83

A Self Perception Inventory to Assess the Best Team Roles in a

Management Team

Directions: For each section distribute a total of ten (10) points among the eight (8)
sentences which you think best describe your behaviour in the given
situations. These points may be distributed among several sentences; in extreme
cases, they might be spread among all the sentences or ten points may be given
to a single sentence.

Section I. What I believe I can contribute to a team:

______a. I think I can quickly see and take advantage of new opportunities.
______b. I can work well with a very wide range of people.
______c. Producing ideas is one of my natural assets.
______d. My ability rests in being able to draw people out whenever I detect they have
something of value to contribute to group objectives.
______e. My capacity to follow through has much to do with my personal effectiveness.
______f. I am ready to face temporary unpopularity if it leads to worthwhile results in the
end.
______g. I am quick to sense what is likely to work in a situation with which I am
familiar.
______h. I can offer a reasoned case for alternative courses of action without introducing
bias or prejudice
Comments: _____________________________________________________________

Section II. If I have a possible shortcoming in teamwork, it could be that:

______ a. I am not at ease unless meetings are well-structured and controlled and
generally well-conducted.
______ b. I am inclined to be too generous towards others who have a valid viewpoint
that has not been given a proper airing.
______c. I have a tendency to talk a lot once the group gets on to new ideas.
______d. My objective outlook makes it difficult for me to join in readily and
enthusiastically with colleagues.
______e. I am sometimes seen as forceful and authoritarian if there is a need to get
something new.
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______f. I find it difficult to lead from the front, perhaps because I am over-responsive to
group atmosphere.
______g. I am apt to get too caught up in ideas that occur to me and so lose track of what
is happening.
______h. My colleagues tend to see me as worrying unnecessarily over detail and
possibility that things may go wrong.
Comments: _____________________________________________________________

Section III. When involved in a project with other people:

______a. I have an aptitude for influencing people without pressurizing them.
______b. My general vigilance prevents careless mistakes and omissions being made.
______c. I am ready to press for action to make sure that the meeting does not waste time
or lose sight of the main objective.
______d. I can be counted on to contribute something original.
______e. I am always ready to back a good suggestion in the common interest.
______f. I am keen to look for the latest in new ideas and developments.
______g. I believe my capacity for cool judgment is appreciated by others.
______h. I can be relied upon to see that all essential work is organized.
Comments: _____________________________________________________________

Section IV. My characteristic approach to group work is that:

_____ a. I have a quiet interest in getting to know colleagues better.
_____ b. I am not reluctant to challenge the views of others or to hold a minority myself.
_____ c. I can usually find a line of argument to refute unsound propositions.
_____ d. I think I have a talent for making things work once a plan has been put into
operation.
_____ e. I have the tendency to avoid the obvious and to come out with the unexpected.
_____ f. I bring a touch of perfectionism to any team job I undertake.
_____ g. I am ready to make use of contacts outside the group itself.
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_____ h. While I am interested in all views I have no hesitation in making mind once a
decision has to be made.
Comments: _____________________________________________________________

Section V. I gain satisfaction in a job because:

_____ a. I enjoy analysing situations and weighing up all possible choices.
_____ b. I am interested in finding out practical solutions to problems.
_____ c. I like to feel I am fostering good working relationship.
_____ d. I can have a strong influence on decisions.
_____ e. I can meet people who may have something new to offer.
_____ f. I can get people to agree on a necessary course of action.
_____ g. I feel in my element where I can give a task my full attention.
_____ h. I like to find a field that stretches my imagination

Comments: _____________________________________________________________

Section VI. If I am suddenly given a difficult task with limited time and unfamiliar
people:
______ a. I would feel like retiring to a corner to devise a way out of the impasse before
developing a line.
_____ b. I would be ready to work with the person who showed the most positive
approach, however difficult he might be.
_____ c. I would find some ways of reducing the size of the task by establishing what
different individuals might best contribute.
_____ d. My natural sense of urgency would help to ensure that we did not fall behind
schedule.
_____ e. I believe I would keep cool and maintain my capacity to think straight.
_____ f. I would retain a steadiness of purpose in spite of the pressures.
_____ g. I would be prepared to take a positive lead if I felt the group was making no
progress.
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_____ h. I would open up discussions with a view to stimulating new thoughts and
getting something moving.

