UNIVERSITY OF WISCONSIN - MILWAUKEE · A Prqarana BOpoEt f&r tho Mao Montao Jading50 Soptomho. 19S0 r UNIVERSITY OF WISCONSIN - MILWAUKEE J00w0d " \ . - ffeOO -o n Oo whf o h**

$Page 1: UNIVERSITY OF WISCONSIN - MILWAUKEE · A Prqarana BOpoEt f&r tho Mao Montao Jading50 Soptomho. 19S0 r UNIVERSITY OF WISCONSIN - MILWAUKEE J0*0w0*d " \ . - ffeOO -o n Oo whf o h**$
U N I V E R S I T Y O F W I S C O N S I N - M I L W A U K E E

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Ill'l ISIiQSl l303S;i;C _ f rom the hewnning of these sfoa'tos, t«s teefittw* w ififi-pfcrcnns uwk'r study havkbsen kept cwitidtntist. Vfc look

r t H f m e o v T & W t f o carry on this trust. P lea ' * guard the privacy of

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a»«8 « g a t e yon i « « s i g A s i i m s

I* M l i i objootlro 0t our roooo*tflt?

IZ« IMt i« ooont $3T » ) M oitttotioa*

4 I MttmsQ RgPORT «)B TOB ttAR MiDilO PIS. 81. WO»

f » What -to planned to ooooaplion in 1030* 1. Smmxr of pr«riou» 4oVOlopo»nt» in Hit

interviewing program, with roforonoo to tnoorjf* toofcnigfcOt ond Objoitiiroo*

8* ftafcoV of intertiow* to bo t*kOA i s -.It3$*

intortriooor** prooodur»» oto*

X* Material pioggooo in intarriooin*.

a* Mtafeor of jUattrflooo toJcto*

»« Ar»rago tlao ond ooot par intorriow»

0#._|tailor pooplo trolaod in inttrriooiaf.

•» Trainiaf «i*k«

.i •3 •


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4s £ME|&

(Contained la £**t

g* a» analyst* of t&» ittt«nriawlx«

XI* in outllj* o* |*§*IS*

XXI* C©MHi»io*.

U N I V E R S I T Y O P W I S C O N S I N - M I L W A U K E E

. A Prqarana BOpoEt f&r tho Mao Montao Jading Soptomhor 50. 19S0


J0*0w0*d " \ . - ffeOOo Of - no who h**o boon.- intlmmtolar.oonnootod with tbo

viOwitt* program, hato thought o ffont. daal about 1h» paroblom* whiob t**o

ariotn in oobhootion with tho dofoXopmomfc:,of o t«ohniquo of intorwiowinf

and in tho appîoation Of too* toebniqno to human aitoationi. Although

•omo of ottv diaomoaiono hato borderad upon tho motaphyaloaX and many of

our npooulotlom* M*o gono boyoftd a roooarob program haaod tntiraly *pon

int and awing, wo hare boon kopt within botmda by tho mootaaity of ofronfe>

Industrial Manaio*ont*o point of Tiowv Baood ao «v prOgrbn lo upon in* tarriewiag, wa hm*o lion partioularly intore.tod in apooalatiac Opon tho wayo 3ft wbiob ttib paraoaal interriaw might bo nood in f&Yooti gating oomo

yot boo* ontiafo^îay aaoworod by othor approacbaa. Typioal of ouob

probloma in tfca* lornXofoo * io*aXo«" Mpjgala, .WO migjat say, jo aa attl«

tndojibi0lMPOj^^

and osporionooo in Xifo. mi a max bo am onomtlafaotory definition, but

it brings ont the point wa *iab to malco. Bore la a pr Obion ifcieh oennot

bo atuditd o i t m t fooovaroo to %o indMAnol bimsalf. Stitntiflo mehage-*

mont oan darioo ianomerable doritaa to "memimino produotian and minimis* '

oeot," bat It boo not ao yet boom mbXO to determine bow the mom to whom

they apply tblnba and rooota to thom» Jertaarmora, if J»» loft setiraly

out of tanaiearatiea tfeoea •xpsrlanaoa outales of tale mo**o->4oy world

wbiab, ao Dr. Uton Mayo haw poimtoA out, ato of «roat al§ni||oom«t in

I t I

«» JB

dat«mlttin« profeottiro capacity aaa attttttftoa*

fJ* problm ^rMMl I t iadioali'r* of tft* wo hop* %

iatoatigato ia on* poaao of tfcio rwarob. prv&xm*' Hil rofloi~

tions up cm tbooo jreftloa* art, aft* what tftoy oospjotOj ia tit* subjaet

' natter of tho f irat part if talo wor t* for oonranlanot ia pfroaoa*

tat lea, thia aatoj&aX baa oata orgaataoA In .tfao font «a** aaawapa. to

•lgalfloant qaoatioaa*

- *a»* tao in a. totoilo& «*omt of tfco aatual ayojpaaa wo ntio

aada ia. iato*H owing* $1* MatoriaX tea feooa arraaied to daa«rlboi(l)

what .wo planaad to aoooaplioa thia f*a§* and ($) what #0 hafo aoccsp-

WOX**

Fart toroa i t a dlaeuaatoa Of <m »Mm fo* 1* tno llgat

of tho drtalopawnta whioa haw* aaan doaovlood* • .

4


t

U N I V E R S I T Y O F W I S C O N S I N M I L W A U K E E

WUL BonoThonc t* ffpon Int*mowlJag ci a Method

2* wnat la tho Objective of Oar BCaaarchT

In general, ear anawtr to 1hie oa**tion la 1kat we noire no

objective* la eight other toon the brood one of "under* tending hvnaa

•ituationa."

I t ana bcea pointed out that the epirit of trae research la

characterised by flexibility ih ohjootiireef and that sons aoafussd .

tfc inking is an in sri table and healthy aocoapaninsnt of progress. As

ad vans aa are node now ideaa and iagaejy defined theeriee arise ia

answer to pxhhioao) uaeerthed ia the reecerea protsss. Tarns, progress-

iYO' research means lhat wo are constantly adding to oar a tore of

knowl edge by eloariag ap on* oorfusion only to pass on to another,

flexibility ia ohjoetiweo i i oeemtiali othsrwiss tho research beooaoa

a aero project and deep net avail itaalf of the valuable lead* which

aor nelly develop oo a oy*prodmot of iaveetlgatlot* fain ia not meant

to imply that projects should he avoided. .She poiat ia that a project

esnters around a specific etftdy which pr**apposss a baskgreeni of

relevant knowledge aa a means for-mskiag that study, Hoeoeroh ie

largely concerned with building ap thle feundation of' knswledgc I t '

la a ooatiaaoaa process, aimed ot a general a»al, which givce riap

to prejeete at i t progrease*. She nor* exact solsnssa have gone far

la developing their knowledge of the particalar phoaoajeaa with which

whey deal* le, ia iadaetrial relatione work;* aro ia a relatively

deTeleped field* Talc retardatloa might ho attributed to fie relatlve-

ly alow growth of the eoleacee - each aa psychology* biology, aad


* t m

aoslolagy apoa whioa i t waot ia largo aoaaaro dapead* Br» Mayo*

with otaoro, haXlowoa that tito ooatrltatioaa of theso rolatad sclanco

protldo tho a t t t fruitful approach to industrial relations problaaa.

thia ia wolX ilXmatiato* is tht approaoh w* aro dsTtloping ia tho par~

aonal iittoifiov. whlah dor**** it a theorsticsl support fros* tho rosoarahat

of Plorrt ?aaat» Sigaaad Trust, «ad tholr pupil*.

Bat to ratara to oar orlfinal qusaUoa, Tha **nsral aoal -

toward which w* aro working is that of undsrataadias haata situations.

asking * lay do wo wish to atdoratand huma situation*? To what woo*

aro wo going to pat this knowladga? fho aaawwr, wo OOIIOYO, i» i«-

pXiod ia Mr. Putn*«»» art tola ia tao stfcranry isaa* of tat BarooaaoJi

, Journal. Hsrs ho aaoribaa ta t notito tat* of tho raswsrsh program

, to bsing a daanro on th* $*rt of awjiagoaaat to fiad somsthiig dofialto

aad tangibla apoa whlah to bans decisions aad politico * that hsrs to-

ftrt taoy halt had to rely largsly apoa prooodoat aad thai* torn '

jadgatnt, which* aa taa toat room sxpsriease indicated, wait aot i a -

f all ibis. Xa other word** what wo art really aetttas ia a body of

knowledge waict will oaa*X* aa to nndsrstand haaea aitaatlaao at that

wo eea t *arata* tho inauguration of certain policies aad practice*,

jroiato desired rssalte, WO-fiea to ho ahXo to control aamea behavior,

or where control la impoaeible, daa to tho limited inflaeaet tnduetry

aaa aa a social instltnt ion, to aadorattad tie foreee aatlas upoa aa

ladiwlcnsl whiah eaese him to react aa at deee#


« * 3 * >

The- deal rod reetilt which iadaetry hopeo to ohtela through

Man i l a s thia intelligently directed control might aa a t a t t d aa

btlng aa option* of individual efftetlTeaete* "BffectiTenacc" a t

contracted with "efficieacy* i t taken to meet mere toon quantity

and qtialitr of output. I t i* a long-run oonoept which includaa tho

individual training and developmental work#

The charge* made by acne indiTiduale regarding tho ethlee of

ouch a motive aro beside tho point. Jxperisncs aaa ah owe the* oath

a result oaaaot bo obtained without improving indiyidaal well-being. .

Iffloitaoy aad happiness seem to go'head ia head; or, to quota Mr,

Hoethliebargsr, "To ho hamaa aad to ho off!meat are not nsoesoerily

incompatible propositi on*

indirectly, the question wo raise here ie whether or aot I t i t

directed iatslligsntly. that ie aot uaderetoed oaaaot bo controlled

wiatjly* The arefclem thea ie tat of oaderoteadiag*.

