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Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
Inventory for Globally Distributed Teams
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Inventory for Globally Distributed Teams

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  • 1. Inventory for Globally Distributed Software Teams By Dr. Harry CD Contact: harrycd2011@gmail.comThe below inventory was used to ascertain the personal opinions of globally distributedemployees across 30 countries on the research topic “Organizational CitizenshipBehavior of Distributed Teams: A Study on the mediating effect of OrganizationalJustice in Software Organizations”. Employees who are parts of distributed (onsite) andcollocated (offshore) teams took part in the survey. Members were asked to tick theirresponse using the following scale: Score 1 for never or rarely, 2 for occasionally, 3 forsometimes, 4 for frequently, 5 for always or very frequently feeling the same way as thestatement. The reliability coefficient for the inventory was (alpha) .92.There are two sets of inventory given belowFirst set is an inventory used by authors to measure the relevant constructs. All theseinstruments have reported reliabilities over .70 for each dimension.Second set is a fully developed version of the inventory used for the purpose of thestudy mentioned above and have reported reliability coefficient over.901st SetOrganizational Citizenship Behavior (Podsakoff & MacKenzie,1989)Altruism 1. I help my team members when they have to stretch into extended hours of work 2. I help my team members even though they join us late into the team 3. I help team members if they struggle with lack of domain or technical knowledge 1
  • 2. 4. I feel new members joining in every now and then create chaos in the team (Reverse Coded)Conscientiousness 5. As a member of the project team, my opinion is sought. 6. I respect the rights of my project team members and consider their opinion for making decision 7. I take steps to prevent fear of unknown affecting my team members 8. I consider it important to inform my team members of my important decisions which may affect them.Sportsmanship 9. I often complain about lack of onsite rotation policy in my organization (Reverse Coded) 10. I feel managers have the buying mentality while hiring employees (Reverse Coded) 11. I feel lack of social life causes high burn out in the team (Reverse Coded) 12. I feel assertive leadership in my organization is looked at as a shortcut route to promotion (Reverse Coded)General Compliance 13. I support the reasonable demands of my project team 14. Never take long leaves that affect workflow and productivity of my team members 15. I update my team members regularly on the status of the project 2
  • 3. 16. Obey company rules and regulations even when I am away from corporateCivic Virtue 17. I keep abreast of the requirement changes in the project team 18. Even though late night or delayed calls, I attend meetings in spite of personal inconvenience 19. Attend all client relationship meetings even though they don’t impact business 20. My organization updates the company trendsOrganizational Justice (Colquitt, 2001)Procedural Justice 1. My organization considers my views on the procedures of work shared between team members 2. I am able to influence the outcomes of the procedure applied to my team 3. My organization is consistent in applying procedures for selection of onsite employees 4. My organization procedure does not discriminate (is not biased) between onsite and offshore employees 5. Resources exchange procedures in my organization are well defined 6. Discontentment on the processes affecting my assignment can be appealed 7. My organizational procedures upheld ethical standards of employees both onsite and offshore 3
  • 4. Distributive Justice 8. I do not get credit for my work (Reverse Coded) 9. My assignment gave me relatively Inadequate Compensation (Reverse Coded) 10. The amount of work that I do, does not reflect my pay (Reverse Coded) 11. A typical job role for long years deprives me of a promotion (Reverse Coded)Interactional Justice 12. I am treated in a polite manner irrespective whether I am at onsite or offshore 13. I am treated with respect in my place of work 14. My organization treats me with dignity in spite of my work / employment status 15. Employees in my organization face more harassmentInformational Justice 16. My roles and responsibilities as a distributed member have been explained thoroughly 17. Explanation about procedures adopted for distributing team members is reasonable 18. My role in my team is communicated to me 19. The communication I get, at onsite or offshore, satisfies my personal and specific needs 20. Talking to my bosses’ boss was perceived as a threat by the immediate boss. (Reverse Coded)Perceived Organizational Support (Moorman, Blakely, Niehoff,1998) 1. My organization values my contribution to its Well-being. 2. My organization shows a great deal of concern for me. 3. My organization cares about my opinions. 4
  • 5. 4. My organization cares about my general satisfaction at work. 5. In my organization good work done is appreciated 6. My organization takes pride in my accomplishments at work. 7. My organization appreciates any extra effort from me. 8. My organization is willing to extend itself in order to help me perform my job to the best of my ability. 9. My organization is willing to help me when I need a favor. 10. My organization tries to make my job as interesting as possible. 11. My organization regards my best interests when it makes decisions that affect me. 12. My organization really cares about my well-being. 13. Help is available from my organization when I have a problem. 14. Even if given the opportunity my organization would never take advantage of me. 15. My organization strongly considers my goals and values. 16. My organization would not ignore any complaint from me. (Reverse Coded)Role Efficacy (Uday Pareek,1980)We have chosen a set of statements from each dimension amounting 10 sets asagainst proposed 20 sets.1. ___________a. My role is very important in this organization, I feel central here __________ b. I am doing a useful and fairly important work __________ c. Very little importance is given to my role in this organization; I feel peripheralhere.2. ___________a. My training and expertise are not fully utilized in my present role __________ b. My training and knowledge are not used in my present role __________ c. I am able to use my knowledge and training very well here3. __________ a. I have little freedom in my role; I am only an errand person __________ b. I operate according to the directions given to me __________ c. I can take initiative and act on my own in my role4. __________ a. I am doing usual routine work in my role __________ b. In my role I am able to use my creativity and do something new __________ c. I have no time for creative work in my role 5
