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, provided
 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 occupation,
 the investigator should think of the criterion of
vocational success he has chosen and should select and describe
 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 interviewing
 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 general
 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 excellently
 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 misrepresenting
 goods or in the sense of not making off with the

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