Virtual Teams Introduction In today’s era of globalization, organizations in various parts of the world are constantly seeking out new and improved methods of conducting business in order to have a competitive edge against similar organizations. The formation of virtual teams is one of the new innovative methods of running global businesses…
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300). It is important to note that even though members of a virtual team may work from different branches of the same organization, their contribution to the team is expected to enable the organization reach a common goal. Body Before an organization decides to form a virtual team as a means of attaining organizational goals, it is critical to evaluate the pros and cons of such a team. Such an evaluation enables organizations to determine if a virtual team would be best suited to meet the needs and goals of the organization. Some of the advantages of such teams are outlined below. First, virtual teams are highly convenient because of the lack of time restrictions. Since the members of a virtual team often reside in different cities/ countries, members are aware, from the onset, that team meetings may be held at odd hours. The communication technology that is used by virtual teams is designed to be effective irrespective of time differences. The ability of such teams to work without time restrictions is very beneficial since essentially, a company can work for twenty-four hours a day (Hungwei & Heng-Yu, 2011, p. 83). This increases the amount of work that is accomplished in one day, which leads to increased productivity. The lack of restrictions on time also means that in most cases, virtual teams hold meetings when members have varying energy levels because of the time difference (Berry, 2011, p. 193). This is beneficial since team members are not likely to be exhausted at the same time, which makes the virtual team highly productive (Ofir & Zhang, 2010, p. 368). Another notable advantage of virtual teams is that they may cost the company less in terms of overhead. As noted in this paper, virtual team members do not necessarily have to be in the office to hold meetings. In fact some members may work for their homes on a full time basis because face to face meetings in the office may not be needed. As such, companies are able to save costs that they may otherwise have incurred on things such as office space and other office amenities (Panteli & Tucker, 2009, p. 113). Virtual teams are also beneficial since they enable companies to acquire the best possible variety of employees that can steer the company to success. In some cases, companies may be unable to hire all the skills they need because they rely on local-based employees who can be able to report to the local office. By making use of virtual teams, companies can ensure that they do not compromise and hire minimally skilled employees (Jacques, Garger, & Brown, 2009, pp. 153-154). Virtual teams can comprise of members who are not able to relocate to the location of the actual office but who are just as skilled as or even more skilled than employees who work from the office. In addition to this, a virtual team is also advantageous since it leads to reliance on a result- based method of measuring employee performance. During the evaluation of the performance of employees who work from the office, some companies may erroneously rate the performance of employees who stay longer in the office highly. However, just because an employee put more effort by staying in the office longer, this does not necessarily mean that such an employee contributes highly to the attainment of organizational goals. Since the performance
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Power distance relates to the degree of inequality, defined from below, between people in a particular society. Both Japan at 54 and the U.S. at 40 are below the global average of 55. This implies that in Japan, like in the U.S. subordinates are treated well, entrusted with important tasks and managers often assume blame over their subordinates given that it is their duty to manage.
69). The varied settings and situations; in conjunction with technological advancements, provide opportunities for the virtual teams to exist, collaborate, and achieve their defined goals. However, it is obvious that despite the advantages, there are still challenges and disadvantages that continue to pervade the teams’ performance, as seen from different perspectives.
This has made the whole life appear like a "test life".
Tests have been successfully used in recruitments and this trend seems to be the new mode of interviewing potential candidates. Due to the aspect of globalization and with many employment agencies wanting to tap the best talents all over the world, psychometric test have solved the question of interviewing a candidate.
Therefore, globally growing organizations must be aware that setting up global teams has its own particular challenges.
Virtual organizations are here to stay and what they need to do today is to build a culture which would give an existence to the organization in the minds of its members and a sense of identification and belonging which will bring them together in spite of limited interactions.
This meant that all in all we were eight people who were a part of the virtual team (Casey & Richardson 2006). All of us were given tasks by the headquarters which we had to complete jointly yet without meeting the other
Mid-tier management on short term expatriate assignment, trained in cultural diversity related to these regions will be assigned to manage recruitment and training efforts. These assignments will be handled in the
As an illustration to this point, group activities appeared to be well conducted during recess where members are dismissed to go for holiday. As an observation, every member became motivated to learn that the group leader will demand progress on
es which are introduced to them by the distance, as a result not for all time supporting useful coordination and collaboration, visibility, communication and mutual cooperation to take place (Casey & Richardson, 2006; Gould, 2006).
In addition, a virtual team is normally
According to the paper, leaders of virtual teams should be able to exemplify five (5) best known practicers, to wit: (1) being accessible, (2) elimination of blaming, (3) creation of a learning environment, (4) creation of opportunities for personal development, and (5) managing work – life balance issues.
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