is own record, but with the work of others. The
value of these comparisons, not only to the management but to the
worker himself, must not be underestimated. The worker gains mental
development and physical skill by studying these comparisons.

ADVANTAGES TO WORKER OF MAKING HIS OWN RECORDS.--These
possibilities of mental development are still further increased when
the man makes his own records. This leads to closer attention, to
more interest in the work, and to a realization of the man as to
what the record really means, and what value it represents. Though
even a record that is made for him and is posted where he can see it
will probably result in a difference in his pay envelope, no such
progress is likely to occur as when the man makes his own record,
and must be conscious every moment of the time exactly where he
stands.

POSSIBILITIES OF MAKING INDIVIDUAL RECORDS.--Records of
individual efficiency are comparatively easy to make when output is
separated. But even when work must be done by gangs or teams of men,
there is provision made in Scientific Management for recording this
gang work in such a way that either the output or the efficiency, or
both, of each man shows up separately. This may be done in several
ways, such as, for example, by recording the total time of delays
avoidable and unavoidable, caused by each man, and from this
computing individual records. This method of recording is
psychologically right, because the recording of the delay will serve
as a warning to the man, and as a spur to him not to cause delay to
others again.

The forcefulness of the "don't" and the "never" have been
investigated by education. Undoubtedly the "do" is far stronger, but
in this particular case the command deduced from the records of
delay to others is, necessarily, in the negative form, and a study
of the psychological results proves most instructive.

BENEFITS TO MANAGERS OF INDIVIDUAL RECORDS.--The value of the
training to the foremen, to the superintendents and to the managers
higher up, who study these records, as well as to the timekeepers,
recorders and clerks in the Time and Cost Department who make the
records, is obvious. There is not only the possibility of
appreciating and rewarding the worker, and thus stimulating him to
further activity, there is also, especially in the Transitory stage,
when men are to be chosen on whom to make Time Study observations,
an excellent chance to compar