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:: V. Analysis of the worker

Collection:: Economics Books

ANALYSIS OF THE WORKER he exhibited by the workers he is studying. However, the name is not the essential thing. In fact, readiness to name an ability is sometimes a hindrance to its correct description and complete analysis. The investigator need not hesitate to make the description of the ability several pages long, pro- vided he states exactly what the worker must be able to do. Activities imply the abilities which make them possible. ANALYSIS OF ABILITIES In analyzing the abilities required to succeed in the oc- cupation, the investigator should think of the criterion of vocational success he has chosen and should select and de- scribe the abilities with reference to that criterion. Some cautions to be borne in mind when observing the worker in this connection are given in Chapter II. The investigator should obtain his information about activities and abilities by doing the work himself, by observing the workers, by in- terviewing workers or supervisors, and by consulting the literature. When dealing with workers he does well to talk in their language. He gains nothing by arguing with them or airing his own views about the abilities under study. The list of abilities required on the job should be made both definite and objective. It is not enough to make gen- eral statements that mechanical ability, quickness, or memory are necessary; the statements should be in terms of the specific behavior that is called for. There are many different sorts of memory, with no necessary relationship to each other. A person may be able to remember music ex- cellently and yet be unable to remember the names of his acquaintances. So too with abilities like tact or honesty. Does the secretary whose tactfulness is being defined have to write tactful letters of appeal or does she have to turn away angry collectors? Does an employee whose integrity is being defined have to be honest in the sense of not mis- representing goods or in the sense of not making off with the ne

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