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

EMPLOYMENT PSYCHOLOGY, LABOR, AND INDUSTRY 389 tration boards do not furnish such a criterion. The ordinary arbitration board is even less able to classify workers than the ordinary employment office. The very fact which hinders such boards in their attempts to render a fair and just decision is the absence of any impersonal standard which will enable them to insure that the clas sification of workers upon which their decision must be based is an exact one. The psychological method, however, by means of the same technique which has been applied to the classification of individuals in the employment office, will make it possible to classify doubtful individ uals in the case of labor disputes. By the application of standard measures, in the form of tests, questions, or demonstrations, it will become possible for the psycholo~ gist to furnish both labor and industry, or the arbitration board which sits for them, a scientific and impersonal basis for making the classification which they desire. The relation of employment psychology to labor and industry, then, is an impersonal relation. Like all other sciences, it is impartial. It does not aim to help any cause or any party. It is merely an instrument, a method, which will serve without favor whoever makes use of it. If industry wishes to obtain the best possible kind of human material, if it wishes to make the best possible use of its workers, if it wishes to maintain a reliable check on its classification of workers, employment psychology is at its disposal. On the other hand, if organized labor wishes to carry out collective bargaining, if it wishes to base its claims for individuals on the sound basis of abil ity and training, employment psychology provides it with a technique which will enable it to classify properly its collection of workers for that purpose. As for the individual out of work—to be without a job

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