NCJ Number
94416
Journal
Security Management Volume: 28 Issue: 6 Dated: (June 1984) Pages: 35-41
Date Published
1984
Length
7 pages
Annotation
This article examines psychological maladjustment among applicants for security positions.
Abstract
Those responsible for hiring security personnel should have some exposure to the field of abnormal psychology, if only at the level of an undergraduate course. A major concern of security managers responsible for hiring decisions is detecting people whose behavior patterns could be a source of problems in a work setting. Security managers should keep in mind the following distinctions in the types of maladjustment: state versus trait maladjustment, maladjustment in diffuse versus structured settings, inwardly versus outwardly directed maladjustment, severity of symptoms versus severity of maladjustment, and structural versus functional disturbances. It is useful to subdivide aberrant behavior into disorders of mood, thought, motivation, and action. Probably the ultimate form of maladjustment is lack of intelligence. This fact is becoming increasingly important to the security industry as emphasis shifts from the rather passive role of the night watchman to such duties as guarding nuclear power plants. In evaluating stress levels, it is important to note minor stress adjustments as well as major ones. Stress is the result of inability to handle a situation. Because maladjustment is multifaceted, security managers should guard against oversimplifying the problem and overestimating their ability to detect maladjusted job applicants.