Comments: _____________________________________________________________
Section VII. With reference to the problems to which I am subject in working in groups:
_____ a. I am apt to show my impatience with those who are obstructing progress.
_____ b. Others may criticize me for being analytical and insufficiently intuitive.
_____ c. My desire to ensure that work is properly done can hold up proceedings.
_____ d. I tend to get bored rather easily and rely on one or two stimulating members to
spark me off.
_____ e. I find it difficult to get started unless the goals are clear,

_____ f. I am sometimes poor at explaining and clarifying complex points that occur to me.
_____ g. I am conscious of demanding from others the things I cannot do myself.
_____ h. I hesitate to get my points across when I run up against real opposition.
Comments: _____________________________________________________________
 87

QUESTIONNAIRE ON JOB SATISFACTION

Part I. Demographic Profile of Respondents
Directions: Please provide the information asked for. (Information given will be handled
confidentially and will be used only for research purposes. Thank you.)
1. Name: (optional)___________________________________________________
2. Age:_____________________________________________________________
3. Sex: _____________________________________________________________
4. Civil Status: _______________________________________________________
5. Highest Educational Attainment:_______________________________________
6. Position/Designation: ________________________________________________
7. Number of years working in the organization: ____________________________

Part II Question on Job Satisfaction

Directions: Please indicate your level of job satisfaction based on the given rating scale
by checking the proper column.

Section 1. Nature of Work

Highly Satisfied Dissatisfied Highly
Number Statement Satisfied Dissatisfied
4 3 2 1
Suitability and Interest in
1
the Job
Ability to improve skill
2 and knowledge from my
job
Ability to command
3 dignity and respect from
the job
Ability to do the best of
4
my work
Ability to live a happy
5 home life with realization
of aspirations
Provision of required
6 information for doing the
work
Requirement of physical
7 efforts and previous
experience to do my job
Encouragement given for
8 self -thinking while at
work
9 Importance given to my
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ideas to do things better

Communication of
10 information about what is
going on
Respect and
11 encouragement given for
my efforts
Attachment towards my
12
existing job

Comments: _____________________________________________________________

Section 2. Inter-personal Relationship

Highly Highly
Satisfied Dissatisfied Dissatisfied
Number Statement Satisfied
3 2 1
4
The trust imposed on me
1
by my superiors
Trust in my superiors for
2
their encouragement
Mutual
3 cooperation among people
in the organization
Care shown by the
4 superior in learning my
job
Way of listening to the
5 suggestions made by
employees
Free discussion between
6 the superiors and
employees
Care taken in the
7 appreciation of good work
done
Non-threatening way of
communicating the
8
weaknesses of the
employees
Free of expression of
problems in free and
9
informal atmosphere

10 Encouragement given by
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seniors in experimenting
the new methods of doing
my work

Comments: _____________________________________________________________

Section 3. Pay and Allowances

Highly Highly
Satisfied Dissatisfied
Dissatisfied
Number Statement Satisfied 2
3 1
4
1 I get decent income for
the job I perform
2 Sufficiency of income
to meet family
expenses
3 Availability of scope
for schemes of
financial rewards
4 Availability of scope
for schemes of
nonfinancial rewards
5 Clarity and ability to
understand the pay and
allowance system
followed by the
management
6 Clarity and ability to
understand the
incentive system
followed by the
management
7 Method of distinction
between the best and
less performers
8 Provision of chances to
gain something through
the pay and incentive
system
9 Link between
performance and
rewards maintained by
the existing system
10 Influence of trade
union contracts on the
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existing pay system

