Die deutsche Wirtschaft

Procedures in employment psychology

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Monograph

Identifikator:: 1689946490

URN:: urn:nbn:de:zbw-retromon-101093

Document type:: Monograph

Title:: Die deutsche Wirtschaft

Place of publication:: Berlin

Publisher:: Hobbing

Year of publication:: 1926

Scope:: 528 Seiten; Illustrationen

Digitisation:: 2020

Collection:: Economics Books

Usage license:: Get license information via the feedback formular.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: 17. Die angewandten Naturwissenschaften im Dienste der Wirtschaft

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY who are high, average, and low in the ability in question. Then he takes each group in turn and ranks the men in it. By assembling his groups of cards in proper order he com- pletes his ranking. The order-of-merit method makes distinctions in ability which are finer than necessary or even possible if the group is large. It gives the rater no framework on which to hang his judgments. Moreover, unless statistical corrections are made, it assumes that a unit difference in rank always indi- cates a constant difference in abilities, whereas this differ- ence is greater at the extremes of ability than in the middle range. If 50 men are ranked in any ability, the difference in ability between the first and second man is greater than the difference between the twenty-fourth and twenty-fifth man. In spite of these disadvantages the order-of-merit method is one of the best known, since it gets at the heart of the matter by disregarding all other persons or impres- sions and simply requiring comparisons between the mem- bers of the group under consideration. Grouping. The judge places the subjects in three groups, consisting of those who excel in the ability, those who are undistinguished in the ability, and those who fall below in the ability. The judge may or may not be instructed to make the groups equal in size. The number of groups may be increased at the discretion of the investigator. Symonds contends that seven is the optimum number of groups, although he has not proved his point experimentally (179). Ratings of several judges may easily be combined if a nu- merical value is assigned to each of the groups. The Scott form of man-to-man comparison scale. This is the rating method originally developed at Carnegie In- stitute of Technology for the selection of salesmen, and later adapted for use in rating officers in the United States Army during the World War (137). The judge makes a master scale for each ability by the following process: He selects the highest and the lowest man in the ability in the group 124A

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