The far reaching algal fieaace tad the 'aeeeaaity of intelligent

e octroi hat beta diaeaattd by Or* Mayo* Hs peiats oat that because

a ^ e e e of control ha wo tailed to hoop pate with tie mpidly iatroaaiat

complexity of l i f t wo haft etc i s ! disorganisation end* i te roeult, .pe***

eonal maledjustneat. I t devitiag aew method* eo.ei.otw should have rt>

ceuree to iecte*

Industry, he lag aa important social inetitution, meat oteatually

rotogalso i t e reeponsibilitiss aad do that I t eat to maintain that

•OT1»c •qtUlkMWI 1» • • • • t i l l «o aortal a t a i i m r • * i t* M B


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•«* 4 •*

exUteaee* Shnae broad*? problana Of ooeioty will probably eono • into tbo ~ "fiold of industry's eonsciousnaas* through « earetul #** amine tion of i t a own characteristic problaaa.

fo leoapitflato tbo sain thought in thin §eetien9 tbo general ebjootiwe of our feaaarohoa la to obtain knowlsdgs which will onablo no to uadoratand laimaa situatlona and to introduce satisfactory methods

' •' - ^Barinf. defined our objeetito a* tbo undetatamdlug of buna* . situations, wo an at next inqwlre Into tbo a*suing of tbat objective*

^ 3 ^ ' •'jnfejf'j fe 'ftjfr* jjni i X3yfc J ttj*.fl t" _JJB fcij 'iak" syesQGEjiKk flP ;.".( witb *|otal aifuatien*. $ho all«*inolueivoa*ee of such a conaept ' mafcss fct difficult to define aeourately. (me of tbo critloiapa wbiob .. mlifcl'bo mdo of Hoot indue trial relations rooearob ia that I t ban

' ' bea& oonoornad only with %o worker at bin plaoe of wrx* Our e»0* .• ?ioj||lo>boo obowa tbo feXiaey of thlo *oeaoaiae> ' |a interview* w* ' ' have etidene* aborning that employees' problems very often ooator la.

same other phaao of 1meir aooial relatieaahlpa. In part than, "total b|tMttloa* meae* the entire sphere of on*** activities, to eon ao more study one aepett of' ihla entity apart from fee whole then attempt to aaaoao one variable in tbo teat room without eonei daring tbo ©there.

We haatoii to add that *aituatioa* netns more then tbo total apbora. of onto aotlvitiee* lai* '•mora* la rather difficult to state, bati aa eommpi* might maica i t olear*

iaeag amployoeo wa have interviewed, It baa boom not load that feme, who oeemlagly eaoeuattr tbo aano difflaultia* in l ife, roaot to


* 8 *

them ia entirely different way** my if tola? Why does one per eon beoom* grsatly diaturbod evar a pre*}** whiob omettiar peases off lightly? f0 acta interested la controlling human babavio* tbia quaa- -ti«m in oigaifleant because i t implies that paepla will no* roaot imiferaly to> raise aad regulations* Thia |0|. admit todlyg a &aif#; , obsoi'vatlonv 'bat i t la alia whish seoma worthy of fareful eenaideration*

** ordor to do tbia we must atudy, not only tbo: iadividuoli» interpretation of a given oxperioaee, bat we moat also $aTOetigato -tba.iatorprotat ioa bo boa given to peat oaperioaooe* She* meeaiagsTone attaches to past' axperleneee form a baek-groeed upon wbiob tbo ovonta. Of overy-day life ore reflected sad from, wbiob thoy derive their moaning* Tbo' ovoatf. aa such, X* forapttooi bat tbo meaning derived . fro* It booooma* ia tba normally adjuatod personality, aa integral part of tbia total background which la onlartbd and modified thereby*

Mr* Roathliaborger pointe out that tbii baek-ground of e*pe-» rlenee I* organ iaod iato achomoa, aad i t ia tboao schemes whiob glvt meaning to now eoperionoso* lb tho adjusted personality tbo aohemae ara modifiod aa tboao now experiences ere aaelmliated* *tnd thus taOr* la eatabllobed a flexibility of interpretation. I* tbo dieorgaalaed

or unstable peraooellty, c* tba other head* tbo aobomaa roOmla"rigid. 00 tbat tbo individual^ reefta uniformly to a varioty of e* otatlena* Just aa oar peat experieneao form a b*Oie for interpreting now e*pe* rleaaea ao, too, they dmformiao what object* t i l l bo selestea from tin ettoraol world, fhie proooaa of oolootiom ia a el Jed "dleeriminatioe" aad It nay further bo noted tbat amah ante require atteatlaa. Objcete


* #. *

than aolocted cjpeêYto;&eya opening through fee "oeheae* of aesiral-

lntlea" already mentioned• this proe*** of aealmilatiou or&aarily

takes place is states of r*la^tieb whoa the Individual i* free to

place in etetoe. of attention end determine the eeleetion of objects;

taehed to these ebjoete are inplloit la one* thinking aad bacon* 'epora-*

tlve ia etetea of relaxation and reflective thought*. Tim* note of '

discriaination and aoboaaa of aesiallatioi arO two aspeete Of the name ^

thing wbiob, taboo together* constitute total situation. Both aepeete

a»*t bo studied- but,inaaawob a* aoat psychologies! roaoarob- baa booa

concerned witi eta to* of attention or aota of dlaeriate*tio$, wo •arevd

•ore- nortieulorly intereated ia * tttdvine -aad anaivninit tbo aemtalL - 'oab*-

ana by wbiob experience* are eselailated ao tbat 10 nay toSatb tbo two-.

and obtaia a complete: anoijein*

III* Haw oaa wo. aaaaaa a attttatioat

fbla deflaitloa af our ebjeetivee ilmite an to a paychologleal

approach wbiob will enable ua to aaaeae tbo thought* aad f asllngs

wbiob another person expertOneea. V# have Obooaa tbo personal inter*

•low aa a method for doing tbia* I t may bo tbat tbere oro ether

oejanlly good techulguee, bat aa far .an wa know tbia baa the greeteat

poaalbllltlaa for inqairing lata the mental aehomaa whleh wa haTa

mentioned*

fbla report dee a not pernit a lengthy die** anion of interview

ing technique, bat wo do wlab to point out aene of tbo way a la whieh


* •* 7 • »


I t oca be weed in assecsiag A situation. Before doing thia* hewerer, we alee *i«a ta enphaslis the broadness of oat *eme*aX objective. Hho minute study of Mental sehaaaa Mentioned war take yeare of inTOf-tigatioa to eaaolete* At present i t looks $*&e the baelo problem with which we enact eventually deal* Before wo reach that stags, however* a great aaeâorO antet be doae along linee which are of mora im* mediate velae to Management. AH of these studies art* l a a sense, oonccraod with f be aeseesmsat of human aituatiQne boeattao they efre aimed to increase oar knowledge of them* Aa oao person pat i t , we are la too peeitiea of a. men wo** lag oa a machine who know* * very l i t t l e cheat I t otter thea that i t rune. He would like te anew more oo he atudlee i t 'part |»y part until he finally concludes that lie oust leara l(ah|6f'Sajfc jP )jL »» e> fje- » j|k^5|»jj ^^^^ *a e »| 3PLI»t'3J •JctX iJpeBO âVtiai^ jMfc^ Pj' '»»w(»JaV(|(»IJW»R. ^0^^ aavi»»lp»(»»jiJthBlaaa*"( (•y' ij a ^9^^ ^Pe^ i(a"J »NP»ia\ •JfcJ Pp'i ^fejip^ oH»w/ ftl |t P^ »0(a\jjj(|~ K i 3[*ltJ|Jj^ a*l flrtii ^

•Oftjjfc PBf»»»Wfc fcH ft!* ^ *lti|i4fc' '*wBirt3pjaa(Ko|BBWai3kiEBC Je> ^JCMPj^P" Ifl »53|JBJP* jBajliteaj l l ii J"tj_ »PJ»M|»» ^mOttcMêV^ j J^

ie aleo iadioative of their aigaifieanoe. In dlccueeiag interviewing as aa instrument for teeeeoiag

haaea situation*, ami reeeoning from what we hare eald with reepeet ^^^^ a llsWsBlot '<»*r| tflL- a5jsss(w?*a\»* 'itfl*»»»a.je ^ja^^ JBW^^JH^j^ fc|»»eâvS^ '^(^P^ "*»ce\H»mc e>-S, ^WBâaJJ^t. fejflP Lfe' eta . *e jlaav^^ 4>w*. " J|»v^

fata* general ooeetlcae. fact* eaeetioaa ate.t (1) that art tho thing* la aa employee* a eltttatloa watch have aeaalng to him? (I) How dtea ho react to hie experiencee? (9) way dcee at select ccrtala experleacee as meaningful aad re>ot other, aad way esee at react t t them aa- ho doecT (4) lew cea at iadlviduala iatcrprstation of hie eltuatioa be altered?

^ ss flaMsV w s * ^(•a ^êm^ ••9BACP S> o h McPP jfcaasPc si cwa ^ ee\*m} e »»pn J»»(e<.»»Wa|JjBMal lea P* IOJ »fR *m* s fc "

* $ •*

mediately' ooneeraed ead i t is upon them the* v# era working at present ia the iatevfieeiae program. ' Raribers (5) aad (#) are aero ot*eatiaXly research la aeture aad aa yet we bar* doae l i t t l e exaept epetnlate ' upoa thee* They aaet eventually he answered if wo are to ©htain a eleey sMereteadlag of (1) aad (»)«

eSlsssweie

to awe- really stating this question im a differoat way watt wt eey that wo are interested ia what employeea eoneider inportant. We also bad thia la mind whoa wo adopted aa- interviewing teohaioae whlah avoided direct questions aad placed emphmaio oa liateaiag to what t*y* ployeee had to say* $£< relatiag his experteasee end impreesions to

' aa. aa employ to i* rsally giving am aaawor to thia ousstica. to the question - Sow much does he teveelt ft eaa oaiy answer that we do aot

' know* thia i t mo en t i t l e s of oar method, hawtvt*t because i t does • aot consider what sacceesivs interviews might tying out*

*• gsw data am employee react to hie oanorioncco? la -who -tlagio interview we determine this by aetiag whether

what at' taya i s pestimittit m cptimietlc.. i t plate considerable street apem who teat at well a t the form aad ooattat tf the converse-' t ies . ' formapt wo need give ao reason ftr do lag tale because we euste- . marily accept a. pereea'a eaprcOsion of dl eContent at. boJag a tree iadi~ eatioa of ait feel Inge, mtwoveti peyeholegieta 'wht hate teem iatereeted

£ } ia oath mattert hate semethiag mere t t sty* ' Br* lt*j»* la hit %aiadjoat-meat of tie Iadaetrlal we*t»r>* remarks that "hahitaal preeeeapatioa


1

*» p •>

deteraiaow ai^t^df »* ' the axpariencta mja&m hod In li*o are not oo important in determining our attitude oo too mower in which wo .re*