Comments: _____________________________________________________________

Section 4. Work Environment

Highly Highly
Satisfied Dissatisfied
Number Statement Satisfied 2 Dissatisfied
3 1
4
1 Availability of pleasant
physical environment
2 Provision of lighting
and ventilation
facilities at the work
place
3 Adequacy of working
(floor) area to work
efficiently
4 Comfortability of the
working hours
5 Efficiency of the
equipment and tools at
the work place
6 Implementation of
safety norms in the
organization
7 Provision of safety
appliances at work
place
8 Comfortability to work
under the existing
environment
9 Provision of sanitary
facilities available
10 Functioning of the
canteen and effects to
prevent distraction in
the organization

Comments: _____________________________________________________________
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Section 5. Training

Highly Highly
Satisfied Dissatisfied
Number Statement Satisfied 2 Dissatisfied
3 1
4
1 Sufficiency of imparting
training programme by the
HRD
2 Usefulness of the training
to acquire knowledge and
skill
3 Sufficiency of the duration
of the training program
4 Selection criteria followed
for imparting training
program
5 Competence and
qualification of the trainee
6 Encouragement to
participate in the external
training courses
7 Organisation of the
training program
8 Opportunity provided to
implement the knowledge
secured during training
9 Seriousness on the
outcome of the training
program
10 Opportunity provided to
implement new methods
and apply creative ideas
secured

Comments: _____________________________________________________________
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Section 6. Management Policies

Highly Highly
Satisfied Dissatisfied
Number Statement Satisfied 2 Dissatisfied
3 1
4
The policies of
management create
1 conducive work
environment

Organization development
2 is the motive of the policies

Employees welfare and its

correlation with
3
productivity

Career opportunities and

their growth is immensely
4 considered by the
management

Management aims on
practicing rigorous HR
5
practices

Learning climate and its

respective encouragement
6
on policies

Trust and openness

7 strategies of the
management
Periodic measurements on
8 individual efficiency

Regular discussions on
overall organizational
9
efficiency

Productivity climate and its

10 important aims

Comments: _____________________________________________________________
 93

Section 7. Personal Growth and Career Development

Highly Highly
Satisfied Dissatisfied
Number Statement Satisfied 2 Dissatisfied
4 1
5
Availability of schemes for
1 personal growth and
development
Communication of schemes
2 for personal growth and
development
Conduct of program for
3 personal growth and
development
Deputation to other jobs to
4
learn new skills
Conduct of workshops and
5 seminars for further
development
Involvement of employees
6 in HRD activities and
decision making process
Opportunities provided for
7 feedback and counselling
facilities
Interest shown by the
superiors in the
8
development and growth of
their subordinates
Selection criteria followed
9
for promotions
Encouragement given to
acquire additional
10 qualifications through part-
time and correspondence
courses

Comments: _____________________________________________________________
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Section 8. Grievance and Redressal

Highly Highly
Satisfied Dissatisfied
Number Statement Satisfied 2 Dissatisfied
3 1
4
Care taken by the
1 management for redressal of
grievances
Understandability of the
2 grievances redressal
procedure
Redressal of grievances
3 through grievances redressal
program
System of maintaining the
4 grievances record for future
reference
Time taken for disposal of
5 the grievances of the
employees
Availability of permanent
6 procedure for handling
grievances
Interest shown by the
7 management in knowing the
prevalence of grievances
Communication of the
8
outcome of the grievances
Handling of your personal
9 and official grievances by
the management
Impression about the
functioning of the
10
grievances settlement
committee

Comments: _____________________________________________________________
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Section 9. Management and Employees

