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:: X. Rating scales (concluded)

Collection:: Economics Books

RATING SCALES N their judgments on any one ability by a general g¢. «© ..i- ©. tude they may have formed toward the person wk = they —~ : are rating (189). This tendency is lessened Ae SS consider all the persons to be rated with regard t raefipst | os ability, then the second ability, and so on. Eig Another influence to be guarded against is closeness of friendship with the person rated. Shen showed that judges rate their friends higher than others (169). According to Knight, supervisors tend to rate old em- ployees high as compared with new employees (96). He gives three reasons for this: (1) The supervisor will not ad- mit that being under his direction has brought no improve- ment in the employee. (2) The supervisor unconsciously identifies himself with older employees who are perhaps more like him than new employees. (3) The supervisor has be- come used to the older employees and overlooks their weak- nesses. Watson (211) lists also the following characteristics of ratings: Poor employees are better observed and more reli- ably rated than are good ones; “general-all-round value” is often more reliably rated than is a more specific trait; people who are good judges of themselves tend to be good judges of other people; and ratings of which the judge is very sure have very much higher reliability than do his ordinary judg- ments. The scale should be placed in the hands of the raters and should be discussed with them several weeks before the rat- ings are called for, to allow them time to observe the sub- jects with reference to the abilities to be rated. Needless to say, the behavior of the subjects will be more typical and characteristic if they do not know during this time that they are being rated. The following are the most important points which should be brought to the attention of the rater, regardless of the type of scale in use: 1. If you have any question about the operation of the

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation