Procedures in employment psychology

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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

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Document type:: Monograph

Structure type:: Chapter

Title:: XII. Test administration

Collection:: Economics Books

I EMPLOYMENT PSYCHOLOGY speed up? Such questionings must be put to rest by a brief but clear explanation of the reason for the testing. Some investigators have adopted the additional precaution of an- nouncing that each man’s score will remain confidential — told by the examiner to no one but the man himself unless he asks to have it made known to the foreman or others. Such a policy must, of course, not be announced unless the investigator and the management are able and willing to live up to it scrupulously. Whatever the details of the ar- rangements, they must be such as to deserve and to secure the confidence and hearty cooperation of the workers being examined. The examiner should be assured, but not abrupt, pre- sumptuous, or tactless. A single error of strict straightfor- wardness or of tact may cost an examiner the cooperation of a whole group of workers. A young examiner discovered that an employee’s slowness in learning a new task was due to color-blindness which the supervisor had not suspected. This discovery was a kindness to all concerned; but both the worker and his fellow-employees took umbrage at the examiner’s manner, the zest with which he had all uncon- sciously humiliated the learner, or in other words, “showed him up.” Needless irritations of this sort may upset morale in a production department, as well as interfere with the smooth progress of the investigation. They are readily avoided by a wise examiner who takes the worker’s point of view, and governs himself accordingly. The purpose of the investigation should be told to the men, usually by the investigator. Sometimes the executive or foreman in immediate charge of the workers is more than skeptical—he is antagonistic to the whole notion of objec- tive tests. The investigator, under these circumstances, has to use skill in presentation, for otherwise he may cause antagonism among the men toward the tests. If the execu- tive in charge is favorably disposed, it is well for him to explain briefly to his men the purpose of the investigation. g6

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