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 I. Psychological tests

Collection:: Economics Books

78 EMPLOYMENT PSYCHOLOGY work, and had attempted to rate them as to their actual ability. This promised to give a fairly reliable basis upon which to estimate the results of the experiment. At the conclusion of the experiment, the manager of the office made a statement regarding his opinion of the results. This statement describes the problem of selecting clerical workers so clearly that it has been considered advisable to quote it before rather than after the experiment has been described. “The problem of hiring clerks consists of sifting from the candidates available those who can, by constant application, adapt themselves successfully to certain very definite routine tasks. In dealing with large numbers of such people, all pos sessing more or less similar personalities, an interview, no matter how searching it may be in analyzing a person’s apti tudes, is not sufficient to determine a clerk’s degree of technique. Up to the present time we have as a rule guessed at a person’s skill and hired him on trial. We have gone to the expense of ‘breaking in’ clerks on one task and then another until they have reached their level, or until they have left, or have finally been discharged. “The-tests which have been employed in this office seem to supply the mechanical means of quickly and cheaply determin ing to a practical degree the manual, ocular, and mental tech nique demanded for certain classes of routine office work. By thus supplementing the personal interview, I believe we can not only eliminate some of the expensive ‘trials’ now being made but give good personal advice and prevent many personal disappointments and embarrassing situations. “ As a case in point, a new girl was hired in one of our sections because of her alertness of speech, pleasing appearance, interest and conscientious attitude, and because she had been taking special lessons on a computing machine. We felt that she would be particularly well adapted to our work. In starting

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