Full text: Employment psychology

MEASURING BY LIMITED IMPRESSIONS 327 
It will be seen that this form provides for a very detailed 
analysis, involving a great variety of qualities and subtle 
distinctions. The mechanism of this form is as follows: 
Each quality has a given numerical value of which the 
subdivisions form a part. For example, speed may be 
valued at ten points. If, under this heading, the sub 
division “very fast” is checked, the individual would be 
credited with ten or all of the points belonging to that 
quality. If fast is checked, eight of the ten points would 
be allowed. If fair, six points; if slow, four points. The 
same applies to every quality in various proportions. The 
highest possible number of points is 100. The person 
making the estimate would need only to check the quali 
ties. A clerk in possession of the key would put down the 
values and total the results. 
This method has certain advantages; but, on the whole, 
it is likely to be too detailed and laborious for very exten 
sive use. Moreover, where personal opinions are the final 
standard, not much is gained by trying to draw distinc 
tions which are very subtle and elusive. There is also 
the obvious difficulty of defining some of the qualities 
enumerated. 
As a shorter and more simple method the following 
form, based upon the ten qualities defined, is suggested.
	        
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