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

3 6 8 EMPLOYMENT PSYCHOLOGY which all phases of employment psychology contribute to the establishment of this fact. The first task of the psychologist, it has been seen, is to devise means which will enable him to assign the applicant to the work at which he can be most successful. Instead of relying upon the customary crude and unscientific assumptions about various types of people and various kinds of work, he makes a separate study of each kind of work together with the people who have failed or succeeded at that work. He engages in the work himself in order that some of its less obvious features may not escape him. When he has selected a group of tests which seem to apply to a partic ular kind of work he does not assume their value but first tries them out on workers whose success or failure are established facts. Indeed the process of finding and apply ing tests is based upon the closest and most continuous study of actual people actually at work. Experiment must follow experiment in order to obtain the means by which the applicant’s abilities can best be determined. This applies not only to the use of the more strictly psychological tests but to other methods of interviewing an applicant as well. The ordinary and usual manner of observing and questioning a candidate reveals a decided inability to penetrate his particular mental state. In stead of random observations it has been shown that observations based on a carefully mapped out plan and on actions relevant to the work in question will reveal much more of the candidate’s state of mind. And it has also been seen that questions are not likely to discover the real interests and feelings of individuals, much less their knowledge, unless they are carefully worked out by means of the same experimental process as that which is applied to the development of significant tests. It has

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