Managing Virtual Teams - Essay Example

Managing Virtual Teams Q1. In terms of team dynamics in my setting, both the collated and virtual team forms have well been manifested in various undertaking at different instances. The best experience as stressed by many researchers seems to be the virtual setting which exhibits a dispersed arrangement where members are far apart. 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 the shared bits of work from all the members, which is usually difficult to do when we are on campus and everyone attends meetings.

Under the virtual arrangement, we shared out work and through communication while students go home, with some going as far as Europe but make tremendous contributions than when we at campus where laxity seems to crop up. In terms of the discussion given by Ernst, Hoegl and Siebdrat (2009), it is true that there must be a good coordination of the virtual team in order for results to be realized. The authors confirm my observation that my team relied on sharing out work and an active group leader who ensured that the necessary contribution was done through communication.

According to Majchrzak, Malhotra and Rosen (2007), certain effective leadership of the team is very important in the determination of success of the virtual team. A different perspective is given by Balsmeier, Bergiel and Bergiel (2008) who argue that virtual teams face many challenges among them is the remote capacity to deal with conflicts since the members cannot have an open forum for immediate response likely to iron out differences. Q2It is clear that a more keen interest must be paid to more seasoned organizations willing to adopt the virtual team arrangement.

Among the best practices which must be implemented include a clear definition of the targeted goals and rewards for the team (Briggs, Nunamaker and Reinig, 2009). According to the author, this acts as a reminder of the need to keep motivated since there is lack of physical motivators. The authors also reckon that focus must be sustained and directed on the tasks. Familiarity is among the team members assists in understanding the contributions that each member can make. This implies that a virtual presence must be established through appropriate leadership guided by set out standards.

Training of the team members may be useful and ensuring expeditious approach may also require anonymity for independence as well as being explicit. Majchrzak, Malhotra and Rosen (2007) also recommend trust, understanding, communication, monitoring and equitable benefit distribution as good practices maintaining virtual groups. On a personal account, leadership, focus, communication and trust carry more weight than many other practices proposed by the authors. This is because the unity of purpose, progress timelines and dispute resolution are resolved thereby making teamwork easy to manage.

In terms of project implementation, these concepts contributed by the various authors on virtual team will be helpful in designing the work plan, constituting a balanced and focused team, fostering understanding and sharing resources and success. ReferencesBalsmeier, P., Bergiel, B. & Bergiel, E. (2008) “Nature of Virtual Teams: A Summary of their Advantages and Disadvantages,” Management Research News, 31(2):99-110Briggs, R., Nunamaker, J. & Reinig, B (2009) “Principles of Effective Virtual Teamwork,” Communication of the ACM, 52(4):113-117 Doi: 10.

1145/1498765.1498797 Ernst, H., Hoegl, M. & Siebdrat, F. (2009) “How to Manage Virtual Teams,” MIT Sloan Management Review, 50(4):62-68Majchrzak, A., Malhotra, A. & Rosen, B. (2007) “Leading Virtual Teams,” Academy of Management Perspectives, February 2007: 60-70