3Fig% iPCjriw' ^ ( iBki ifc pmjjj j eejwmt wS ' | (Pi|jL i J j ^ P ^ ' ' lil W^ f?9P w*.ijBiSai. 'jpfljf J? hie reflections, taef lo f no relate* them to the world of reality end

dooo not olio* tnm to drift off into day dreams and MoMii too

moment peyehologienl tenoien in lowered. Psychological tonoion to '

highest in ototoo of attention, f* soneaatrate upon * given took onft

, do not allow 0«* thought* to wonder to competing intereete* Tfci* re

quire* effort* Jjuuediatoly wo relax* tonoion ia lowered, and there 1*

* tendency for our thought* to turn to thing* *M*% ere bothering **•

fhe woll*adia*tod pereou end fee successful man la ho who, in -kin aoatento of rslaxation, refloat* upon those thing* mtdlfcwbieh ho wen

coacernad wWlo a t attention* time ho ia nolo to control and relate

ki* reflect lone to problem* which hate an exietenee in reality*

tbis le net to imply **** peonle wko day dream ere not "normel

end wellr*4Juet*4»* Ireryen* nee flight* of fancy* the point in that

they have suffleient oontrol It kooy in touch with reality* Shla 10

floe tree of persona), problem*, • aneh people may, relate many tretblce

In a* iaterview, hot they will, no we nnyf **e^ tl**eff lightly,"

the partem who., tho momeat he relax**,, hebltmolly allow* kin

tbougkte to dwell up em psroonal t rouble e becomes obeessed and yeeaJmia*

t i t . In »am* ladlTidmale thteo "morbid froeee^tieu** eaaum* ***k '

significance tknt they aeanpy tho fiald of oenaeieuamees *o tamt there

lo en inakility *t# fix and tat tain the attention.* teak people oro.

of eaarao, aaladjaatod. lb la ia what Dr. mayo kaa in I U I whom ho

roooaaaaide that root ptaoeo ha iat reduced wkoro empleyase are working


•«* iff *

m a highly repetitiTe teak* Suek * •'t.aek iooi' apt reqol** attention, • ' Consequently to* operator spends aoet of hi* time reflecting or day* dresming. ' If too ooatoat of hie reyerio i* optimistic well aad good* However, if no hae trouble a aad dwelie open thee bio outlook become* increasingly poaeimletlo. the root pause break* off thoee reverie* by. bringing tbo individual back to earth for a time*

By eaeeurejda* an cottieree to talk aad noting tba team of bio 1

' • !

(pi( | 3|? B oJoa jl^ ^^fetJtf^lLî- ^p^(^ JoBJt j? Jia/jJ| fc3L^' "flJplo j)(k'«JjJ(B*^|Ha^ J o, i(f J j j ^ â\]j^' ^ P ^ p ^ S I ^ P ^ ^ J ^ ^ J P ^ J J ' ôjl jp

parti euler aepeots of tb* world wblok hat* meaning to bin*

5. any deoa am caplcycc oplo^ Ported cxoorlcnooo ao avptmlagfnl -and reioot. ote.oro. «ad wky dock ke.rOoet to them as bo. debit

TSC^1 "^P^Ja^|j^ 'J je , J S ^ j t Wp ^ "J^^plîiSJp^^lîfcns^. " ,_ P j K 5( . ^ 3P^ ^P^pfrp^P^plfc ^P I

ao aoeitadfol aad fwtoiTp#f*#* efli jn a glvom- wayf. io. to reiea- a

fuadaaeabal cueetica ia aoiobotpiy j Moot wo*k eioag teeeo liace bfti-

- been -done ia tbo general Hold of abaermel. peyehology cad,, while wo pay aot bo able to contribute a greet deal to tbo rapidly growing

body of knowledge §n tbat field, wo may, by st* dying their as feed*

oad theorl**,. bo able to apply thee tb. fee eeseotisliy normal peeplo

Watk ahem wa are weifclag aad ina. eoatribute to newml pay analogy

ênfll^pij !laaio^P(fc a' jpHa ^ e a ^w^ al e vp JF i. p ^ I J I êelksaRfHSje*e B(B§lo et>a9B)^, ^jpj^ Êp^^JjpiJi ^JPji'jfcJ j f%4t3L4p>ELMflc)F:<

nreeleme* Seme leoilo aav at tbo mention of abaoraal nevoholetY*

Tboy do feia booaaea tbey fail to anderstaad fee eeoential similarity

ef~ fea mcchaaiaem naderiylag all, If pee of bobarior* la fee abaoraal

peraea thoee moohoal — bare beoaao dl a tor ted or eaafgaratad aad tea-

oeaaaatly oaa be atadiod aera oaally*


Xr» BoolaUaborger point* oat toot tot tfpoo of etady aunt

Oveataaily 0* oodeytakoa if wo aro wye* to arrive at a aatiafaotory

aaower to thia problem, •firet, wo mart etady iao general eeoial

etraeture watoa hae influenced the individual'* development. 30eo*a>

ly. wo auet study too iaolyidttel** interpretation of hie experience*. '

Tao first |a a codal, tho second a aarohoXoglool study.

•oâ^SE^ ' |Pj (.B Ijp ' êniP.I B ' fe1" * " . ^ Jjlft * ^PP* P J.pflHaj ~ ÔacCJ jceVj £3«E Jw ^P*V^B^«â,^^^Bfr jfl*e^^ ^fct^

dividual, Tho use of tho personal interview ia obtaining thie ia*

formation la eapeeielly ocaveaioat ia that i t avoid! aay ehergee of

exceeaive paternalism whleh critics might raise, aad i t obviates tho

were pryiag into thai* personal affairs* Beteraing to tho gmeetioa wo have raised, i t should ho acted

whioh have already hooa aoatioaod.* Thovo. ia tho dual problem of otady*

lag- the oohoaa\a thoaw*lvoo: cad how thoy were foraged.* It. ia avohahly

failed oua to split tho problem aa thia wayf especially slmee inter-

viewing oaaaot elaeidete -mo withoat illuminating tho other, hat i t ia

ojaawai' Pa jj 3ft3iafr oPawpj|flp?JJ(p i|a «£lw{ .Ifcijyj wa w (> ^ ja jf - jj ^ pP P Jj/Pm1 ^ ^ ^ ^ ctt iwj c^^t

harvard, hae, tareaga tho analytical latervlev, hooa able to dieoera

seme of who thiage ahieh go to make) ay thooo sesame*. Tame* ia later*

viewing, ho directs hla atvaetioa toward w*o types of Judgmcate aad tho

fc B Bna B Bs m .e awSa) 4BaV aa? *we Hdav w J ^^^^H^j^ J(s* JLol !w.JBê)Ki ^3^^^ ^J^^^^^^HMBt .Pa ^â^â^jJpBa^BBa^âw .lfcPJ

am l m t i i n l m , » » t la, it lk« * m — i l w l y U g * jalpwrt •»*»


tower btea made explicit, the meeaiig attached to aa experience at Judged i t failedoua, fat function at the inttrriewer, la thie eaee, i t t t direct the iadtvidualc thoughts la each t way that he beeonea ooneoioue of the irrationality aad learne to loth at It logically* . thie ia tan* leede to a rtlaterpretatio* of the caper atrueture baaed apoa tho Judgment aad a new eftltade toward life*

' The demanda a perott aphea of l i f t aye alat tiaalfitaat i t determining hie attitude toward a given attaattea* These demand* art:

especially true if reality effort ao ettiefaetioa of wiemj then the day-dreema afford a viearioua tmtiafaotloa# The demands which the normally adjusted person mokes of life are ia eligmamsat with hit pre* coat situation^- if they are mat capable of fulfillment im the present they are at leaat a eonetruetive workiag goal* thoa the goal ie of sues, a aataro that the iadi vidua! eannot poeaibly attain i t t i t becomes a s carte of dieeetlefeetioa because he constantly Judges hi t suooeee la tasma of tho f ietltloes Steadare.. Whoa each a pereoa atteiae. hit ajoel ia 'the world Of thoueht wo ear he ia oaraaoie aad hae delusions of grendenr. Witness tho.mat i t the asylum who thinks ha ia lfepoleaa* Tho eame attitade la fowad la the mea who i t iaeapahlf of htdeaiag a supervisor yet meaaoree hit susceee la term* of that position*

la edditiea we etady lag the iadividuels' Jaeâcet eat demand**

Mr, Botthllaherger endeavor* to etteet ovldeacee of eymeretistie think-

lag, A ayaorotiaflt might be def iaed aa the bringing together of hater-^JJBIp.WsV Jenjejs fc[ea^BJaa^^Be^^^^^ ISBe^ . lo* !e?83ma'wjim|

fl(eemeo it*j sVce ^ * ^Peso ie*VpfBOC«aoa| wIo c sa BPsm â>o^ oe> se3K&,ntso*4t


,1 V s .

/

I i i i e configuration resulting fro* m eynthosi* of element* whteh have

• tonality* aloo or!oo* through insufficient discrisUnation. Thie manifesto iteelf ia aa iaability to separate the *%* from too "Mot 1% Tho dote** ' tlea of a syncrstêln, the*, iadieato* that tho particular area of tho peraonality *o demarcated ia egeeentrioally organiasd. I t stems* therefore, that- WO' ota reason from ejatretie foraatioae to egocentric personality. Tht ooatottt ia aot tree - egocentriem is tho broader classification.

Syncretieims may alae ho detected through jreoeeupational thinking . iaaamaoh a* tho latter arloo* from tho owe* t^horttlom of elemeate which hat* hooa inonffieieatly diaorimiaatod* Thus, if wo detect evidence of morbid preoccupation ia aa interview* t t tea reaeoa tftle* existence of a synoretewwa aad hath beyond that to aa egocentrioally organised per*©* nality.

Through aa analysis of theee thing*i: which ere really slensnts i t thought pro*e**t*t we may ho ahlo to work: oat a olaasification *f aoatal scheme* aa related to certain type* of behayier«

Sow are the meatel eehemae formed? Tht anawer, ia g*aerelt ie . through the moaning acquired from experience. Psychologists agree* how

oyerj that of a l l oar experttae**, theee of early ohildhood ere the moot significant determinants of aubaequent behavior* Freud, and othere of that eehoel, have heta meat smeeo**ful la flading oat from adulta what

( ; their ahlldhoed experience* were, Freud aad dewonatrated that thee*- expo*

rlenee* are not forget tea. hut. lnetead. hare hooa repreaaod. This, with ethar repreeaed material, constitutes tho uaeoneeioue which la a powerful


* Id *#

Prior to frond* a tine tho only method for detecting uaeon* ooiooo elements too through hypnosis or some variant of i t , Trend* not being very opt ot IqrpoooiOf dleeevorcd that by inducing a atoto of rOleaation and emeeur&glag tho patient to relate everything that came into bia niad (fro* aaaoolation) f unoonooiouo eleaont* gradually become ooneoiou*. Bream interprototiono nod tbo some result.

