Research Needs for Human Factors (1983) / Chapter Skim
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Pages 125-139
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From page 125... ...
m e attempts of Sir Francis Galton (1822-1911) to describe the nature of individual differences are the foundations of what is sometimes referred to as differential psychology.
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126 skills, knowledge, and personality (Burgs, 1978) that are used routinely for classifying and selecting employees for thousands of jobs and occupations.*
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127 CODE 1 requires little or no formal training, just a basic introduction to the task; ability to follow relatively simple written or oral instructions; little judgment, mince only elementary decisions are involved; little concentrations little or no recall of relevant knowledge for decisions or inference; only precise determinations, such as GO/NO-GO, UP/DoWN, MORE/LESS, YES/NO, ALL/NONE, CORRECT/INCORRECT, etc. CODE 2 requires moderate technical knowledge and training; some ability to adjust to changing situations; occasional exercise of judgment involving use of technical knowledge; ability to understand and use technical manuals; some initiative and ingenuity required; occasional recall of relevant knowledge and experience of the practical type for decisions or inferences; decisions involving somewhat detailed procedures or measurements, as in assembling, disassembling, installing, removing.
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T~ IMACT OF "DE~ ~IDI=RI= - TION ~GIS=TION Antidiscrimination legislation has focused attention on human factors issues related both to complying with legislative requirements and maintaining the productivity of a work force with greater diversity than in the past. As a result there is increased concern over the interaction of individual differences with programs such as job redesign and training as well as over organizational attitudes toward various populations (e.~., the elderly)
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These changes in the composition of the work force and the armed services have revealed an important problem in addition to the human factors issues of designing jobs, equipment, and training to accommodate individual differences: me military services are It has only recently been recognized that organizational attitudes toward people entering nontraditional jobs may adversely affect productivity by hindering their performance and constraining occupational aspirations. SEX AND JOB PERFORMANCE Sheridan's (197S)
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131 D Y _ tn ~ oe · ~ _ ~ ~ ~ O C u · C m O ~ ~ _ OQ _ V _ :~.
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generalizations about basic research on aging and job performance: The research fails to differentiate various aspects of the work situation, including physical, psychomotor, sensory, and social characteristics; most of the emphasis is on average performance, with little, if any, attention to the substantial number of individual differences; and, there is a blind faith in
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Unfortunately, there are a few data on most population differences or individual differences as they are related to work situations. McFarland and O'Doherty (1959)
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For example' Ruffell-Smith (1975) notes that telegraph systems were originally used as communication devices in air traffic control systems; however, with the increased amount of speed of air traffic, voice communication systems replaced telegraph devices.
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It is necessary to learn to what extent its data and design recommendations need to be modified or supplemented for international use. INDIVIDUAL DIFFERENCES AND TRAINING Closely related to problems of equipment design are those associated with the training of individuals to operate complex equipment.
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RECOMMENDATIONS FOR ~S~H ON POPULATION GROW DIF=~=ES A research program to explore issues concerning population group and individual differences would need to take several approaches :
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137 (1) It is necessary to conduct literature reviews and examinations of reports that forecast which type of population group variables (such as age and sex)
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138 Boyd , H.. A., Duf ilho , L .
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139 Ruffell-Smith, H
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