PRACTICAL FILE

MASTER OF PSYCHOLOGY(MAPC)

SUBMITTED BY:

Dolly Sehgal
ENROLLMENT NO.:196433912
MPCE 34
[email protected]
8453007200

SUBMITTED TO:
INDIRA GANDHI NATIONAL OPEN UNIVERSITY (IGNOU), NEW DELHI

Amarjyoti Rehabilitation Centre 0734D, Rajghat 02

Five Factor Model Personality Test
Aims: To assess the personality of the subject using the personality test based on five factor
models.

Introduction: This test uses the Big-Five Factor Markers from the International Personality
Item Pool, developed by Goldberg (1992).
As per J.B Watson (1930): “Personality is the sum of activities that can be discovered by
actual observations over a long enough period of time to give reliable information.”
Research on personality has been of prime importance for psychologists over years and many
theories to assess it, like Tripartite Theory of Personality, Eysenck's Personality Theory,
Cattell's 16PF Trait Theory, Allport's Trait Theory have been developed.

Description: Test has been developed by Goldberg in 1992 to assess the major 5 personality
traits namely extraversion, neuroticism, agreeableness, conscientiousness and openness to
experience. The test contains 50 items in forms of questionnaire which assess these 5 factors.
There is no time limit but usually people take 3-8 minutes to finish this test. The responses
are scored on a 5 point continuum ranging from strongly disagree to strongly agree. The
Scoring is as follws: 1=Disagree, 2 = Moderately disagree 3=Neutral 4= Moderately agree
and 5=Agree.

Materials Required: Test booklet/ Questionnaire, Scoring key, Pencil, Eraser.

Participant’s Profile: Name - GD, Age:24, Gender: Female, Educational Qualification:

Graduate, Occupation: Student.

Procedure and Administration:

Preparation: The questionnaire, Pencil and scoring sheet are kept ready.
Rapport: The client was well informed about the test and rapport was formulated.
Instructions: In the table below, for each statement 1-50 mark how much you agree with on
the scale 1-5, where
1=disagree, 2=slightly disagree, 3=neutral, 4=slightly agree and 5=agree, in the box to the
left of it.

Introspective Report: The test instructions were conveyed well and my all doubts were clear
before the test administration. Taking the test makes me curious to know my results.

Test Questionnaire:
Scoring and Interpretation:

E = 20 + (1) 3 - (6) 2 + (11) 4 - (16) 2 + (21) 4 - (26) 2 + (31) 4 - (36) 2 + (41) 5 - (46) 3 =
__29_

A = 14 - (2) 1 + (7) 4 - (12) 1 + (17) 5 - (22) 1 + (27) 5 - (32) 2 + (37) 5 + (42) 5 + (47) 4 =
__37_

C = 14 + (3) 4 - (8) 2+ (13) 4 - (18)2 + (23)5 - (28) 2 + (33)3 - (38) 1 + (43)4 + (48) 4 = 31__

N = 38 - (4) 4 + (9) 2 - (14) 4+ (19) 2 - (24) 2- (29) 2 - (34) 3 - (39) 3- (44) 4- (49) 4 = __14_

O = 8 + (5)4- (10) 1 + (15) 5- (20)1 + (25) 5 - (30) 1_5 + (35) 5+ (40)2+ (45) + (50) 5=
__34___

The scores you calculate should be between zero and forty.

Individuals who score high on Factor I one are outgoing and social. Individuals who score
low tend to be shut ins.

Factor two is labelled as Neruoticism or Negative Emotionality (in these two cases
interpretations are inverted, as Neruoticism and Negative Emotionality can be though of as
the opposite of Emotional Stability).

Factor III is labeled as Agreeableness. A person high in agreeableness is friendly and

optimistic. Low scorers are critical and aggressive.
Factor IV is labeled as Conscientiousness. Individuals who score high on this factor are
careful and diligent. Low scorers are impulsive and disorganized.

Factor V is labeled as Intellect/Imagination.

This factor is also often called Openness to Experience.
People who score low tend to be traditional and conventional.