WbUe tbo interviewing theory we enploy etreeaea Uatening, i t ia quite different frem-wie original Freudian method of free- . • aeaoclatloa. iirom adequate equipment end sufficient training* bow-, ewer, there dooo not iocm to bo ony good reaeen why wo could not con*

. duet on Inyoetigetiom upon tbo come prinoiploo wltb come modifieatlone • in technique, Shi* offere a pooeibility for finding an onowcr to tbo problem wo reiioit

**• ** - ibdltidiol»o internrototiom of bio oltnntlom be altered?

Ineewcb *• it io mot aeeeeeery tc change the attitude of a pafeea who likoo bio work end io getting; along well, tblo question io largely concerned with tboao individual* who ore not well adjected* Within wide limite, wo earn tell whether e pereen io adjected or not by noting the tone, foim, end eontaet of bio thinking*

by a maiedjnotod pereem wo mean one wheee poyoonnlity io unotobie* tbooo people emouid bo diatingulahed from thoee whoa* dioeontont arieea frem being placed on a Job that dooo net allow the expreeaion of their abllitlea end intereato. the latter- wo apeak ef oa being miaplaeed*


fbla dlotimetlon kae th< 10 Talae boooaoo the oorreetiTc meaonroo

are emit* different la each test* the first requires psyohiatrio tremtimavti the eeooad, cttsptal Id: a eôirablt position*

• W* da aot know how many people there aro in industry aao aro suffering from psychic disorders of one kind or another* There ere, of couree, no tery extreme oasss. We do believe though that amay

• nemos on ear sieknese and disability rail at * those of people waste sole trouble is a functional mental disorder* %ls abatement oaa only be prayed by conducting an examination. If these troubles had hooa detected la time a peyehiatriat might have oorreetod them aad the bur* den both to the individual end to induetry would hove hoen lessened.

Ia interviewing, we are more- particularly iatereeted ia the mildly obssssivee or peyehoneuroties * people who have a working adjust* meat, bat are aolther satisfied aor efficient* They may he highly efficient for a time, but eeoaer or later a nervous breakdown la* capacitates them.

The value of interviewing ia correcting Such disorders aad thereby altering the individual* a iaterpretatioa of his situation has hooa preyed ia v*e work of the pcyehceaelyete* Psyehoeaalysla is a presets of raedueatioa whereby a pereoa, through "talking him* self out* ia, with the critical eld of the analyst, enabled to arrive at Ho locue of his trouble end reinterpret the distorted impreeeleae whlah have reonlted therefrom. Thie results ia a changed attitude

f toward life aad what might be tolled a normal adjustment.

In order not to make this sound tea "ebnermel" we wish to


'«* 1 6 *

#jin»B4the eiae ooroad Mcuxrenee ait theee aiaor disorders*' I t

ttfafet aa eaid that they *t* aat eenorajel at aH*- tmt ©eotir ia a '

fied fone i i aaar^ty a i l of u*> I t reemias as pert' of oar worfc ta

determine iaei not/ eldo spread the? aro- aad how IsmOrtaat they are

slf haviae: seaai axreaaoawnt Whereby WoealO would fool fi'oe to so

latai iloooi ehawiair ttiai si aaa I

2* ooaoiasia^. wiah to tooavaasiso the fast thaw ia

latexvl owing wo bare acquired a, tool fot laveetijatiag aaay- eoaplex

problem* of easaoyeo relatione whiea hitherto hat* eceroely a***

touched owner approach*** * •

*iw^SU^



She Worrieâe; Program lam looked upon aa a study projoot

ebon I I vee first etarted in th* fall of 1*29* , It he* aa i t* osten

sible pittfcWie the gathering a t data whiob would eoffi aa a baaia

fay enticing etudles of working eonditiona, Jobe, supervision, and

Company polieiea from tho viewpoint of employeee* Sae> growth of

the pxagram ia atop* and objeetivea wee for the firot time ouuemria*

od aad presented to tko publie in »*#. S tnem'a spseoh entitled, *A

Eton Ibr impreying Jajpieyce Relations en the Semi* of in** obtained

from 3ip|eyeoet* wbiob be delivered before tba Perofunol Reeeereh

federation ia Hereafter, ifttw* fa*, t i t l e of tbo speeeh la signifi-

boat in tbat i t indisatee a change fxea* a »* yd,T* %• a One

Of tbo obief reooeae for eentinuingj tbo original etudy *a a plan

wee that we bad eome to reeogniao tbo piyebologieal TOineo wbiob

"freoôxpreooion^ offordod the employee* These veiuee oonoiat of

tbo enotionel reliof, wbiob the expression of a griewanoe normally

indueee, and the feeling Of portioipation end reeoenition whieh

reeulte from dieouoaiag tboir problem* witb a ropreooatatite Of

manegsoment*

the plana wbiob were made for 1W0 extended tbo oeope of

tbo program to a l l breuebee in the bmaefaeturine Department at

Hawthorne witk tko semeptien of tbo mgiueer of Maaufeeture* HI empleyeee of noa-eupervieory raak who wore oa tko pay rail prior

to 7eem*y* l»-»» were to be interviewed. Tbia meemt tbat eome

fifteen tbenoamd eeiOoyeee wore eligible far am iaterview• They


* 8 •

rejvooentea tomtom mnom.m*** aesriy bfojy gradb of e d i t i o n

oad eiimp»&0%. and dome **gtt a l l walk.of lifo* The main reaaea

for eiênding the pregrom do Widely wen that we wlehea to fcaow what

eaplayeeo in othey branchee *#** thinking and fooling about tho

Woateya laeetrie Company. Payehoiogieol yoiuee were alee reoog*

nined and tholt • importance wa* highly ot;reftnkd-*

tko *u>et nafti drawn from tho euperwioeyy or potential anpertioery

rank* of tho braneboe In whiok wo weye planning to tntey*teWt*

fkooo pooplo.wero trnnofoffod to tho Industrial Boooorok DiTieion

lor one y»o*.. . lotnryiewieg woo looked upon no taiuebie experionei -

for the*?, in addition there n*a a email group of intarvloworo

who wore •peoifieally employed for that purpose.

Wail* interviewing wan. on tbo whole* to bo eonduoted ao

n plant there were exceptions, pretiou* experience had brought

Ooyerel probloma to light whiob wo wanted to enewor. for example,

wo often, niched to iatorriow eome •mployee* ceteral timee ia

order to aeo what would happen* We were intereotod in knowing

whether tho 'fooling of relief* expreaee* by eome employeoa at the

termination Of an interview wee reflected in their prcductioa. some

of no wore intereotod la aeeigmiag an intertiewe* to a group for* momently and allowing indlviduale to eome to Mm aa frequently no

they wicked* Thle* wo thought, would omploit tbo payebologioal

Taluoo in the l a ten t ew to n maximum degree.

Jtvoever, with theao queetione yet to bo answered, we de-

elded to go slewly. ** felt tbat all ef ua bad a groat deal to


aim* gjjj£' wj*

learn about lateryiowia*; before w* M l undertak* any such *tadie*

as these* ' reoir*r f we %*$ a groat deal to learn about tho phonos*-

oaa wiHh which wo war* dealing * we atedtd a better background*

Br*, sayo direotod oar attention to the field of abaeraai p*yehol©gy

sat *<*»* of u* became interested in i t aa such* out i t was some

time before we began to see i t s roleyane* to the work we were ^

of eâipsteat* lateyyiewe were

oonduetcd wiwirtyer a waeant spot could ho found and thie often *»•»•

edited ia Interruptioas by paeaing werkaen or trash** w* fell 1fcat

thee* liioonYenienoe* were a aerioue handicap to the single internee,

i t would h* oat of tho question to make more thorough inwesti-

.on* of individual eases without specially deelgned booth**

way tat Jn*pt*tio* and Specialty Product* Branehea wer* to hi later*

tie*** somewhat differently from the root* l a H** other branchest

each iaterriewwr planned hi* work so that oaly a few people would

ho interviewed oon**eatiyely la a departuvent. By shifting from oa*

deportment to another la thl* way the iaterviowor would k*ep ia

constant tenth with cash of them throughout the year* From employ

ooataaitft wo d*du**d t&at the proton** of an interview** plaoed a

restraining influenoe apoa •aperrieor*f Thl* waa on* reason for

changing from s^rwaoat to depertamt* In additioa i t leat

warl*ty to th* Iaterriewer' a teak aad i t kept him in touoh wi%

dopartaoatel


Our proeeduyo in the Inopeetioa Braaoh differed f^ tbia in

that each depa*t^nt woe to be eoiupleted. mm Wwm etartodr an*

ployeoa ia thie braneb bad been iatertiowed before In tba latter part

of aad tho fix** $kr*e aohiha ia l&iv ma employee* ia tb« '

©paratiba; Braaab bad ai*e boon. intern owed one* ia ' ts%a> super*

fiaara ia the Inspeetlbn Branah roqooatod tbat tba outlined pro*

anaJtTaad aa aa weak along* ' fce a* %io bid interest teeeaoe w* wish-

completed inteytiewing a group* Wa wiabad to oospore tboao reejuito with tfceae nrriyed at through tbo roguiay eneiyaing procedure wbiob

iatoyyiowere weye eoeigned to thin byeueb* I t ann' meêeeery to

aroXlowo than %m& inntin* interviewing oo that tboy could do eome

atudying end developmental we***-torn prooo htyo ia tho specialty l>roduote Bremen was tba mem

ab i* etaer branches, and aa did not look upon it aa different in

ether *eepeet* until relfcor lata ia tho apring* JSeet of tho brknab

aaa aeeigned to aa> interviewer who had boon with tb* P»g*«m sinee

it* inauguration. Ko warn eaoouvaged to do all bo oould to win Who

eonfldcmee of tbo employ*** and to keep in teaeb witb them after tboy

bad boon ie*enê*ed# BoPiatorwiowa wore to bo granted upoa roquoot but tho Initiative van not to *ne from him* tbo purpose of tbia