  • 6. 5. __________ a. No one in the organization responds to my ideas and suggestions __________ b. I work in close collaboration with some other colleagues __________ c. I am alone and have almost no one to consult in my role6. ___________a. When I need some help, none is available __________ b. Whenever I have a problem, others help me. __________ c. I get very hostile responses when I ask for help7. __________ a. I regret that I do not have opportunity to contribute to society in my role __________ b. What I am doing in my role is likely to help other organizations or society. __________ c. I have the opportunity to have some effect on the larger society in my role.8. __________ a. I contribute to some decisions __________ b. I have no power here __________ c. My advice is accepted by my seniors9. __________ a. Some of what I do contribute to my learning __________ b. I am slowly forgetting all that I learnt (my professional knowledge) __________ c. I have tremendous opportunities for professional growth in my role10. _________ a. I dislike being bothered with my problems. _________ b. When a subordinate brings a problem to me, I help to find a solution _________ c. I refer the problem to my boss or some other personSatisfaction with Outcomes (Chidambaram,1996) 1. Overall, I am personally satisfied with the outcomes of our team 2. My team has produced effective and valuable results. 3. I agree with the final decision of the team even if I am not present 4. Overall, the quality of the outcomes was high at onsite and offshore 5. Frequent change in my role disturbs my life 6. I feel rewarded when I am deputed to onsite frequently 7. I feel lack of focus as I keep attending to client requirements (Reverse Coded) 8. I am behind my peers when it comes to technology (Reverse Coded) 9. My organization adopts employee friendly policies for employee’s post-onsite assignment. 6
  • 7. 10. My organization is an equal opportunity employer in spite of where an employee is postedPersonal DataPlease complete the following demographic information, giving your exact answers.Your answers will be kept strictly confidential and will only be used by the researcher forstatistical purposes.I. Gender: _____Male _____FemaleII. Highest level of education _____Graduation b._____ Post Graduation c._____DoctoralIII. My designation is: ______________________IV. My total experience is _____years _____monthsV. My experience can be divided into a. ___________ Distributed years (Onsite) b. ________ Collocated years (Offshore)VI. My current location is within India____________ outside India (country deputed)______________________. (Put a tick)VII. My company is into __________________ business. (Consulting and Services (A)or Product Development (B) Business Process Outsourcing (C))VIII. I am employed in my current organization as__________ employee. (Consultant(A) Contract (B) Permanent (C) Part time (D)IX. My current role is _____________________ (Technical Developer (A) or coordinator(B) or project management(C) or others (D)X. My company is a ________________(A) An Indian Company, (B) MNC Company,(C) A joint venture, (D) A subsidiary -captive center or (E) others ________XI. My current project team size is __________ and _______ members are work atonsite ___________ members work at offshore.XII. Number of team members in the same location (collocated) :________________ (*)XIII. Number of members in different geographically locations: __________ Where arethey located?____________________ (*)(Name the countries if more than one) 7
  • 8. 2nd Set 1. General procedure followed in my company for promoting a resource to a higher band is biased to an onsite employee 2. My company follows independent promotion and salary process for onsite and offshore teams 3. There is no relationship between the career path followed at offshore and the one followed onsite 4. People who came back from onsite were expected to resume their old offshore roles with the same old salary 5. Onsite teams often discuss the in-competencies of offshore developers, the pressures from the client and the amount of stretching they had to do. 6. Sudden deployment of an onsite employee disturbs a well structured team in offshore 7. I am deprived of a promotion because I worked at onsite and did not have a team to report to 8. My onsite assignment is not taken into account for promotion at offshore 9. My organization’s lack of transparency in the existing systems and processes creates imbalances between onsite and offshore teams. 10. Exit system is not fair when it comes to onsite versus offshore 11. Women employees face more harassment at offshore than in onsite 12. I feel being in a project for a long time is making me redundant and unattractive 13. Being at onsite for a long term is making me low value person for future competencies 14. Being associated with a project for a long term develops inherent stress associated with it 15. I am allowed to learn what I want to learn in this organization. 16. I am given growth opportunities as per my capabilities and expectation. 17. I am given projects of similar nature (mundane and repeat) work 18. The compensation given to me was below average 8