Discussion: Client has high degree of openness to experience, agreeableness and

conscientiousness which can help her harness the opportunities matching these traits. The
client has scored fairly well of Extroversion while Suffers from less emotional stability.
Emotional stability is very important in this dynamic world, she can work on herself to
become more stable by managing emotions well.

Conclusion: Test was well administered and the scores were conveyed to client. There is no
zone which need to be addressed for its critical situation. Client has fairly well personality on
all these dimensions.

References:

Goldberg, Lewis R. "The development of markers for the Big-Five factor structure."
Psychological assessment 4.1 (1992): 26.

https://openpsychometrics.org/tests/IPIP-BFFM/
Life Value Inventory

Aims: An Assessment of Values that guides behavior and Decision making.

Introduction: Life Values Inventory was developed by Brown,Duane and R. Kelly Crace,
1996. Milton Rokeach's (1973) definition of values has been adopted. He defined values as
standards that not only guide the behavior of the individuals who hold them, but serve as their
basis for judging the behavior of others.

Life Value Index has implications in decision making and tells about some factors which tend
to influence the decision making process. Some of the uses of LVI include couple
counselling, career counselling, Retirement counselling, team building and many other areas
which include decision making and interpersonal functioning as important factor.

Description: Test has been developed by Brown,Duane and R. Kelly Crace in 1996 and was
revised in 2002 to assess the values which has impact on any individual. It measures 14 such
values namely extraversion, neuroticism, agreeableness, conscientiousness and openness to
experience. The test contains 42 items in forms of statements which assess these values. It
usually takes 20 minutes for people to finish this test. The responses are scored on a 5 point
likert scale ranging from strongly disagree to strongly agree.

The Scoring is as follows: Almost Never guides my behaviour =5, Seldom guides my
behaviour =4, Sometimes Guides My behaviour =3, Occasionally guides my behaviour
=2,Almost Always Guides My Behavior=1.

Materials Required: Test booklet/ Questionnaire, Scoring key, Pencil, Eraser.

Participant’s Profile: Name - PS, Age:21, Gender: Male, Educational Qualification:

Graduate, Occupation: Student.

Procedure and Administration:

Preparation: The questionnaire, Pencil and scoring sheet are kept ready.
Rapport: The client was well informed about the test and rapport was formulated.

Instructions:
On the following pages is a list of beliefs that guides people’s behavior and helps them make
important
decisions. Read each one and then choose the response (1-5) that best describes how often the
belief guides your behavior.

Almost Never guides my behaviour =5, Seldom guides my behaviour =4, Sometimes Guides
My behaviour =3, Occasionally guides my behaviour =2,Almost Always Guides My
Behavior=1.

If a belief in being healthy almost never guides your behavior, circle 1. If being healthy
almost always
guides your behavior, circle 5. If the bet answer for you is between 1 and 5, circle the number
2,3, or 4 that most accurately describes how this belief guides your behavior.

Now you are ready to begin. Read each item carefully and circle only one response. Usually
your first
the idea is the best indicator of how you feel. Answer every item. There are no right or wrong
answers. Your choices should describe your own values, not the values of others.

Introspective Report: The test instructions were conveyed well and all my doubts were clear
before the test administration. Initially I was confused about the test purpose but it was well
conveyed. Taking the test makes me curious to know my results.

Test Questionnaire:
Scoring and Interpretation:

