The same thing applies to the work of clerks of many kinds, inspectors, automatic-machine operators, machine- tool specialists, salesmen and saleswomen, packers, and the unlimited number of workers who, without previous training, can acquire the necessary skill and experience in a comparatively short time. Even the untrained worker who applies for a position as helper or apprentice in which he will have to serve years as a learner, can be selected more intelligently by the application of the appro priate tests, as has been shown in the chapter on tests for apprentices. When an applicant’s preference is fixed so that he will take only the one kind of work, there is no course left but to reject him if his record in the tests is decisively below the standard. However, if his record is quite close to standard, it is advisable, provided there are no other hindrances, that the applicant be recom mended for a trial; for it frequently happens that genuine determination on the part of a worker will enable him to overcome very substantial initial handicaps. On the other hand, when the preferences of a worker are not absolutely fixed and he fails in the tests for a certain kind of work, it is well to give him some further tests in order to discover, if possible, another kind of work for which he is suited. It frequently happens that appli-

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