IGNOU MPC 003 Solved Assignment 2022-23

IGNOU MPC 003 Solved Assignment 2022-23 : MPC 003 Solved Assignment 2022 , MPC 003 Solved Assignment 2022-23, MPC 003 Assignment 2022-23 , MPC 003 Assignment, IGNOU MPC 003 Solved Assignment 2022-23 IGNOU Assignments 2022-23- Gandhi National Open University had recently uploaded the assignments of the present session for MEG Programme for the year 2022-23. Students are recommended to download their Assignments from this webpage itself.

IGNOU MPC 003 Solved Assignment 2022-23

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Important Note – IGNOU MPC 003 Solved Assignment 2022-23 You may be aware that you need to submit your assignments before you can appear for the Term End Exams. Please remember to keep a copy of your completed assignment, just in case the one you submitted is lost in transit.

Submission Date :

  • 31st March 2023 (if enrolled in the July 2022 Session)
  • 30th Sept, 2023 (if enrolled in the January 2023 session).


1.Describe self-report inventories.

Ans. self-report inventory is a type of psychological test often used in personality assessment. This type of test is often presented in a paper-and-pencil format or may even be administered on a computer. A typical self-report inventory presents a number of questions or statements that may or may not describe certain qualities or characteristics of the test subject.

Chances are good that you have taken a self-report inventory at some time in the past. Such questionnaires are often seen in doctors’ offices, in online personality tests, and in market research surveys. Even the fun quizzes you often see shared on Facebook are examples of self-report inventories. While this is an example of these inventories being used in an informal and entertaining way, such surveys can and do serve much more serious goals in collecting data and helping to identify potential problems.

This type of survey can be used to look at your current behaviors, past behaviors and possible behaviors in hypothetical situations. There are many different self-report inventories. The following are just a few well-known examples.

A self-report inventory is a type of psychological test in which a person fills out a survey or questionnaire with or without the help of an investigator. Self-report inventories often ask direct questions about personal interests, values, symptoms, behaviors, and traits or personality types. Inventories are different from tests in that there is no objectively correct answer; responses are based on opinions and subjective perceptions. Most self-report inventories are brief and can be taken or administered within five to 15 minutes, although some, such as the Minnesota Multiphasic Personality Inventory (MMPI), can take several hours to fully complete. They are popular because they can be inexpensive to give and to score, and their scores can often show good reliability.

There are three major approaches to developing self-report inventories: theory-guided, factor analysis, and criterion-keyed. Theory-guided inventories are constructed around a theory of personality or a prototype of a construct. Factor analysis uses statistical methods to organize groups of related items into subscales. Criterion-keyed inventories include questions that have been shown to statistically discriminate between a comparison group and a criterion group, such as people with clinical diagnoses of depression versus a control group.

Items may use any of several formats: a Likert scale with ranked options, true-false, or forced choice, although other formats such as sentence completion or visual analog scales are possible. True-false involves questions that the individual denotes as either being true or false about themselves. Forced-choice is a set of statements that require the individual to choose one as being most representative of themselves.

If the inventory includes items from different factors or constructs, the items can be mixed together or kept in groups. Sometimes the way people answer the item will change depending on the context offered by the neighboring items.

Self-report personality inventories include questions dealing with behaviours, responses to situations, characteristic thoughts and beliefs, habits, symptoms, and feelings. Test-takers-are usually asked to indicate how well each item describes themselves or how much they agree with each item Formats are varied, from adjectives such as “warm”, to sentences such as “I like parties”, or reports of behaviour “I have driven past the speed limit” and response formats from yes/no to Likert scales, to continuous “slider” responses. Some inventories are global, such as the NEO, others focus on particular domains, such as anger or aggression.[

Unlike IQ tests where there are correct answers that have to be worked out by test takers, for personality, attempts by test-takers to gain particular scores are an issue in applied testing. Test items are often transparent, and people may “figure out” how to respond to make themselves appear to possess whatever qualities they think an organization wants. In addition, people may falsify good responses, be biased towards their positive characteristics, or falsify bad, stressing negative characteristics, in order to obtain their preferred outcome. In clinical settings patients may exaggerate symptoms in order to make their situation seem worse, or under-report the severity or frequency of symptoms in order to minimize their problems. For this reason, self-report inventories are not used in isolation to diagnose a mental disorder, often used as screeners for verification by other assessment data. Many personality tests, such as the MMPI or the MBTI add questions that are designed to make it difficult for a person to exaggerate traits and symptoms. They are in common use for measuring levels of traits, or for symptom severity and change. Clinical discretion is advised for all self-report inventories.

