Employment psychology

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Multivolume work

Identifikator:: 1892063557

Document type:: Multivolume work

Author:: Lamprecht, Karl http://d-nb.info/gnd/118569015

Title:: Deutsche Geschichte

Place of publication:: Berlin

Publisher:: Gaertner

Year of publication:: 1891-

Collection:: Economics Books

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Volume

Identifikator:: 1892064774

URN:: urn:nbn:de:zbw-retromon-237066

Document type:: Volume

Author:: Lamprecht, Karl http://d-nb.info/gnd/118569015

Title:: Urzeit und Mittelalter

Volume count:: Abt. 1

Place of publication:: Freiburg im Breisgau

Publisher:: Heyfelder

Year of publication:: 1904

Scope:: XVI, 420 S.

Digitisation:: 2022

Collection:: Economics Books

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Document type:: Multivolume work

Structure type:: Chapter

Title:: Neuntes Buch

Collection:: Economics Books

306 EMPLOYMENT PSYCHOLOGY on the basis of their degree of honesty. We usually think of a man as either honest or dishonest. And we generally assume that a man is honest until evidence to the con trary appears. Therefore, it is unnecessary and even wasteful to include on a worker’s record the virtue of honesty. It is only the occasional exception who must be recorded. Before discussing the methods of recording comparative productiveness, we may briefly summarize the discussion preceding. The chief purpose of an industrial organiza tion is to produce. Therefore the chief factor in the rela tion between the individual worker and the organization is comparative productiveness. Productiveness and attend ance can be mathematically measured on an impersonal and uniform basis. A periodic record of these factors, practically independent of all personal opinions, can be kept. The moral qualities as described by the terms patience, reliability, industry, carefulness, neatness, determination, etc., can not be measured mathematically or impersonally. The attributing of these qualities depends largely on the personal likes and dislikes of the foreman or other personal factors. The moral qualities are relative, rather than absolute, depending for their character and intensity upon the degree to which the tasks of the worker are suited to his abilities and preferences. Therefore, it is more just to praise or find fault with a worker’s productiveness than with his moral characteristics. Finally, most moral traits work themselves out in productiveness even before they become apparent in a general way. It is best from every point of view to make the production record an index to a worker’s characteristics. Such a method will, to a great extent, remove the unpleasant necessity of

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