Highly Highly
Satisfied Dissatisfied
Dissatisfied
Number Statement Satisfied 2
3 1
4
Regularity of
1 communication of HRM
policies
Permission to employees to
participate in the discussion
2
of HRM policies with the
management
Communication of vision
3
and mission to all staff
Communication of social
4 objectives of the
Organisation
The disclosure of strategy
5 to achieve the organization
goals
Maintenance of
6 communication network
within the organization
Adoption of organisation
7 development exercises
within the organization
Implementation of staff
8
development plans
Co-ordination between the
9 management and HR
department
Feeling experienced as an
10 employee of the
organization

Comments: _____________________________________________________________
 96

Section 10. Empowerment

Highly Highly
Satisfied Dissatisfied
Dissatisfied
Number Statement Satisfied 2
3 1
4
Empowerment to employ
1 temporary staff during
emergency
Empowerment given to
2
scheduled job
Authority given to complete
3
assigned task
Empowerment to take
4 decision in the execution of
work
Delegation of authority to
5 allocate resources for
various work
Easy accessibility of
6
required information
Receipt of instructions for
7 building relationship with
others in the organization
Liberty in taking decisions
8
Impression on the
9 empowerment granted by
the superiors
Response shown by the co-
10
workers to your decisions

Comments: _____________________________________________________________
 97

A Three-Component Organizational Commitment Questionnaire

(Adapted from Natalie Allen and John Meyer)

Directions: Listed below are comments about how people may feel about their
organizations. Using the four-point scale provided, please indicate your level of
agreement or disagreement with each comment. An “(R)” denotes a negatively
phrased and reverse-scored item.

Section 1. Affective Commitment Scale Items

Strongly Strongly
Agree Disagree
Number Statement Agree Disagree
3 2
4 1
I would be very happy to
1
spend the rest of my career
with this organization.
I enjoy discussing my
2 organization with people
outside it.
I really feel as if this
3 organization’s problems are
my own.
I think that I could easily
become as attached to
4
another organization as I
am to this one. (R)
I do not feel like ‘part of the
5 family’ at my organization.
(R)
I do not feel ‘emotionally
6 attached’ to this
organization. (R)
This organization has a
7 great deal of personal
meaning for me.
I do not feel a strong sense
8 of belonging to my
organization. (R)

Comments: _____________________________________________________________
 98

Section 2. Continuance Commitment Scale Items

Strongly Strongly
Agree Disagree
Number Statement Agree Disagree
3 2
4 1
I am not afraid of what
might happen if I quit my
1
job without having another
one lined up. (R)
. It would be very hard for
me to leave my
2
organization right now,
even if I wanted to.
Too much in my life would
be disrupted if I decided I
3
wanted to leave my
organization now.
It wouldn’t be too costly for
4 me to leave my
organization now. (R)
Right now, staying with
my organization is a matter
5
of necessity as much as
desire.
I feel that I have too few
6 options to consider leaving
this organization. (R)
One of the few serious
consequences of leaving
7 this organization would be
the scarcity of available
alternatives.
One of the major reasons I
continue to work for this
organization is that leaving
8 would require considerable
personal sacrifice—another
organization may not match
the overall benefits I have.

Comments: _____________________________________________________________
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Section 3. Normative Commitment Scale Items

Strongly Strongly
Agree Disagree
Number Statement Agree Disagree
3 2
4 1
I think that people these
1 days move from company to
company too often.
I do not believe that a
person must always be loyal
2
to his or her organization.
(R)
Jumping from organization
to organization does not
3
seem at all unethical to me.
(R)
One of the major reasons I
continue to work for this
organization is that I believe
4
that loyalty is important and
therefore feel a sense of
moral obligation to remain.
If I got another offer for a
better job elsewhere I would
5
not feel it was right to leave
my organization.
I was taught to believe in the
6 value of remaining loyal to
one organization.
Things were better in the
days when people stayed
7
with one organization for
most of their careers.
I do not think that wanting to
be a “company man” or
8
“company woman” is
sensible anymore. (R)

Comments: _____________________________________________________________

THANK YOU FOR THE COOPERATION.

The Researcher