(

waa to find out oa amah ao peoeible about what aa later*

tiff** would do if oo were eaeigned to e group pentt&ently. Then, too,

I t we ewer decided to establish suea e plea we would have a group of

aon who hod heooaa somewhat' aeoustomed toon intorttewer*s preeotiee*

Considerable stress was plated upea interflowing technique*

At this tine we sedulously avoldsd direct questions* especially ape* • \ ; personal affairs* e«4 encouraged tae employee to talk freely upea whatever he wisittt* Tale* with miner variations, which will he die-

i eojaeoa in thei*!p**per plate, ia the technique we .employ at present*

tae. theory back of this method, i t will ha noted, Is that i t give*

ly relatlonehip has atta eetehlished, i t encourages the expression I of nay personal troubles* By avoiding direot quoetioaiag end relet*

img his yematlrs to something tho emnlevee had voluntarily brousht - I ' ' ' • |

up the interviewer avoided tho possibility of arousing any personal

antagonism aad eeeaped the criticism of prying iato personal affairs*

I t is well that we did tale because i t was Vary Osseatial to make a

faTorahle impression with the employete in ifceee early stages of j ' . . !

oar development* ; i

Another important consideration about thie time was the fbra ' I

of the written interview* The orlgiaal method of euaamrialng aa* !

pleyeee* toaettat* uador the headinge Mwerkiag Ooatttieat** **eb**

aad *auporvlaloaM with the aub*tlaaelfitatieBe of *J4kes" aad "Pis* !

ttkm* uador each had heea abandoned ia ftojgo>ot 1*39* The ia** lywing Depcjrteamt had found thia method unsatisfactory beeause tae esaaaaatt* being removed from their contest, road very maeh alike aad

U I M I V E R S I T Y O F W I S C O N S I N - M I L W A U K E E

Were »t**b aoeaingloae* wo,, at tbia tine, were baaing much of our

reaaoning upon 1fce work whidhJoen Piagot bad publlanod upon child

psychology. Piaget baa elaeoified childrenfe verbal roootlono to .

' questions so, {1} anewere at random, {*} romanoing* (3) suggested eon* • j

viationa, {*) released oonvictiona, and (6) epanteneoue convictlena* j'

la our baste to find some proooduro npon which to baao e«r work wo

attempted to apply tbia eloeelfioatibtt to tbo water ial eohtained in ..j.; tbo interviews, Boaanoing and answers at random rarely if ever eeour j ,

in an interflow* but tbo loot tnyoe oloaaifioationo did provide a

workable load*' 3&e value of employeea* ebmmente* wo thought* Weried

directly witb tlieir epontaneity. Spontenoeue oemueate wore acquired '. ji •r4'-4VI»v aaaov j%wa*A,^ i%;ittnhE'me.e'.r <%ttMai a»a> at .u ggg^ yiga, ^ 'ab)u0j0v4& "WeJIie1 ifcsb'ifcKesy shea- ab ^;

W* Pr1 e Sff' 'Bi pi m^PêenSm1 "•A^^ w eV ^ ^see pog,'' ^3osW ao wan^ lj4Va4fcae- ^v '*i y e p i

roaalt of- a leading etatoment* while- aw taoatod eoanenta woro aifon in

ejfcwer- to. A diyoot questioa. In oydoy to aoaooo tbo relative taluo

of eaek itatomemt in an intorviww i t was, therefore, nooeaeoxy to

write i t up aa nearly verbatim aa poeeible> including tbo interviewer**

remarks. It wee. agreed to eliminate much of tbo personal information

because wo bad not aa yet eome to a full appreciation of ita signlf1*

While wo hare sinee eome to question tmie method e* determin

ing tbo relative value of em loyeo*1 exweeente i t novertheleea proved

to bo worth Wbilo in atudying tbo toebniaue employed by individual

interviewers. The criticism ana raioed tbat tbia for* of write-up

induced tbo Interviewers to falsify bio report ao tbat i t would eon*

fox* to our theory of avoiding direct queetione and %ei the ia-

tcrriew aa i t took Place waa aueh diff creat. Tkis eriticis* algkt

U N I V E R S I T Y OF W I S C O N S I N - M I L W A U K E E

# f 'Mi ^ be raised igi l i l t any report. ' IT* do not believe that may lata**

fiewtr* aaateioualy adopted # « i a polity beeauee $.ty were in no

; toy toaaliiod for tat* thty t&aV 3fot auptrvlsoy pointed out that i i

. accuracy wa# to thai? aatutl benefit* Sron granting the truthfulntes j :, ' • i

of 'Utia tMtltit - thort ia eomttttiag to bo acid in favor of aa inter*. 1 Vttwtr** toiag cot* to write*up a report In accordance with inter* ' j viowiag thja-ry* I t ladicatea that ht underatanda i t at any rata* | and that ia aonaid^xthlti aa thoot of at who havt apont aome tfcm». i t j

I Perhape tht moat significant result of lengthening the write*

to .- -cpa r^ f i c a l ft ^bjtJB y h ito t o-cjct^? fost j*t e hojflgj tjjjjois t-hijfc i i tt p?' j -f ;

wiawov* a time and enerav* 1fhorccc< under tho erlsincl feimw aaoh

! pertta could average twenty interviewa paw taokf a*.- aow feued- tht-

ya^T^r reduced to about twelve* 3hia neent a eubotamtlal laereaee

la tht average toot pay ittervitw « esmething wo had not anticipated

ia :etawiag up ear budget requirements and outliag the tt tPt of our

wcxfct- ftr thia yta*»

Oae other point might at tememate* upoa beft>re proceeding

with tat developmcnte which hate take* placet to had* elate

September, itJttft aeon iatoyeated in devising a method ft>r evaluating

one interview at ttmpared to eaether* In the Various schemes

adopted we attempted t t give* in codified fem. aomo of theee ia*

( , tangible personality veluea whlah wort aot included ia the wrlttea

report* In aeditlen we attempted to classify employeee into four

atxale greupinga ranging from hlgaeet to lottet* Thie claaaiflcation

wet beeed upea tht eapleyet's capreectene of eomtcit cr dleeentont

U I M I V E R 8 I T Y O P W I S C O N S I N - M I L W A U K E E

witb assent to Me plaesmsnt and sdvanosoent, 3ke torn alloyed at too fir.** Of the roar bad classifications relative to both obJeetiYO aad. subj*otiv* information* &ur groateot diffiiulty* of oourao» aaa IH eliminating difference*: among Intertiewer* ia their ratiago of subjective date*

*hio »ceie, like the new arite-ap.,: aa* chiefly of aa educational value, i t aaa not need of *b* Aaalyalng apartment because i t wa* felt to ho iaadoqnato* 'Soaotar^ it did atimalate tbought upon the general problem of morale and the cignifioanos of individual differenoee. J&reeiy wa had abandoned the oonoept «mor*ie* ia fator of "mental attitude* end* in a roport oa our progroeo during the • preceding year*, wo had tentative!* defined Our task; aa a study of / mental attitudes* Our future aetliritieo were to bo direoted, in °\. j part, to anawor the question*; (X} What or* eaployeea* attitude*?

• I f (£•) HOW are they famed? aad (8) How any they he altered and improved? , J

2hi* definition* he i t noted* in no way mitigated the "foot* j finding* futtOtioa of the interview* Thia waa to ho taken eare of in I any event* shot i t really did wa* to direct our attention more end \ more to too psychological, probiema wbiah cam**to our attention in interviewing. Wo f eft that interviewing migkt ho developed into a tool, for inquiring into auah baffling problem* no ^ r a l e * and that WW emeuid take oogaiaaace of them if we were to do our job waU*

the firm* of the yanr* tbeh t oaw the interviewing program emteaded to include aome fifteen thoueend •mpXeyeee roproeenting nearly ovary variation in age* nationality* service, ©eeupetien, culture, aad personality. The pasgrem bad advaneod beyesd it* purely atudy phase and waa baimg talked of a* a plan whiob might function


* t

*•**' after year* Our ebjeetitt * %* gathering at data ana providing far %t payahologioti benefit*' to tho employee *> were to tome about

•. a* a result of sstabiietong, through itteririewifcg, ehaaneis of tnpltyet expression, la a reaeareh way* ** ware basoning sore and more la* tereated la intorriewiag at a same* far psyomegital inquiry and suea prebleae et #ea*alM(**^rsle,• tare ftua* to b» sepeciaiiy in* triguls** Eat Atte|epn*ato talea aawe tefce* plate ia ear taenaique, oojettivet* eiCtateriei asoonplishnent is the athjet* aatter to thiefcw* will new aireet oar atteatiea*'

• 1»; ^ ter la l proffwea la intcrtlowinju Bo»e difficulty bad boea aatloipated ia introducing tbe pro*

• grew* to tfe* aow branches beeauee of the ooaperatiTely high education-el aad oeoupatioaal standard of some ot tbe employees, taeae fears were shortly dispelled. *ne laterHewtrs fount that, on an average, off if a people were easier to interne* thaa shop people. Taey commented upon a larger ausfctr of subjsati and at greater length*

Bepid headway was mads in the aow branches and we s*emed te hate **old the prograa1* completely to both *uparri ao ry and n*a* •up*m*ory employees* Meanwhile, fayorabi* reports were eoaing ia from tht Operating and Znaptttioa Branches where second iattmttt wort being tefcea* our ealy eause for anxiety ia tht t t branehee 'was

( ' that employees who had aot aeon waair complaints reaOdlod wight

boeoae antagonletlo to further interviewing, butjtaiêjêjpieat^ were aot oneeuatered* Of course, there were a few who eald that they had aot seta their auggeetiea* materialise but they wore aot tritieai

* — - mm, iL,„n w


of the interviewing wm&sm* 2be interviewer e*#xaiood tbat manege* nent wee making a study at employeea* opiaiout and- tbat apeoifio 4$eration* migkt *o»o about only a t a .araaala of that otudy. fain* together with the knowledge meat eafcloyeee have obe*t the a|aâka> with whiob a itrge ooypbiation such aa tbia works, erdiuefily *^$bt f to .