Items may differ in social desirability, which can cause different scores for people at the same level of a trait, but differing in their desire to appear to possess socially desirable behaviors.

Self-report inventories are questionnaires that are used by counselors as part of the diagnostic process. These questionnaires typically ask a series of questions regarding symptoms, feelings, reactions and relationships as a means of learning about the client’s issues and their feelings about how those issues are affecting their lives.

These inventories are as effective only as far as the client is honest and truthful when filling it out. Oftentimes, with standardized tests instruments, questions will be repeated in altered forms to act as truthfulness checks.

An example would be an item that asks the individual “I frequently want to hurt myself” (yes/no) and then later on in the inventory asks “I never think about suicide” (yes/no). There are no way that a client can answer both of these questions “yes” or “no.” If one is positive, the other has to be negative. Contradictory items such as these can ‘catch’ someone who is being dishonest or filling out the self-report measure at random.
Examples of self-report inventories include the Minnesota Multiphasic Personality Inventory (MMPI) and the Beck Depression Inventory.

IGNOU MPC 003 Solved Assignment 2022-23

2. Explain behavioural assessment techniques and their weaknesses.

Ans. Behavioral evaluation is a systematic determination of a subject’s behavior using various methods like interviews, psychometric testing, direct supervision, and self-assessment. The purpose of behavioral evaluation is to observe, explain, and determine human behavior with advanced assessment tools.

Behavioral evaluation tools are often used together to assess the role-fitment. Often customized to emulate organizational setting and role challenges, these tools are an engaging way to choose the right people for the right job.

Different types of behavioral assessments represent a variety of frameworks to assess key behavioral competencies. These competencies can help employers determine the behavioral strengths of prospective employees. Behavioral assessments are crucial tools that employers use to identify and select candidates whose behavior, skills, knowledge, abilities, values, and ethics align with the company culture.

Behavioral assessment tests can measure a plethora of behavioral tendencies. They include result orientation, teamwork, conflict management, establishing trust and work delegation, etc. A behavioral test probes specific behavioral dispositions with an understanding that behaviors can change easily. Behavior is adaptable and can be observed, meaning it responds and changes according to an external environment.

Competency-Tool Mapping

Competency-tool mapping involves creating an organization-specific competency framework or using an available framework to identify relevant indicators of behaviors and map them on available tools. Two or more tools are typically combined for a reliable and holistic overview of the test-taker. Competency-tool mapping considers job compatibility with the workplace behaviors required to succeed on the job and in the organization. For instance, caselets can assess business acumen and prompt decision-making, while a case study simulator may better evaluate an analytical and innovative mindset.

Tool Creation

Tools and questions are created based on specific job functions. They emulate the job’s realities, posing questions that reflect actual workplace situations.

Content Validation

Content validation is vital to obtain optimal results. Multiple iterations of the content in consultation with subject matter experts and the organization are the best practice to reflect the real essence of the organizational environment.

Test Administering & Report Generation

For online behavioral tests, organizations can opt for virtual assessment centers. They are easy to roll out, highly time and cost-effective, easily scalable and generate instant reports. Conversely, offline tools often involve one or more assessors observing the candidates at a physical or blended assessment center. The reports typically take longer because the assessors need to cull the results together.

Data Analysis & Individual Development Plans

The reports should provide a detailed behavioral profile of the test-taker, other than actionable insights and plans for recruiters and L&D experts. Data analysis can help organizations understand the key skill gaps and training needs at a group level. Individual development plans are customized for each test-taker to help them understand and work on their development areas.

These are industry best practices and should ideally be employed for the most effective outcomes.

Behavioral assessment is a structured study and analysis of a person’s behavior using various methods like interviews, direct supervision, and self-observation. It refers to the process of observing, explaining, and predicting human behavior with the help of new-age digital tools. Behavioral assessments are now more commonly used in educational, clinical and corporate settings.

