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:: II. Job analysis

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY workers should be checked by going over it with the work- ers’ supervisors. Essential points may be developed which the workers themselves had overlooked or thought to be too trivial or too obvious to be mentioned. It is also advisable to consult executives, foremen, and principals who have risen from the ranks, even though their judgments are often char- acterized by a tendency to emphasize certain points at the expense of others. When interviewing these men the investi- gator will naturally avoid any appearance of questioning the adequacy of their analyses. His success in his enterprise, depending. in part on his ability to get along with the men in the firm, must rest on mutual respect. The investigator should give assurance that any informa- tion or records entrusted to him will be for his own use and not be made public. He should be as agreeable as pos- sible with both worker and executive. He should keep the attitude of one who is there to learn. Above all, he should avoid telling the workers how to do their work. Records. Office records on output, employment, turn- over, and personal history must, of course, be consulted. Previous studies. Another source of information is the conclusions of other investigators who have analyzed the same or similar vocations. These conclusions will be found in the trade literature, in psychological periodicals, or in such general works as Parsons (126). Attention is also directed to publications on job analysis soon to be issued by the American Council on Education. PROCEDURE IN MAKING THE JOB ANALYSIS There is no standard procedure for carrying out a job analysis. The method pursued will vary from job to job. In many cases it will be impossible to make use of all the sources of information described above. In a general way two types of work can be distinguished, requiring different approaches. One type of work is mechan- 20

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation