Procedures in employment psychology

Bibliographic data

Monograph

Identifikator:: 173623112X

URN:: urn:nbn:de:zbw-retromon-112923

Document type:: Monograph

Author:: Bingham, Walter Van Dyke http://d-nb.info/gnd/123042593; Freyd, Max

Title:: Procedures in employment psychology

Place of publication:: Chicago & New York

Publisher:: Shaw

Year of publication:: 1926

Scope:: XI, 269 S

Digitisation:: 2020

Collection:: Economics Books

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

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: IX. Rating scales

Collection:: Economics Books

RATING SCALES 125 (or among his acquaintance), a man of average ability, and two other men, one midway between the highest and the average man and one midway between the lowest and the average man. These five men serve as standards by which to judge all the other members of the group with reference to the ability in question. Arbitrary numerical values have to be assigned by the investigator to the steps in the scale represented by these men. For example, the amount of the ability possessed by the highest man may be set at 25, the average man 15, and the lowest man 5, and the other men 20 and 10. The master scale for an illustrative ability then looks like this: CONVINCINGNESS Consider the tact, clearness, and force with which each sales- man presents your interests to customers. Highest MIE vs ries rset ne ra ea 2S High MIE, hiv not caress avs sins sie s3D) Middle ERR CEL RIA hg Low MIE. hl da aay Lowest HTTP ee The judge prepares master scales in this way for each of the abilities in question. Needless to say, the men chosen as representative will vary with the ability. For example, the judge may consider the leader in one ability to be of only average standing in another ability. When used for interviewing purposes the numerical values should be weighted in accordance with the importance of each ability. The master scale for an ability very important for the job under consideration may range from 10 to 50, and for a less important ability from 2 to 10. In rating the group the judge considers one person at a time and records a numerical rating on each ability after comparing him with the master scale. In the example given above, the rating may be any number from 5 to 2s. This method has been found cumbersome in use. It re- quires a good deal of time and careful thought on the part

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation