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Inventory for Globally Distributed Software Teams
                                      By Dr. Harry CD
                            Contact: harrycd2011@gmail.com


The below inventory was used to ascertain the personal opinions of globally distributed
employees across 30 countries on the research topic “Organizational Citizenship
Behavior of Distributed Teams: A Study on the mediating effect of Organizational
Justice in Software Organizations”. Employees who are parts of distributed (onsite) and
collocated (offshore) teams took part in the survey. Members were asked to tick their
response using the following scale: Score 1 for never or rarely, 2 for occasionally, 3 for
sometimes, 4 for frequently, 5 for always or very frequently feeling the same way as the
statement. The reliability coefficient for the inventory was (alpha) .92.



There are two sets of inventory given below

First set is an inventory used by authors to measure the relevant constructs. All these
instruments have reported reliabilities over .70 for each dimension.

Second set is a fully developed version of the inventory used for the purpose of the
study mentioned above and have reported reliability coefficient over.90

1st Set

Organizational 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
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
16. Obey company rules and regulations even when I am away from corporate



Civic 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 trends



Organizational 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
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 harassment


Informational 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
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 as
against 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 peripheral
here.
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 here
3. __________ 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 role
4. __________ 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
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 role
6. ___________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 help
7. __________ 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 seniors
9. __________ 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 role
10. _________ 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 person




Satisfaction 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
10. My organization is an equal opportunity employer in spite of where an employee
       is posted


Personal Data
Please complete the following demographic information, giving your exact answers.
Your answers will be kept strictly confidential and will only be used by the researcher for
statistical purposes.


I. Gender: _____Male _____Female
II. Highest level of education _____Graduation b._____ Post Graduation c.
_____Doctoral
III. My designation is: ______________________
IV. My total experience is _____years _____months
V. 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 at
onsite ___________ members work at offshore.
XII. Number of team members in the same location (collocated) :________________ (*)
XIII. Number of members in different geographically locations: __________ Where are
they located?____________________ (*)(Name the countries if more than one)

                                             7
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
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 process
21. I feel onsite rotation policy is least followed in my organization
22. I feel onsite team is superior in technical expertise but lacked relationship skills
23. I feel onsite resources recruited and deployed at client site lack team spirit
24. It was not clear to me as to who owned the project- offshore PM or the onsite
   coordinator
25. My manager takes a wired look at delegating authority and responsibility
26. I feel assertive leadership in my organization is looked at as a shortcut route to
   promotion
27. I am always assigned with inexperienced / fresh set of resources
28. 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 organization
31. I feel promotions were virtually non-existent for onsite employees
32. Managers has the buying mentality while hiring employees
33. My managers have a favouring mentality while assigning an employee for an
   onsite assignment
34. As I do not know the onsite team, I could not communicate freely with them
35. Fear of unknown has been a barrier for onsite and offshore team to interact
36. Fear was crippling us whenever there was a leadership change in my
   organization
37. I have no budget for training onsite employees
38. As I am deputed to onsite, I don’t get ESOP from my companies
39. I feel new members joining in every now and then created chaos in offshore team
40. I feel lack of social life causes high burn out in the team
41. 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
43. Onsite team thinks sharing knowledge is sin
44. Short term assignments keep me behave like a cat on a wall.
45. Changing clients and job security makes me keep moving with the opportunity
46. I feel my return to offshore from onsite was a mistake
47. I feel after my return to offshore, I did not get enough attention from my customer
   / organization
48. I feel my role has been reduced at onsite
49. Mediocrity has been problem at onsite
50. My manager rebukes me in front of the customer
51. As an onsite / offshore employee, I do not get credit for the work I did
52. My onsite assignment gave me relatively Inadequate Compensation
53. I did not have variety of type of work
54. I was worried about the lack of growth
55. I wanted to leave the high Pressure job
56. I experienced high dissatisfaction at my work load and lack of work-life balance
57. I am a powerless Manager in my offshore team
58. The work that I do is a maintenance work and is low end compared to product
   consulting / development
59. I do not see any pride at work
60. My organization is expecting too much in very limited resources made available
61. It has been difficult for me to fulfill my family responsibilities because of late and
   extended working
62. I have come home from work too tired (several times a month) to do the chores
   which need to be done
63. I have arrived at work too tired to function well because of the household work I
   had done
64. My marriage/relationship suffers because of my work
65. I feel that my work prevents me from being as good a parent as I would like to be
66. I find it difficult to “switch” off when I finish work
67. My work affects my enjoyment of my social life



                                             10
68. Our team depends on other team (onsite / offshore) for the completion of their
   work
69. Our team owns responsibilities and they rarely have to check or work with others
70. Our team works closely with each other to do their work properly
71. When the company succeeds, both onsite and offshore teams are rewarded
72. Teams are rewarded to the extent that the company performs well
73. Our team shares the credit when the company performs well
74. Our team recognizes that they will be rewarded to the extent that all teams
   succeed
75. Our team thinks that their contributions deserve the corresponding rewards
76. Onsite- offshore teams “swim or sink” together
77. Onsite-offshore teams want each other to succeed
78. Onsite-offshore teams seek compatible goals
79. The goals of onsite and offshore teams go together
80. When distributed teams work together, they usually have common goals
81. Understanding the need to cooperate on time-zone difference
82. I find it difficult to deal with bureaucracy / authority
83. I find it difficult to adopt to local accommodation
84. I always see things from local point of view
85. I see no value in living away from family members overseas / independently from
   parents
86. My team members share information on project specific know-how
87. 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
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 appreciated
104. I feel left out if I do not participate in decisions
105. I feel I am a stranger to decisions if I don’t have a say
106. I want to see that my point of view is considered
107. I am part and parcel of the company and so I should be consulted
108. I don’t care about my point of view
109. I will be interested in the outcome and not the process
110. I believe in the management that they are always supportive
111. My manager postpones decisions in my absence
112. I support decisions even if it is taken in my absence
113. I get a justification of any decisions to which I don’t agree




             _____________________________________________




                                            12

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Inventory for Globally Distributed Teams

  • 1. Inventory for Globally Distributed Software Teams By Dr. Harry CD Contact: harrycd2011@gmail.com The below inventory was used to ascertain the personal opinions of globally distributed employees across 30 countries on the research topic “Organizational Citizenship Behavior of Distributed Teams: A Study on the mediating effect of Organizational Justice in Software Organizations”. Employees who are parts of distributed (onsite) and collocated (offshore) teams took part in the survey. Members were asked to tick their response using the following scale: Score 1 for never or rarely, 2 for occasionally, 3 for sometimes, 4 for frequently, 5 for always or very frequently feeling the same way as the statement. The reliability coefficient for the inventory was (alpha) .92. There are two sets of inventory given below First set is an inventory used by authors to measure the relevant constructs. All these instruments have reported reliabilities over .70 for each dimension. Second set is a fully developed version of the inventory used for the purpose of the study mentioned above and have reported reliability coefficient over.90 1st Set Organizational 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 corporate Civic 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 trends Organizational 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 harassment Informational 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 as against 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 peripheral here. 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 here 3. __________ 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 role 4. __________ 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 role 6. ___________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 help 7. __________ 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 seniors 9. __________ 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 role 10. _________ 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 person Satisfaction 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 posted Personal Data Please complete the following demographic information, giving your exact answers. Your answers will be kept strictly confidential and will only be used by the researcher for statistical purposes. I. Gender: _____Male _____Female II. Highest level of education _____Graduation b._____ Post Graduation c. _____Doctoral III. My designation is: ______________________ IV. My total experience is _____years _____months V. 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 at onsite ___________ members work at offshore. XII. Number of team members in the same location (collocated) :________________ (*) XIII. Number of members in different geographically locations: __________ Where are they 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 process 21. I feel onsite rotation policy is least followed in my organization 22. I feel onsite team is superior in technical expertise but lacked relationship skills 23. I feel onsite resources recruited and deployed at client site lack team spirit 24. It was not clear to me as to who owned the project- offshore PM or the onsite coordinator 25. My manager takes a wired look at delegating authority and responsibility 26. I feel assertive leadership in my organization is looked at as a shortcut route to promotion 27. I am always assigned with inexperienced / fresh set of resources 28. 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 organization 31. I feel promotions were virtually non-existent for onsite employees 32. Managers has the buying mentality while hiring employees 33. My managers have a favouring mentality while assigning an employee for an onsite assignment 34. As I do not know the onsite team, I could not communicate freely with them 35. Fear of unknown has been a barrier for onsite and offshore team to interact 36. Fear was crippling us whenever there was a leadership change in my organization 37. I have no budget for training onsite employees 38. As I am deputed to onsite, I don’t get ESOP from my companies 39. I feel new members joining in every now and then created chaos in offshore team 40. I feel lack of social life causes high burn out in the team 41. 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 sin 44. Short term assignments keep me behave like a cat on a wall. 45. Changing clients and job security makes me keep moving with the opportunity 46. I feel my return to offshore from onsite was a mistake 47. I feel after my return to offshore, I did not get enough attention from my customer / organization 48. I feel my role has been reduced at onsite 49. Mediocrity has been problem at onsite 50. My manager rebukes me in front of the customer 51. As an onsite / offshore employee, I do not get credit for the work I did 52. My onsite assignment gave me relatively Inadequate Compensation 53. I did not have variety of type of work 54. I was worried about the lack of growth 55. I wanted to leave the high Pressure job 56. I experienced high dissatisfaction at my work load and lack of work-life balance 57. I am a powerless Manager in my offshore team 58. The work that I do is a maintenance work and is low end compared to product consulting / development 59. I do not see any pride at work 60. My organization is expecting too much in very limited resources made available 61. It has been difficult for me to fulfill my family responsibilities because of late and extended working 62. I have come home from work too tired (several times a month) to do the chores which need to be done 63. I have arrived at work too tired to function well because of the household work I had done 64. My marriage/relationship suffers because of my work 65. I feel that my work prevents me from being as good a parent as I would like to be 66. I find it difficult to “switch” off when I finish work 67. 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 work 69. Our team owns responsibilities and they rarely have to check or work with others 70. Our team works closely with each other to do their work properly 71. When the company succeeds, both onsite and offshore teams are rewarded 72. Teams are rewarded to the extent that the company performs well 73. Our team shares the credit when the company performs well 74. Our team recognizes that they will be rewarded to the extent that all teams succeed 75. Our team thinks that their contributions deserve the corresponding rewards 76. Onsite- offshore teams “swim or sink” together 77. Onsite-offshore teams want each other to succeed 78. Onsite-offshore teams seek compatible goals 79. The goals of onsite and offshore teams go together 80. When distributed teams work together, they usually have common goals 81. Understanding the need to cooperate on time-zone difference 82. I find it difficult to deal with bureaucracy / authority 83. I find it difficult to adopt to local accommodation 84. I always see things from local point of view 85. I see no value in living away from family members overseas / independently from parents 86. My team members share information on project specific know-how 87. 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 appreciated 104. I feel left out if I do not participate in decisions 105. I feel I am a stranger to decisions if I don’t have a say 106. I want to see that my point of view is considered 107. I am part and parcel of the company and so I should be consulted 108. I don’t care about my point of view 109. I will be interested in the outcome and not the process 110. I believe in the management that they are always supportive 111. My manager postpones decisions in my absence 112. I support decisions even if it is taken in my absence 113. I get a justification of any decisions to which I don’t agree _____________________________________________ 12