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