Behavioral assessments are generally used for recruitment and development purposes to assess core competencies required to perform the organization’s job. Behavioral assessments require candidates to exhibit behavioral competencies in one or more tasks related to their work responsibility and mimic an actual workplace situation. The behavioral evaluation occurs when candidates are provided with a series of simulated work environments with probable actions to be taken. They have to tick either the best option or grade the possible activities based on their effectiveness.

Behavioral tests evaluate behavioral competencies. Behavioral competencies comprise knowledge, skills, and personality traits in an individual. Such competencies are critical elements of a job that are evident in the workplace’s behavior and observable. Behavioral competencies vary across job roles and levels. Each behavioral competency can be gauged through a unique combination of behavioral tests, the outcomes of which can work wonders when it comes to workforce planning.

In the corporate context, behavioral assessments refer to new-age tools to measure behavioral competencies in a simulated work environment. These assessments require individuals to demonstrate behavioral competencies in one or more activities relevant to their job role and resemble an actual organizational situation. Candidates are presented with a series of realistic work-related scenarios with possible actions to be taken. They have to select either the best option or rank the possible actions based on their effectiveness. Behavioral assessments are commonly used for recruitment and development initiatives to measure critical competencies required to perform on the job.

Behavioral tests measure behavioral competencies. The combination of skills, knowledge and traits in an individual cumulatively form behavioral competencies. Behavioral competencies are a job’s components that reflect in behavior and are observable in the workplace.

Behavioral competencies often vary across job levels and job roles. Having a comprehensive list of behavioral competencies that are important to your organization’s culture can help you to choose and combine the right types of behavioral assessment tests for better workforce planning.

Chairman & CEO, The Energists

The workplace is continually evolving, and the ongoing pandemic has fastened its pace. Most employees are finding it challenging to remain motivated or manage their stress levels, which affects their productivity. Conversely, some employees have performed exceedingly well by demonstrating an exceptional drive to ensure growth.

Imagine being a manager of a remote team during the early days of the lockdown. Your team needs a more streamlined process to accomplish specific tasks. Having a fair idea of who has the propensity to lead can help you push the right team member to take the initiative.

Behavioral assessment methods help recognize the ‘how’ and ‘what’ behind a behavior, enabling you to hire the right candidates, develop the right employees and make informed decisions about your organization’s future leaders. Behavioral evaluations are outcome-oriented and match an individual’s behavioral tendencies with job demands, leading to extended associations and contented employees.

IGNOU MPC 003 Solved Assignment 2022-23

3. Explain Eysenck’s trait-type theory.


4. Explain the technical criteria before which the assessment techniques are considered

5. Explain the classification of projective techniques. Discuss the strengths and weaknesses of
projective techniques.

6. Define personality. Explain the concept of trait and personal dispositions.

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IGNOU MPC 003 Solved Assignment 2022-23

7. Explain the salient features of Sullivan’s theory of personality.

8. Discuss the psychological determinants of personality.

IGNOU MPC 003 Solved Assignment 2022-23


9. Important steps in personality assessment

10. Myers-Briggs Type Indicator

11. Purpose of case study method

12. The study of values by Allport

IGNOU MPC 003 Solved Assignment 2022-23

13. Big-five Inventory

14. Evaluation of Bandura’s theory

15. Characteristics of self-actualizers

16. Constitutional and environmental traits

IGNOU MPC 003 Solved Assignment 2022-23

17. Guilford’s trait theory

18. Idiographic approach to personality

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IGNOU MPC 003 Solved Assignment 2022-23  Before attempting the assignment, please read the following instructions carefully.

  1. Read the detailed instructions about the assignment given in the Handbook and Programme Guide.
  2. Write your enrolment number, name, full address and date on the top right corner of the first page of your response sheet(s).
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  4. Use only foolscap size paperfor your response and tag all the pages carefully
  5. Write the relevant question number with each answer.
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MPC 003 Solved Assignment 2022-23 You will find it useful to keep the following points in mind:

  1. Planning: Read the questions carefully. IGNOU MPC 003 Solved Assignment 2022-23 Download PDF Go through the units on which they are based. Make some points regarding each question and then rearrange these in a logical order. And please write the answers in your own words. Do not reproduce passages from the units.
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MPC 003 Handwritten Assignment 2022-23

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