This will give you your scores for

the 15 major life values identified by this inventory.
A __1+4+2=7______
(Questions 1 + 15 + 29)
B ____2+3+3=8_______
(Questions 2 + 16 + 30)
C ____3+5+2=10______
(Questions 3 + 17 + 31)
D _2+3+5=10________
(Questions 4 + 18 + 32)
E _3+5+2=10_________
(Questions 5 + 19 + 33)
F ____4+3+3=10______
(Questions 6 + 20 + 34)
G _____5+5+5=15_____
(Questions 7 + 21 + 35)
H _____3+4+3=10_____
(Questions 8 + 22 + 36)
I ___5+3+5=13________
(Questions 9 + 23 + 37)
J _____3+1+2=6______
(Questions 10 + 24 + 38)
K ____2+2+3=7________
(Questions 11 + 25 + 39)
L ____3+3+2=8_______
(Questions 12 + 26 + 40)
M___4+2+3=9________
(Questions 13 + 27 + 41)
N __3+4+2=9________
(Questions 14 + 28 + 42)
SCORES
A ACHIEVEMENT
It is important to challenge yourself and work hard to improve.
B BELONGING
It is important to be accepted by others and to feel included.
C CONCERN FOR THE ENVIRONMENT
It is important to protect and preserve the environment.
D CONCERN FOR OTHERS
The well-being of others is important.
E CREATIVITY
It is important to have new ideas or to create new things.
F FINANCIAL PROSPERITY
It is important to be successful at making money or buying property.
G HEALTH AND ACTIVITY
It is important to be healthy and physically active.
H HUMILITY
It is important to be humble and modest about your accomplishments.
I INDEPENDENCE
It is important to make your own decisions and do things your way.
J LOYALTY TO FAMILY OR GROUP
It is important to follow the traditions and expectations of your family or group.
K PRIVACY
It is important to have time alone.
L RESPONSIBLITY
It is important to be dependable and trustworthy.
M SCIENTIFIC UNDERSTANDING
It is important to use scientific principles to understand and solve problems.
N SPIRITUALITY
It is important to have spiritual beliefs and to believe that you are part of
something greater than yourself.

Discussion: Client values health and activity most followed by Independence. Besides, does
regards other values to be considerably important having usually 8-10 points in others. While
lowest is for loyalty to family that is 6 followed by achievement and privacy at 7.

Conclusion: Test was well administered and the scores were conveyed to client. There is no
major zone which need to be addressed for its critical situation. C

References:

©Brown,Duane and R. Kelly Crace, 1996. Life Values Inventory

CONFLICT MANAGEMENT STYLES ASSESSMENT

Aim: The aim of conflict management is to enhance learning and group outcomes, including
effectiveness or performance in an organizational setting.

Introduction: The Conflict Management styles assessment was developed by Reginald (Reg)
Adkins. Conflict-Management Style Survey has been designed to help you become more
aware of your characteristic approach, or style, in managing conflict. In completing this
survey,
you are invited to respond by making choices that correspond with you typical behavior or
attitudes in conflict situations.

This assessment is intended to help you identify your typical response to conflict, with the
goal that when you encounter future conflicts, you will be aware of not only your instinctive
reaction, but also the pros and cons of that reaction for the specific situation. Furthermore,
you will also be aware of the other styles of conflict management that you could draw on to
resolve the situation, if one of the other styles is more appropriate for the current situation.

Description: Test has been developed by The Conflict Management styles assessment was
developed by Reginald (Reg) Adkins to identify your typical response to conflict, with the
goal that when you encounter future conflicts, you will be aware of not only your instinctive
reaction, but also the pros and cons of that reaction for the specific situation. It measures 5
styles namely Owl, Turtle, Shark, Teddy bear, fox and tells about the dominant style of
conflict resolution. The test contains 15 items in forms of statements which assess these
styles. It usually takes 10-15 minutes for people to finish this test. The responses are scored
on a 4 point likert scale ranging from rarely to always.

The Scoring is as follows:

Rarely :1
Sometimes:2
Often :3
Always:4

Materials Required: Test booklet/ Questionnaire, Scoring key, Pencil, Eraser.

Participant’s Profile: Name - RD, Age:24, Gender: Male, Educational Qualification:

PostGraduate, Occupation: CEO.

Procedure and Administration:

Preparation: The questionnaire, Pencil and scoring sheet are kept ready.
Rapport: The client was well informed about the test and rapport was formulated.

Instructions:
Please CIRCLE ONE response that best describes you. Be honest, this survey is designed to
help you
learn about your conflict management style. There are no right or wrong answers!
.

Introspective Report: The test instructions were conveyed well and all my doubts were clear
before the test administration. Initially I was confused about the test purpose but it was well
conveyed. Taking the test makes me curious to know my results.