*** > «Wao* b|; :iato^ôwf: taôa^ .

M. 'KM „ , TOCM JIN. 1« TO

Braneh Men -5SSS55SR TOfft ib fpisjejSsV^ ejt?@ J3de$

industrial » m *? ^roduetioa 60i 330 Operating *6gfc 184Q 4636 Inspection 8i& W6 Technical «40 specialty p*odttot* m

Total ' Wd At tko preeeat time tho -dopt tgont ia taking about two hundred.

interviews per week oo that by tbo fire* of tbo year we obeli bate token approximately 10,000 Interviewe.. »er tbo moot part the people

interviewed have had five or more yeere' aervioo* fbio total, i t eonelderebly lower then that whiok we aatieipated mainly becaaee of . the introaned average time per interview and' Hit more complete write*

up. It roouiret about the eome emonat of time to dictate an interview

aa to take it* (b) lvoiaam tie* aad ooot nor interview*

i t preeeat tba average Interview lasts about ninety min-

utoo. One year ago tbo average time waa about eighty minutes. She lemgtk of *ko intervieaa varied between thirty tad three hundred


«XI *

ininute*. i*bllo the length of the interview depends Xejfgely upon the employee*t willingneee *0 talk* WW haTO ©:btorVoe that tit* average 'tint of tome intemewert io toaeieteatly higher than otbefc* ?ie^*tributo tbia *o diff0*00000 in int©rriewer»» skill . 3fce inornate in the length of tho interview reflects op extension of our toiowiedge of in* terViewing* IhifOiO lofOS* wO WCtO e^ntebt to accept a atetement at ltd fate value* to oro no* endeavoring to find out thy tho smployee mekoe it* By persistently preeting him to reatoa out hie etateneate wo induce aim to ckemine hit reeeone a l i t t l e more closely. < Sfcnlty impreesions are often corrected in thie way*

fht average direct itooy toot of teklng tod dittatiag on ie> terview i t t lx dollare end eeventy-fivc eente. tale oboe not latitat the etenographit end clerical toot incident to treaetyibing end i l l* lag the interviewa nor doec it include tat; toe* of amteritin* **. gtrooaaoi, •

while thia figure i t rather high ao nuet not forget that i t represents. In addition to i t t Velut aa research data and aa a mod* ium of employee; CKPfoetioa, the interview i t of value to the inter* viewer* It ia for thl t renaon that we drat upon ether evsaitiettlene for sect of our pereeanel, Tory few people devote a year of their tint and energy to an underetanding of human beings- either beeeuae their intcreete in people hare not boon aroueed cr booautt the normal do* mande of l i f t hate kept then from it* ft think i t ia fair to eay tbat there la no etber training work in tbt wotttm Slettrit Ooa aay oapable of giving ouch am intigbt into hanen bebavier aa interviewing*


Ja a retant etudy of rotational training aa i t in praotio<

I t thie Siyleioa the latai^lttl^t» after itteyTiewiag etery one eh©

tht kaomladga they derived froav iatertieting helped them ia t*# atye|

(1) through tht iatight i t gitee tfeea late hiaien at t i tadta and* (a)

through their/ east. individual dtvtiosssest «& « re-salt of P*et*iag. so

stay people aad hearing a diversity of i i* t histories*

last year fr&ptitom people sort trained ia interviewing*

i t the .oaa of the year eighteen of the fort**throe remained ia %|«

dapaiiaioat. , Of theee* tight word aeeigned ptstemeutly while the

remaining ten were esly toapoyariiy traWtfe*rod*

'M# year twtaty^thrt*. people have boon tranoferrea into

the department, fa**** together wiHi tho forty*throt transferred in

last year* make a total of eirty-siz people who hate beet tzaiatd ia

intervietiag. fee #,#. the tew*t|r*t&rtt tre addition* to oat p^weaent

tttff r thro* ate students who aero %*f£ ffrr tht a^Rtar* tad tk§ r*~

meiaing eigJyttta tort temporarily transferred -fyo*> the branebee ia

fta. peopl* hate hooa transfer*** out tai* yt*r* 0)9* member

of' tht p t M t e t t staff laf* the Coawany. • 'Share ar t t t pre****

thirty people ia the diiisiwaeat*:

thiXo their a**t iaportaat training ***** about through inter-

rioting aad dl»ce*tl*g prableae aith their euperrleore, iaterri*wer*>,

hatt atillaod other methoda at wall. There art group eeafereae**,

»


epeoiel talk*, and tpoolal studies. -

I* Saturday norning.oonforonoca* .'"7

th* progr*** b***i diviutd Ittttta attendiag to th* details

#£ the work for tho took: and t0r- group conferences, theat

meetings aro 1*4 ay the Section 9hief or «e*# other member

Of the group aad art of considerable educational value* -j.

fa*** **r* gtToa by repreaentatlYee of other org***

1 sat ions tao** work ia tilled to our** Xaterviewtr* receive

** aany connente relative to the aaaaor ia which tho** or* I ::

ganiaatlone function that i t «a* beet to give them aa under*

•tending of what *»*£? function* really aro* i* hay* had

talk* by poopi* ia th* departaaints la our own Sivieioa, th* |

Baployaaat Bivleion, aad %• Je»pl*y**** Servlot j&vl*iea* \

Supervisor* la tki* deperwjeat discussed th* functions of th*

Hospital Divi*lo*. j

3- Sgadâj Stad,!**^ ]

Upon, tin* to tiiio itterviewer* hat* aad* etudies of i

lateroatiag yroblaa* which oeme up ia th* eourcs of interview-

lag. Sew* of tho** war* suggested by th* iaterttew*r*f *th*r*

were repeated* They hay* * training value la that they

etimulate thought aad mulr* a systematic, *ritta* proafata*

tie** ***** studioe will h* il*ted aaft *ta**i B*d lator in

tai* rwaert*

^cdefmeatel etwdlee or* Oaaoornod vim tha working oat of


• 1* «•


problem* end ideae JN&bMVW to tho adVeneettent of too intepriewiag program* 2?heae probieme oro written up in a standardised project j

. . . . . . . . . • .. ;

• • ', '

the fern of a progroes report, sixteen ouch projeote have I o n uader* ' • i

' toko** five of which oro complete* lino following io * ouanary of j : "

'A

W ^bo t ion , g|,ea, ,1*** *%' 9he abed for come method of evaluating iatorviewe areee from j

the iom io. wbiob they wore firet writton* We lone omitted el l (|: j . , peroneal information end euwmnriaed favorable end unfevorabie eoienente t [ 1

on euporyieien* working oouditione, end job under their reepootivo , hoodingo* . i t wan thought that muob of the date omitted would bm ' valuable in voicing *»jparatiye etudiea of empleyeee* enonmnte end

that i t woo deeirable to preoont i t in eodified foa» in ordor to protect the ejm&oye**'e anonymity. 1

To dote thio code hoe boon refriaed four time* end i* now looked upon no etej&eerd* Sack revieiea eew the elimination of eub-jeotiYa date end tho addition of objeitive material* abbjeetivo date we mean poreeaality traita* eto* Objective materiel include* item* ouab an age* eerviee» wegeo* ete«, wbiob can be aoourataly aeaaurea*

tbo code we ere uoiag at preoont baa the following headinge; eex* working boure* typo of work* wage baaia, age* *e*vlee* borne reepeaeibilitiee, doadnant poaturo during work, edueatiea* average earalagc, aetienallty, and activity* A tabmlatiag card conteining

i

tbia infermetiea le made oat for each interview bad la attacked i

to tko referoaee oopy* Thlo give* u* a convenient index whiob aaa ao n**A' in making atudie* of tho interviewet for example* if ao vioh

to knob tbat ompleyoe* witb ton year** nervine think of tho weetera

saootfio' €$090*7 wo. *an. conveniently eeparate theiy interviewa aad

( » ' ^ o | $ o ^

She hoot otatopont of interviewing tooMo.no no have booh

ahio to' find ia W ' proparod fay nn ay lb?* ?* j * s^thiiebergey*

H* aiotingnioboo four type* of iatoryiewa according to their purpooos

(1) Informative, in union tbo intoyviewei wieme* opooifib inform**

tiouf {Ml Biagnoatio, in which tho interviewer attempt* to ascertain

tbo bounce of a complaint Of behavior problem by atudying the eyaptoa*

wbiob aaaifeet themoelvo* in the eeuree of the iateryiewj (3) Shea**

pontic* in which the priamry aim io to influence enetboi** behavior

through good advice, iritieiem* encouragement, etc** end (*) Analytical*

in wbiob tba aim la to eaeeae a eltuatioai i .e. *lt attempt* to- min - '

utely dOocribo tho eltuatlon ana to under*tand the individual »•

behavior in tonne of it*1*

Clearly* the analytical interview io *ho typo wo ehouid

develop. Tbo mice to bo follovob in tbia typo are etated by Kr.

ê'PbOta* smilifloJ ô?JJoJ9? eJf" ^^ e^ lfBf (l) 9he interviewer ehouid bo frionaly but intoliigentiy critical. . So ebeuld Hate* amd not talk until the toy***

( 1 aaa mad* a complete etetomemt*. (X) She interrlewor eboul* try to underetand what ia being •aid. M He aboul* mot git* advi** or moral admonitiea. Hie attituto tbroagbout ehouid bo "fbyt* (4} love* orgaa wltb a pereem about kia opinion* or pre-Judiwee*


http://tooMo.no

» 16 «*

{%) fkt individual should be encouraged to talk by using such phrast* a** *Is that •©?** *lsn*t that intartstlng?** *$j**t do you aean?% "Why?"* "Tall 9* mora about it*, **ou did?1*! »ttt

lor * w>r* toffpltt* etat*aotit tho reader ie referred to HT* »eethli*berger<s paper, U M i of interviewing.*

The aoat serious lixdtatio* t* our complete adoption of thi* technique t* the *ingit tnt*rvi*w wfcith ao are using. fht ilMeai. ia-terview-perlod is one hour repeated at auseeeeive Intervale. We have prolonged the interview hoplag ts> do as much at w* eta ia one meeting. *ai* ia sufficient i* the great majority of oaaee, tut where obaasaiTO thinking is encountered successive iateryiewa are desirable.

*h* interview we ewgloy haw three purpeeeti (1) that of gathering data for asjEing etudiee of th* working gitu*tien| super* vlaien* aad Oompnny policies; I*) providing aa opportunity for eaeh individual to identify hinceif ia mm degree with management (apod will) and* (3) the therepeutlt function of encouraging the complete expreaeion of grievance* aad event* with strong, hitherto unexpressed caution*! aoanotationa* *b* firet two functions are performed in a single interview but the third function! whoa the need for i t is manifested by a pereoa. cannot he adequately aoeoa** pliebed without a scriea of laterviows* this ia espeaieliy true where i t is necessary for the individual to reinterpret or reevaluate hit experience* before a t tan become properly adjusted.

