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

Usage license:: Get license information via the feedback formular.

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Document type:: Monograph

Structure type:: Chapter

Title:: Part IV. Conclusion

Collection:: Economics Books

352 EMPLOYMENT PSYCHOLOGY cants of this sort ask for a certain kind of work only be cause they have heard good things about it, because they expect to make high wages at it, or because it is clean and light. Under present conditions in the industrial world, an extremely large proportion of applicants are of this very kind. However, when such applicants are refused the work for which they apply and it is explained to them that their qualifications are such as to make them less fitted for this kind of work than for some other kind, they can frequently be induced to accept the alternative which is offered them. Such a modification of their origi nal preference is justified and indeed highly desirable because it will further not only the interests of the organ ization but the interests of the individual as well. And certainly a developed technique of selection which can not advise and direct applicants in their choice of work with more than average luck or certainty falls far short of its opportunities and obligations in this respect. Finally, there is the large number of applicants who have no preference whatsoever, or at best, only the most vague and general desires. Their sole object is to get a job at anything which promises them a decent living. Such applicants are largely at the mercy of the employ ment office. There has been, in fact, too strong an in clination on the part of interviewers to take advantage of such applicants by using them as stop-gaps by pushing them into whatever kind of work is most in need of men at the particular moment. The interviewer or employ ment clerk, with a large number of .orders for workers to fill, places willing applicants only too readily in those positions which are most in need, regardless of whether the applicants are particularly fitted for those positions or not. This is a situation which every employment

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