  • 9. 19. I could not hire top talents as the compensation structure does not allow.20. Hiring for onsite assignment in my organization is a lengthy process21. I feel onsite rotation policy is least followed in my organization22. I feel onsite team is superior in technical expertise but lacked relationship skills23. I feel onsite resources recruited and deployed at client site lack team spirit24. It was not clear to me as to who owned the project- offshore PM or the onsite coordinator25. My manager takes a wired look at delegating authority and responsibility26. I feel assertive leadership in my organization is looked at as a shortcut route to promotion27. I am always assigned with inexperienced / fresh set of resources28. I experience arrogance and superiority complex of the onsite team makes matters worse.29. I feel talking to my bosses’ boss was perceived as a threat by the immediate boss.30. I feel maintaining a personal relationship with the client was perceived as a risk by my organization31. I feel promotions were virtually non-existent for onsite employees32. Managers has the buying mentality while hiring employees33. My managers have a favouring mentality while assigning an employee for an onsite assignment34. As I do not know the onsite team, I could not communicate freely with them35. Fear of unknown has been a barrier for onsite and offshore team to interact36. Fear was crippling us whenever there was a leadership change in my organization37. I have no budget for training onsite employees38. As I am deputed to onsite, I don’t get ESOP from my companies39. I feel new members joining in every now and then created chaos in offshore team40. I feel lack of social life causes high burn out in the team41. If I am not given onsite opportunity, I will be forced to quit.42. Lack of resources and extended work builds high pressure for onsite team 9
  • 10. 43. Onsite team thinks sharing knowledge is sin44. Short term assignments keep me behave like a cat on a wall.45. Changing clients and job security makes me keep moving with the opportunity46. I feel my return to offshore from onsite was a mistake47. I feel after my return to offshore, I did not get enough attention from my customer / organization48. I feel my role has been reduced at onsite49. Mediocrity has been problem at onsite50. My manager rebukes me in front of the customer51. As an onsite / offshore employee, I do not get credit for the work I did52. My onsite assignment gave me relatively Inadequate Compensation53. I did not have variety of type of work54. I was worried about the lack of growth55. I wanted to leave the high Pressure job56. I experienced high dissatisfaction at my work load and lack of work-life balance57. I am a powerless Manager in my offshore team58. The work that I do is a maintenance work and is low end compared to product consulting / development59. I do not see any pride at work60. My organization is expecting too much in very limited resources made available61. It has been difficult for me to fulfill my family responsibilities because of late and extended working62. I have come home from work too tired (several times a month) to do the chores which need to be done63. I have arrived at work too tired to function well because of the household work I had done64. My marriage/relationship suffers because of my work65. I feel that my work prevents me from being as good a parent as I would like to be66. I find it difficult to “switch” off when I finish work67. My work affects my enjoyment of my social life 10
  • 11. 68. Our team depends on other team (onsite / offshore) for the completion of their work69. Our team owns responsibilities and they rarely have to check or work with others70. Our team works closely with each other to do their work properly71. When the company succeeds, both onsite and offshore teams are rewarded72. Teams are rewarded to the extent that the company performs well73. Our team shares the credit when the company performs well74. Our team recognizes that they will be rewarded to the extent that all teams succeed75. Our team thinks that their contributions deserve the corresponding rewards76. Onsite- offshore teams “swim or sink” together77. Onsite-offshore teams want each other to succeed78. Onsite-offshore teams seek compatible goals79. The goals of onsite and offshore teams go together80. When distributed teams work together, they usually have common goals81. Understanding the need to cooperate on time-zone difference82. I find it difficult to deal with bureaucracy / authority83. I find it difficult to adopt to local accommodation84. I always see things from local point of view85. I see no value in living away from family members overseas / independently from parents86. My team members share information on project specific know-how87. I seek information on competitive edge (USP)88. Are you pushed hard to meet delivery targets?89. Have your manager provided you the opportunity you deserve?90. Do you feel what you do is not what you want to do?91. Is the work you do fulfills your and organizations goals?92. Have seen your manager chiding your colleagues?93. Is there anyone in your team who is jobless for a longtime?94. Do you feel your manager is fair in appraisals and incentives?95. Does your manager listen to you fully before he reacts? 11
  • 12. 96. Do you feel your manager accepts your participation in meetings?97. Do you feel he takes longtime to respond to your queries?98. Is your manager adamant on your extended hours of work?99. Do you feel he is partial and preferential?100. Is your manager generous to you on salary review?101. Is your discussion with your manager goes beyond work?102. Do you feel disturbed when you see your team member isolated?103. My contributions are treated as innovative and appreciated104. I feel left out if I do not participate in decisions105. I feel I am a stranger to decisions if I don’t have a say106. I want to see that my point of view is considered107. I am part and parcel of the company and so I should be consulted108. I don’t care about my point of view109. I will be interested in the outcome and not the process110. I believe in the management that they are always supportive111. My manager postpones decisions in my absence112. I support decisions even if it is taken in my absence113. I get a justification of any decisions to which I don’t agree _____________________________________________ 12

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