(•) âterVlcwia* coul intent. 9 M loeetie* ia which ta interview i t tondutted aa* aa


the is free from interruption* asjsjat to be cesemtlei to

t good iatervite* Ifcst of our intemtwe have been conducted in tho

Restaurant Building or | t seme etbar eouyoaient looation tear the

• employtVt Piatt Of work* This arr*4Sgsment bos never be*a Very '

satisfactory* ofsn i* tbs Beotauraat shore the men ere permitted the

#*tdom *f. 'snmkpig there hsff tee* notieeabie dittraotion** Some- t*** this summer the col* treatment rooms vers vacated

by the Ho*pit*i and h*v« siasa- thou hoes converted into interview* ing booths* • Ooameats from peepl* iaterviewlng in viam indicate that the laterviews are mueh superior to those taken elsewhere/ tail*

lag additional booth*, we feel that this is *n important task which must hs undertaken in the near future*

(dj gbra of the writtea Interview* there have been ao significant ehcage* ia the ibxm of the

written report «i*e* the verbatim style was iatrtduoed early last fell* The oaly change hae beta i ts extcaelea to include material pertaining to personal and social affaire* we have bets able to iatiude this material without b^rtyimg the identity of the employet through the careful system of woeisg wt aaye oatablieaed and the method of teaaoriag them before they are used ia aupsrvieory train* lag coafertaett*

i With the lengthening of the writtea report has tome an Increase in the emount of time neeoeeary per laterview and an lacrosse ia overage tost* Thie mounting east seemed to becoming prohibitive at times* Several suggestions have hooa wade with the object la mlmd of reducing tests aad at the same time retaiaiag Ihe tescatial


18

material *» tfc* itterviewf Jfritt #f thee* *ugge*tion* perteia to a.

( . *hoyteming of th* Mtaâp by mOTmriaing M M material ia /

th* third; person end Guotiag th* dat* aaa* ay tfct analysing ^jprteea*

ysrbttim* irtlwr wpeav along this lift* Jm*..h.**a. aitaacâd du*

la. e&fclelpated chenAcs ia th* program iteolf*.

Oaa -#f tht mala reaeona for uMertafcing this project aaa to aaeortaia whether tho ******* given by the employee upoa leaving aro tho roal rea*ea»*. The pstjett has never hooa developed aa i t vat. originally Outlined* However* **ver*i employee* vere interylewtd during tho lay-offt- aad tho result* way he aoaowhat the eeme*'

(f) Before and after picture* f g| iffettlV* intf»rvicwing oa productivity* (bj Jut experiment to deteimine the effett* of repeatedly inter*

Viewing a shop group*.

All three of thee* pre$**t* pertain to the *ff**t whleh later* Viewing hae upon productivity, health, or *om* tther measurable fa*ter* w* wished to ceo. if such a payohologieel phenomenon a* "catharsis* hae *ay effodt on an ladividual»* output* With the exteption of a study of the r**ult* of interviewing the girl* from the teat room, th*** projeete .art' a* yet underdoped*

{%) lâcvaaeatal library* * ' There arc tweaty-two hook*' aad ttoee, megexinea in the

library* (J) Saaalcaeatia* the regular latervicw with the queetiennalr**

prom time to time the awmgevent hae felt the need for in-

ftnatloa upea *p*tlfit studies, each aa, "that at «*pl*y*** think

U N I V E R S I T Y Of* W I S C O N S I N - M I L W A U K E E

think of yea* period*** or* *How does getting off an How aayiy It

oaao of A naow*etoi*i off fit tho OMf oTooor1 - fain projoot wep under<-

taken, to gothojr !*JofM£om on an*k gjnentiene on. ;tkoee*. W# found

fill :o|ôitO' up#n tho o^nforontiohoa interview and lo being hold ao a ree**ye measure for meeting future exigencies.

M j ^ i y l * of interviewo from two eoetione in tbo Xnopeetlen

fbl*. analyeia aaa undertaken by two skilled iatervlavfere after tboy hat completed interviewing two aootiona in the Ineneotion Branch* fheir Object was to determine what conclusions, if any, »hey could draw after having; conducted ouch' atudy* i t waa thought that these yeeuxta oouin proviso a valuable eomporieon with the roouito derived through the regular omaiyaing proooduro* The atudy fovealed l i t t le that waa mOv», ibotft the only contribution of ouch a atudy an thla would he that nf cieeelfying oapioyoea according to mental. attitude* However* .mere iinnaifiiationo moan l i t t l e unload one eon make an* plioit the romneae underlying the olaeeifioaticn. - Thie Wan attempted im. then* groups. The employee* wore put into fou* classes, aeeording to their morale* Attitude tower* tho job and toward edvaneeownt were the principle factor* in the tnorale olaaeifieatioa. Jiowevcr, aa eoon 00' the iavcetigater attempted to dstsmin* the underlying reason* for buck a classlflcatioa, ho found that i t wan impossible to go further without oueeeeeiTo interviewe* Ooneo<iuentiy9 kie eonelueione were oaly tentative*

(b) Qatherina iaformatlon fbr Interviewer freai other source*.

At preeeat, whan an interviewer* appreaekea an capleyee he


to*** helming about aim other than what he ce* total* from our duplicates •of *>»y*yoll cards. 2fc* aim of thia project ia to furnish tho interviewer with ai l aTailabl« iafcnniition before beginning the Intorrlao, Tha

i only oritlei** to bo raised against thia method ia that i t might pro* ;j

determine tho course tho Interview will take by giving the laterview**

definite points to look for. 'The project ie umevalopedr

C»* £ roaotion to, oompHls*!? ove r t l y

Thie etai? was instigated at the suggestion of oae of, the

interviews who prestambiy detected a tone of pessimism among a group •;

ef ao* who were oompelled to work overtime nearly every aight in the

wtekt apwever* tht etudy tee not begun until teverel months later

by a different iatorviewtr*. About ife* oaijr thing tfeis study proved

vat that if tfcoy* wat a pessimistic tout at that 'tjfccît waa not '

prsaent wata teaûlatry overtime h^'ht tn removed. . , j

W l^tPoaed, ae^Htat ftudyi '

The purpose of tale etudy ie to determine the relationehip

between preotdupatioaal thinking and aeoident proaeneee* It ie

thought that people who have attietnta throaieally are bothered by

tome problem which detraete from their ability to fix «ttttr atteatioa ,

upon their teak* The atudy held* promite* It ia at yet undeveloped.

(*) Study of Toot Boom jatervlowo.

The purpoee of interviewing the girl* from tht Teat'Hoom was

to meaaare the effect up** their production. This was difficult to

do beeause of the great variety of factors which had to be eoneidered.

Tag thief value of the iatorviewa was to lllwmlaato many of the reaeeao

LdP efNJI cf Vet JswaW Wsswsi 1 J** ^^^ fC3i p* ^^f^Jf ^ CMSV 'sCev JfJJ waaaw I IsSJI cV/jJl H acp'waywa agP êV ss tS aEs*

*ky their production has continued to ri*a*

W H ^ i o n > ^ aaf

'tH:i atndf we* ondertekon while *» were; *tiix fk&t&lni of

total actuation as eeing mad* up of tho *ubdlvi*ionel homo, industrial*

peraonal, end social situatian*. WO thought that diaoontent in any

one- of thoee field* might ho attributel to a problem in eome other

area* Witk thin in mind awvereX interview* wore .gone through and

the metofial porkaimlng to the indnotrial ond social situation* wan

oy a relationship established between them* However, a aingie In*

texvia* 414 not pro-ride ooneltiaiy* information*

W atu% of lay-off interview**

ffc* purpoee of thin atudy wan to determine) what the laie>

off employee; thinka ahont the facte** Jkeotrie Company. Poaeibiy

one-hundred and fifty interviewee wer* taken and analysed.

out nemo of the- many eeiinl problem* whisk ariae when an individual** j

akOrtor workman kcurc.

Thin etudy waa undertaken at the requeet of tho management

to find out how tho empleyeee* were reaeting to charter working hour** J

We found that they were* on tko whole reaeting quite favorably and that i

moot of teem preferred the five«*dey week to tho eight hour day pro* •

Tided there wa* no deereae* in their weekly pey* Many very intereet-

lag pointe eome np in tho study wkiok are tee numeroue to mention j 1 i


1 I

«* 2£ #

• This study is I s I M % (h) end was uudeytahtn i t order to find out why eraployeee piste* tho five*aay tecfc by eeneldering what

* si(3E 55 '^^ 3t|HaaJ(SJs |f' rfaB|Mw 3*(4cflj ' ?s stjJwss (h) Study Of ifttoywiower+S relationship to a department*

This paper stnsnarised tho ©bscrtations which two laterwiewers '

made of to? haying interriewed among a largo group of men for several !

snaths* It brings oat many of tho interesting problems which an in-*

teryiewer encounters, and indicates tho yalu* of a good personality

in intoryiewiag work*

(1) Hoc Of ford Association Teat in intorrtcwlntj*

The word Aaeooiatioa Tost is often need to detest oemplexea

or evideaoe of preoeoapationel thinking* In project the inyeetiga-

^321? s^vjPs^ NflL Bjo jpfjjjLJilPff' "WlP I S)3 Sj ^SO'GMil fiC &M||l'. JOjfcSft 1 -JsjlMDld'isIW*''' ~t(flp»L.

