This paper "Leadership in Virtual Teams" focuses on the fact that leaders are not born, they are made. This is one of the sayings that have been pretty much used in movies or said to ensure the reality that leadership is a responsibility that requires a lot of hard work. …
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A leader should be someone who is willing to serve than to be served, has a strong will to be able to bring a group together despite probably different interests and opinions, and perhaps someone who has enough knowledge to instruct his fellow team members. However, when you come to think of it before all these are actually even possible, there is one thing that needs to be achieved which is no other than trust. Trust is indeed the foundation of real teamwork and is something that will enable a leader to be able to lead a group effectively to a specific goal (Hung, Yu-Ting Caisy, Alan R. Dennis, and Lionel Robert).
We all know that every follower has their own set of interests that would not easily be influenced by a leader they do not trust. Thus, if you want to be a leader who does not influence one’s followers, one key to this is to not win their trust. Why? Well, this is because of the fact that the only thing that would make people listen to what you, as a leader would have to say, let alone you are a total stranger to them, is because of the fact that they see something good about you or clean in your intentions that would be beneficial for the whole group. That is why, to be able to start winning the trust of people or your team is to avoid focusing on putting words in their mouths or manipulating them over your highfaluting goals and start with what you, as a leader has to say about moral duty or commitment you are willing to give to the team (Hung, Yu-Ting Caisy, Alan R. Dennis, and Lionel Robert). Once this has been established, a leader now gains that voice to reflect the goals and at the same time for that voice to actually be heard. However, it is important to know that it does not end in laying out the big picture of the do’s and don’ts to your team to be able to achieve a certain goal. In a way, understanding human nature, where self-interest can never be set apart, should be considered aside from the social considerations of any goal set for a team.
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For purposes of this dissertation, attention will not be given to the time that virtual teams have been in place; instead more focus will be directed to the effect of team leadership on outcomes. Conversely, others disagree on the extent to which interdependence and interaction occur across these groups.
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.
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.
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.
The eastern European region is not as wealthy as the rest of the European Union. Eastern Europe is composed of 14 countries. The 14 countries that composed Eastern Europe are Russia, Czech Republic, Poland, Hungary, Romania, Moldova, Croatia, Lithuania, Slovenia, Slovakia, Bulgaria, Ukraine and Belarus, Serbia, Montenegro and Albania.
Members of a virtual team are often located in the various different cities and/or countries in which the organization conducts business. Virtual teams enable organizations to achieve their goals by utilizing various technologically advanced types of communication such as web-conferencing to hold meetings/interact even though team members are in different locations (Divine & Schumacher, 2011, p.
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
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.
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
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
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