Test Questionnaire:

Scoring and Interpretation:

As stated, the 15 statements correspond to the five conflict management styles. To find your
most preferred style, total the points for each style. The style with the highest score indicates
your most commonly used strategy. The one with the lowest score indicates your least
preferred strategy. However, all styles have pros and cons, so it’s important that you can use
the most appropriate style for each conflict situation.
Style Corresponding Statements: Total:
Collaborating (questions 1, 5, 7): 4+2+2=8__
Competing: (questions 4, 9, 12): 1+2+2=5
Avoiding: (questions 6, 10, 15): 3+4+2=9
Accommodating: (questions 3, 11, 14): 3+3+1=7
Compromising: (questions 2, 8, 13):2+4+3=9

Owl( Collaborating)
Owls highly value both their goals and their relationships. They view conflict as a problem to
be solved and seek a solution that achieves both their goals and the goals
of the other person. Owls see conflicts as a means of improving relationships by reducing
tensions between two persons. They try to begin a discussion that identifies the conflict as a
problem, and strive to resolve tensions and maintain the relationship by seeking solutions that
satisfy both themselves and the other person.
Turtle( Avoiding)
Turtles tend to value avoiding confrontation more than either their goals or relationships.
They often find it easier to withdraw from a conflict than to face it. This might
even include completely giving up relationships or goals that are associated with the conflict.

Shark( Competing)
Sharks typically value their goals over relationships, meaning that if forced to choose, they
would seek to achieve their goals even at the cost of the relationship involved. Sharks are
typically more concerned with accomplishing their goals than with being liked by others.
They might try to force opponents to accept their solution to the conflict by
overpowering them.

Teddy Bear (Accommodating)

Teddy Bears typically value relationships over their own goals; if forced to choose, Teddy
Bears will often sacrifice their goals in order to maintain relationships. Teddy
Bears generally want to be liked by others, and prefer to avoid conflict
because they believe addressing it will damage relationships. Teddy Bears try to smooth over
conflict to prevent damage to the relationship.

Fox (Compromising)
Foxes are moderately concerned with both their goals and their relationships with others.
Foxes typically seek a compromise; they give up part of their goals and
persuade the other person in a conflict to give up part of their goals. They seek a conflict
solution in which both sides gain something; the middle ground between two extreme
positions. They are willing to sacrifice part of their goals in order to find agreement for the
common good

Discussion: The client has 2 dominant conflict resolution styles which are Avoiding and
Compromising client usually avoid getting into conflicts at all or focus on achieving a
compromise.

Conclusion: Test was well administered and the scores were conveyed to client. There is no
zone which need to be addressed for its critical situation. Client has fairly well personality on
all these dimensions.

References:

Conflict_Management_Styles_Assessment.pdf (blake-group.com)
PERCEIVED STRESS SCALE

Aim: The Perceived Stress Scale (PSS) is the most widely used psychological instrument for
measuring the perception of
stress. It is a measure of the degree to which situations in one’s life are appraised as stressful.

Introduction: The Perceived Stress scale was developed by Sheldon Cohen in 1994 and is
the most widely used psychological instrument for measuring the perception of stress.

Stress is the feeling of being overwhelmed or unable to cope with mental or emotional
pressure
Test wasdesigned to tap how unpredictable, uncontrollable, and overloaded respondents find
their lives. The scale also includes a number of direct queries about current levels of
experienced stress.

Description: Test has been developed by Sheldon Cohen (1994) to measure the degree to
which situations in one’s life are appraised as stressful.
Items were designed to tap how unpredictable, uncontrollable, and overloaded respondents
find their lives. The scale also
includes a number of direct queries about current levels of experienced stress. The PSS was
designed for use in community samples with at least a junior high school education. The
items are easy to understand, and the response alternatives are simple to grasp. Moreover, the
questions are of a general nature and hence are relatively free of content specific to any
subpopulation group. The questions in the PSS ask about feelings and thoughts during the last
month. In each case, respondents are asked how often they felt a certain way.
Because levels of appraised stress should be influenced by daily hassles, major events, and
changes in coping resources, predictive validity of the PSS is expected to fall off rapidly after
four to eight weeks.

The test contains 10 items in the form of a statement. It usually takes 10-15 minutes for
people to finish this test. The responses are scored on a 4 point likert scale ranging from
never to very often.

The Scoring is as follows:

0 = Never 1 = Almost Never 2 = Sometimes 3 = Fairly Often 4 = Very Often

Materials Required: Test booklet/ Questionnaire, Scoring key, Pencil, Eraser.

