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

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Title:: III. Criteria of vocational success

Collection:: Economics Books

| EMPLOYMENT PSYCHOLOGY executives. The investigation had then to be abandoned for lack of a sound criterion. Early consideration, then, of available criteria of voca- tional success in the occupation being studied will enable an investigator to avoid serious pitfalls. The selection of subjects for the investigation, the determination of the abili- ties essential to success in the vocation, and the choice of tests will depend in part on the criterion of success which is adopted. If there were no problem of personnel there would be no need to make an investigation of the type we are describing. The motive for making the investigation usually comes from a large turnover among workmen, excessive breakage, low output, high cost of training new employees, or some similar problem of management. When the investigator is faced with such a problem, the criterion by which the man- agement will judge his efforts is the improvement of exist- ing conditions. The investigator is obliged to adopt as his criterion the variable which has occasioned the study. Vocational success as seen through the eyes of the man- agement may be quite different from the ideals of success which motivate the worker. The college student who sells some article from house to house in order to earn money to finish his course is not to be compared with the man of less than average intelligence who does this to support his family. Perhaps one standard of success among secretaries is matrimony. Toolmakers not infrequently shift from fac- tory to factory in order to broaden their experience and increase their trade skill; and among some groups of tool- makers it is a matter of professional pride not to have worked long for one concern. Their ideal of vocational success is a well-rounded versatility. The employer’s ideal is competency in making the particular sorts of tools he needs, with the particular equipment he provides. It does no harm for the investigator to canvass the workers as to their ideals of vocational success in order to see if these are in agreement with the ideals of the management. A lack of 22

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