Jung word Assoolatioa Tests sad apply the* | a a single jUiterwiow*

The study was- tarried out very carefully and .tht. reetite were' a»et

encouraging, tbile tht use of tat tset must be confined to tacts tho

hate a taorcugfc understanding of i t , nevertheless i t appears to bo a desirable

method to ust ia investigating eeleet taste*

This study analyzes the reactions of a large number of aa*

ployeee to the newly iaatalled systaa for conveying piece parts* The

reactions* eontrary to the cxpeetetioas of the engineers, were critical

"fcewHw SW^TCW^S ISJBBS^


1 ! ., . 1

r . • j * S3. *- ' • • i

I

mmmmtwi Brano* witb t*m m mm- y ^ i mmm the interviewer no tad the pirsvalenoe of aoveral rather general eempiaiat* and attitudea, - j

i 1 These he haa euwnmrieed in tbia paper vhieh van .later supplemented by j • • j

' a eimilar atudy baaed upon subsequent interview** |

(o) Obssrratlone based upon IntorTlewip* in the specialty j

(p) Obacrvationo and Impression* yoaultin* from the iatorvioalag 1

Theae studies were; made by 'tab interviewer* in the Spenlaity I £roduete Byaneb«

(® study »*, b,ffbfr.fr ^***»a to B^mry^. • tbin atudy shows low a change in euperrisioa affected the J

attitude* of a group of employee*. M ***** I i i ^ M m tboy oompiainei ]

whom Ibey react fovayebly*

in analysie of tho infeJvioît- from tan eeotion* in a e>payt* !

meat* whiob e*ntre|*to 1Nt* yeaotlona to tbein section abiefa*

- *»* . M^^tMm%Um WM**** a yradt ebd, j *

ftl* ia a critical analyels of enr training methods based npon iuterviewe tabon from people Who haye boon traaeferred oat of

the Division* b* Changoe in theory and objective*, (doe Pert.**)

{ Ibr oonvenisnee) in preeeotetiea tbia material baa boon treat* *

ad apart from tble aoobnat of our actual progroea and in ooatained in

Part I of tbio report*


http://ffbfr.fr


jPABf tit

U N I V E R S I T Y O F W I S C O N S I N - M I L W A U K E E i

i&* legitai approach to a dlaeusBion o* plea* for future at* ?• . • • , • • . *

Tclopocut «eea* to bo through a consideration of the value* and *hort~

ecaUnga of mm prteeat procedure i* relation to *ur prettat aad fu~

tur* objeitire** By tha* analyzing our pretest situation we ehould

bo in e position to auggest plan* wbioh will not only carry forward

tbe sore ralaable feature* of tbe single i t terrier but will eieo

tountereot it** thortcesgag** With thia in w* preheat tbe

following anaiyais. *• Au »*»ly*i* *$ t ^ , . ^ t eyô* i* i ^ y e a ,

ej P^t^ll** ' 3fl|P 39eeê?.jK - . *'PJ!|i*'e!((Bfe*' ^ 3IO(fet(ejpp •tnltTli* 'to eaxiree* theaeelvee w*. ehtala i*fbx**tion tiirttttr-

lag to working oeaditiona, Job*, eupervialon, and tnptt;

policies.

tu*ity to participate, i t 1* of value in spreading good will

among *tpi*ytt* • t a t <t»t that th* itteryitttr r«prescnte

*mncg***iit etlauiatee * feeling of participation an* r**og*

sltion tbltb praaotee tat ideatiflcati** of cash per*** t i t b

tb* Ooewaay.

3» Through proa*ting a frank expression of p*y**a*i

( aiffitultiea tb* interview h** ** iteportaat tatharti* taiu*#

«» *** inWrrtewer*e pmeti** of aot rttiag advice aat

eaveturagiag ta* eaployee to think oat hi* own problem* ie

a valuable mental hygiee* meacare* Deelaleac errlTO* at la

whia awLaner are aere likely t* be acted upea taaa Itslsictw)

m 8- *•

vbieb are induOod by boMoono, elno* . i t lAet*yf tbening|e intoryiow £* of Value to

•tbo interviewer (1) tfcrengb glriat hi* an insight into

obi «ft onderetondin* of human eltbatiobbf Obi W throuf* .

. personal development*

*», ^ * ^ » # *>t$nmi*#*intake*.'

l#. , fb* in$iêJ*n§ pre*?** might bo eritiaed be*

oouoo, i t io. too boototy* However 00 aneiyeie of tbo *it*

nation enow* tbat tbo greet burden of oost debtor* io

the dictation end traneeription of tbo interne***

ttMftJ* eliminating oy modifying tbo *rite*up tbo lb* terviow* would bm'fc* l i t t le volne for »tudy purpepee

but al l tbo other value* lietod above {b*e^b|0} ootad

i* yes-ml* differ ib ttioir need for interviewing

juot ao io everything *i**» wk% single ipk^mim^ by

treating everyone tbo «**% dooo not meet' tbia need*

Shi* oould bo eyoroene by pojaaitting fe^w*up inter*

vie** whoa desired.

5* 'tbo. finale jêyyie* dooo not bilow no to

develop tbo yb**jby i peeeiblUtiee previously outlined*

Seme of the studies *e would like to undertake-0*01

a. Studiee of *afl**4ju*t**at , b . Study tbo relatienahlp betweee preoeeupa*

tlenel thinking and esslaemt pvaneneee.

** Stadr #f tbo meawel eohaeae by wblom in-•IvldxsU* aeetmllate an* ettook mesmlee;


d* The application of thi* new technique of in» terviewiag to tbo- eeloetion of employeee aad to personnel problems. '

i». An outllna of poaciblc plana* -

Ta* foregoing b&eljreie indlcatee that Our preaont organise*

tioa jmay ho eritised boeauee* CD i t if too eoetiy* and (2) i t limit* tho application and dovelepiaont of interriewing. It ia therefore do*

eirabie to auogoot plana *bi*b will, obviate or mitigate thoee difficult tioa*

fbe following lead* auggebt themoeive** 1* Continuttion of tha praeant iatorrlaalng plan

bat abbreviatlag or eliminating tbf wj?ito»up*

thie year whom wo thougnt to bo problem oases. 3# fo place skilled intervieweta among largo groupo

of mom aad bake i t pooalblo *er any individual in tbo group to bo repeatedly iatmiewou* Complete rooarda ebouli bo kept* •

4* #0 establish atmdy groupe in tho plant and an-doator to keep a continuou* record of aad correlate pro* duotloa and mental attitude*, at tho same time recording ear ohaaaoa in tb* individual* phyeioal condition or aooial

situation and relating these to production and mental

attitude** She firot euggeetion would entail ao changes in our preoont

orsaalmtiea or procedure and would exploit the paythologleal relnee

of the interview* omerifioing aa}y tboao value* wbidb are to be found


in the written report* Ski* eatiafiea fin need for eoonoeay but i t *'

dee* not proviso adequate opportunity for roooarob* If i t mm adept*

04' ao tb* main function of tbia department i t ahould bo enpplemontod . j by fc»3* of 4».

The eecond auggeatioa lead* to tbo general problem of employe*)* i

ai^tment*. fa believe that ouch a atudy nuai come but no do not - \

think thai no s t a i d limit oîotton to tbat objentive eibuo* A$ a I

eupplomontary atudy i t would not confine our objective*! however it.

la q,uoetionable wliotbor the outlined procedure would work well* **>

tbi** < At tbia tfcae tbo moot accoptibia procedure eebnrtbat of eon* ' ;

aidering euob oaaea'a* tboy arieo in tbo oouree of a group etudy, *

The third euggeatien* that of placing an inteyyiemer in n

none and allowing him to remain there bae boon looked forward to aa ,i

one of the logical dowelolment* o£-tfc* program* Suck a plan would .

bo much more economical and offoetive- than tb* f i*et euggeetion above

however i t would require a highly akillod pereennel* Shi* eliminate*

tbo poeeibllity of a temporary pereonnel aname valuee in training •

wbiob i t efferde* The fourth plan* that of ootabliahlng atudy group** ia more

particularly aimed at the development of interviewing en a Jootbod of , reeeeroh* The object would be to atudy eaek individual in bio total

i aituatioa and find out what we eon about ehangee ib mental attitude ae feinted to production* phyeieai condition** family eenditloao, etc* \

In view of the general retreetioa whiob baa taken place in other Breachee wc believe tbat we ehouid do all we eon toward re* dueing Oecto while retaining the eeeeatial feature* of the program*


4* pr*e*at wt f**l that we have dote about all i* oaa ia a research, way with tho single intorriew* further development* ooom to depend largely apoa aor* iateaely* re*oa.r&h» I t wa* etatod ia part oat %at tht ultimate ob#bttit* of thia work ia tho iattliigeht oontzol tad understanding of human helng** 9« b*y* ale* aeon that wo her* tr*w*HtA considerable distend* toward that goal, ia applying tho aiaglo la* te**i*w»; Tho interriewifig preoea** through It* oayeheieg£oai value a, •*rre* a* a direct method of toatrol while tho data i t obtain* pro* . tide* tht basis for future method*. What wo would ilk* to do aow la study more inteasiyeiy iaterviewing aa a dirott mttaot of control aad aa a. reeeareb ttthaituo. ater the time hoiag i t might be wall to tugpeg optratiiaa: of tho interviewing plea until wt bay* itaraod more about it* m tho basie of i*tr****d knowledge aleemed from, a few thorough atudie* wo thoul* to abl* to modify tho plan ao that i t will be mora offeetive whoa reeoaaMaeed* • e s T ^ p - . * S * S F J S » . w^B?flf^'W/^' ^-;S^w^w^^"w^^^R^pr7^™

I* ardor to study interviewing aa a ***** of eoatrel wt aaggtot that a group ho aolottod and 1h*t an iaterviower be oatahliahtd with thorn poramnontly* Thia might be &©** rather easily with some departments whore the iatertiowora bate elreedy erettod good will.

Tht reeoarth poeslbilitlee of iatortiowing can only ho de-veloped through establishing etudy group* aa suggested, la studying th*»* group* w* *h*ll no doubt entounter a great many problaa* which, ia tr ier to be oolvod, will aeoee*it*t* the working out of definite teahaitue* and methode* Theee t**hniauee eon then be applied to other eimilar problem* emoag empleyeee *t large. We may, far or* ample, encounter a few eaaee of maladjuetaent end oa the baaia of th* knowledge derired through studying them, work out * plaa for dealing


#: $ «* ' >

with the f aonO. problem of »*l*£|tt*|*i*at. Conclusion .

fbî* th* j ^ f ^ art tentatite had pria*r0jf for dleeueoiea purpo*o*f m hep*** ha**... shown tbtir reletan** to tho theoretical *tru*t*y* d*t*lop*d ia tho firat port o* thia rip©*** if wo haft giro* aadao atroaa to iftoory ao d# ao ia th* that theory pretede* prtctitt **d that ao progressive reweareh can so. oa without it* ii

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Documents

UNIVERSITY OF WISCONSIN - MILWAUKEE · A Prqarana BOpoEt f&r tho Mao Montao Jading50 Soptomho. 19S0 r UNIVERSITY OF WISCONSIN - MILWAUKEE J0*0w0*d " \ . - ffeOO -o n Oo whf o h**

UNIVERSITY OF WISCONSIN - MILWAUKEE · A Prqarana BOpoEt f&r tho Mao Montao Jading50 Soptomho. 19S0 r UNIVERSITY OF WISCONSIN - MILWAUKEE J00w0d " \ . - ffeOO -o n Oo whf o h**