Participant’s Profile: Name - PK, Age:30, Gender: Female, Educational Qualification:

PostGraduate, Occupation: Bank Employee.

Procedure and Administration:

Preparation: The questionnaire, Pencil and scoring sheet are kept ready.
Rapport: The client was well informed about the test and rapport was formulated.

Instructions:
The questions in this scale ask you about your feelings and thoughts during the last month.
In each case, you will be asked to indicate by circling how often you felt or thought a certain
way.

0 = Never 1 = Almost Never 2 = Sometimes 3 = Fairly Often 4 = Very Often

.

Introspective Report: The test instructions were conveyed well and all my doubts were clear
before the test administration. Initially I was confused about the test purpose but it was well
conveyed. Taking the test makes me curious to know my results.

Test Questionnaire:

Scoring and Interpretation:

PSS scores are obtained by reversing responses (e.g., 0 = 4, 1 = 3, 2 = 2, 3 = 1 & 4 = 0) to the
four positively stated items (items 4, 5, 7, & 8) and then summing across all scale items. A
short 4 item scale can be made from questions 2, 4, 5 and 10 of the PSS 10 item scale

4+2+3+4+2+1+1+3+2+2=24

A high score shows higher Perceived Stress and vice versa.

Scores ranging from 0-13 would be considered low stress. Scores ranging from 14-26 would
be considered moderate stress. Scores ranging from 27-40 would be considered high
perceived stress.

Discussion: The client is facing the moderate stress which if not taken care now may increase
in future. The client shall focus on practicing some stress relaxation techniques such as
Meditation.

Conclusion: Test was well administered and the scores were conveyed to client. There is no
zone which need to be addressed for its critical situation. Client has fairly well personality on
all these dimensions.

References:
http://www.mindgarden.com/documents/PerceivedStressScale.pdf
CASE STUDY

Case: Ms. Preeti recently joined as a software engineer in a company. She was thrilled to get
a job in this
company. After few days of her joining, Mr. Raghav was also recruited at the equivalent post
of Ms. Preeti in the same company. She was surprised to find that though Mr. Raghav had
less work experience thanher, he was getting a higher salary and benefits comparatively.
After perceiving that despite having more expertise, she was being rewarded less than Mr
Raghav, she no more felt like giving her full efforts and dedication to the job. Due to her
decrease in commitment, the company had to suffer in its service and productivity.
On the basis of the above case,

1. Outline the theory of motivation that you think deals with such social
comparison at organizational level.

2. What are the remedies/ways that you would suggest to motivate Ms Preeti to reduce
such perceived inequity?

Answer:
1: Adam’s Equity Theory deals with such comparisons at organisation. It is also known as the
Equity Theory of Motivation. It was developed in 1963 by John Stacey Adams, a workplace
behavioral psychologist.

Equity Theory is based on the idea that individuals are motivated by fairness. In simple
terms, equity theory states that if an individual identifies an inequity between themselves and
a peer, they will adjust the work they do to make the situation fair in their eyes. For example,
if an employee learns that a peer doing exactly the same job as them is earning more money,
then they may choose to do less work, thus creating fairness in their eyes, which is the
situation in this case.

Extrapolating from this, Adam’s Equity Theory tells us that the higher an individual’s
perception of equity (fairness), then the more motivated they will be. Viceversa, an individual
will be demotivated if they perceive unfairness.

There is balance or imbalance among inputs (job performance, dedication etc) and outputs
(salary etc). If balance is there, the employee stays motivated while in case of imbalance
seen, the employee becomes a victim of demotivation.

2. What are the remedies/ways that you would suggest to motivate Ms Preeti to reduce
such perceived inequity?

The company should make the salary and other benefits of Mr. Raghav and Ms. Preeti on the
same level to avoid the situation of perceived inequity which will help boost motivation of
Ms. Preeti. The organisation should :
● Focus on avoiding favoritism from the start.
● Speak to employees who appear to feel that they have been treated unfairly.
● Praise those who appear to lack motivation.

These points may help in dealing the case of Ms. Preeti.