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

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Title:: Part I. Psychological tests

Collection:: Economics Books

APPLYING THE RESULTS 43 In the case of one girl, no test but an eye test would have been necessary. This girl was so short-sighted that she bad to hold the shells almost to her eyes, and even then her work was of the very poorest quality. Her presence at inspection was an eloquent testimony to the need of e yesight tests. In another case it was discovered that a girl had one good e ye and one poor eye, due to the fact that she had had an ulcer on one eye which had left it permanently weak, with a tendency to water. In the tests she was fair, and without an y further handicap should have been a successful worker. The experimenter, suspecting that the presence of one poor eye would be likely to interfere with her ability to pick out shells which had flaws, asked her whether she had an y trouble with her work. The girl replied that boxes shells which she had inspected were very often returned to her for re-inspection and that she “simply couldn’t understand why, because she was so very careful with them”. In a case of this kind it would have been much be tter to put the girl on the inspection of some other work "’here the defects to be looked for are larger and do not re quire such fine eyesight. The individual instances which have been related are suggestive and typical instances in which the tests could nave been profitably applied. However, since it is not Sa fe to base conclusions on a few examples, a graphic ^presentation of all the inspectors involved in the pre liminary experiment will be given. In this way it will a ho be made clear how the standard for selecting and f e Jecting applicants is determined. In discussing the instances given, the reader has been required to as sume that such a standard or maximum time, as it has ee n called, had already been set. The method by which

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