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

THE APPLICANT’S POINT OF VIEW 373 or imagination not in the fact that he lacks these fine qualities, but in that he confines them to certain orderly- channels. The scientist may exercise just as fine an in sight and imagination in his dealings with people as the man who is not scientific, and yet he achieves results which are systematic and which lend themselves to a practical and relatively stable classification. The sci entist is sometimes considered unimaginative simply be cause imagination has come to be identified with a kind of glorified disorder. If to classify individuals is to for feit insight into their nature, then the imaginative but unscientific mind is probably much the less penetrating of the two. For the chances are that the classifications of the scientist are far more subtle than the crude categories of the undisciplined imagination. Moreover, the attempt to get at the viewpoint of an individual by an act c c the imagination has certain very serious limitations. Such an attempt results very often in a somewhat distorted view of oneself or in a fantastic mixture of oneself and the other individual. The belief that one can, at will, imagine oneself in the position of another and at the point of view of another is one of the most dangerous and fallacious beliefs in existence. The very first teachings of psychology are diametrically anti thetical to such an assumption; for the uncertainties and quirks to which the human mind is subject are such as to make it difficult enough for it to maintain a consistent viewpoint of itself. Most of the faults of the old meth ods of employment rest upon this fallacy; for hitherto the task of interviewing and “sizing up” applicants has been left largely to the unchecked and unguided imagina tion or judgment of isolated individuals. The entire aim of employment psychology is to substitute for this individ

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