Issues of Managing Virtual Teams-Free-Samples-Myassignmenthelp.com

Question: Discuss about the Report on dealing with issues of leading and managing virtual teams. Answer: Report on dealing with issues of leading and managing virtual teams As the virtual teams are linked primarily through the means of technologies, their security needs to be addressed. This issues attains primary position in terms of ensuring their wellbeing. Distance plays an important factor in terms of assessing the availability of the team members (Hoch and Kozlowski 2014). Here, GPRS trackers can be an effective solutions regarding tracking the location of the team members. However, most of the employees are unaware of the functionalities of virtual team, which can nullify the efforts of the personnel towards bringing innovation and creativity in the workplace. Language difficulties are a major issue for the virtual teams. This is because most of the microphones lack effective sound quality. Because of this, the instructions do not reach to the team members properly. The result of this is the achievement of negative outcomes. Along with this, both sides the facial expressions cannot be seen, which results in the failure to gain an insight into the approach of the team members and the personnel (Morgan, Paucar and Wright 2014). This reflects the issue of communication gap, stalling the efficiency in the business activities. Cultural differences are also an issue in terms of preserving the individual sentiments of the employees. Typical components of this are different grasping skills, varying communication skills, considerations while decision-making and different approached towards the deadline of the tasks. Cultural differences need to be dealt rationality, as one wrong step can hurt the individual sentiments of the employees. Partially towards the employees who can take spontaneous decisions can lead to conflicts, which can stall the productivity (Krumm et al. 2016). Different employees have different grasping skills, due to which they have different perceptions towards the deadlines of the tasks. Long deadline tasks makes the employees feel that they can do the work in a relaxed manner. On the other hand, deadline is a fear factor for the employees, who have slow grasping skills. Therefore, assessment of the capability of the candidates is necessary for allotting the tasks and setting the deadline. Meeting is appropriate in terms of providing a platform to the employees for voicing out their opinions regarding the issues they are facing while executing the allotted duties and responsibilities. However, the managers need to ensure that all of the employees get access to the meetings (Ellwart et al. 2015). This is essential in terms of gaining an insight into their specific needs, demands and requirements. Lackadaisical approach towards attending the meeting is another issue towards managing the virtual teams. If half of the team goes for meeting and half of the team goes for lunch then, the purpose of the meeting is not served. Herein, the managers role is crucial in terms of assessing the equal participation of the employees in the meetings and conferences. This would helps the managers to lead and manage the teams. Installing security software would be an efficient step in terms of ensuring the welfare of the employees. However, the managers can test the operations of the software before launching it for the employees (Breuer, Hffmeier and Hertel 2016). Hiring experts for this activity would help the personnel to avert the instances of malfunction, virus attacks and hacker interventions. Market research in this direction would help the personnel to adopt software of latest and modern designs. After assessing the effectiveness of the software, it needs to be installed in the users profile. After the installation, the managers need to take feedbacks regarding the proper functioning of the software. This can be done through the means of practical tests. Meetings can be done with the board of directors regarding innovations, which can brought into the management of the virtual teams. Minutes of the meetings can be sent to the higher authorities for gaining approval for proceeding with the developed plans (Barnwell et al. 2014). Along with this, plans need to be created also for the selection of the teams. Practical tests would be effective in terms of assessing their capability towards executing the allocated tasks. Training would enhance the preconceived skills, expertise and knowledge of the employees. Taking post training tests would help the managers to assess the capability of the employees to make practical application of the learnt skills in executing the allotted tasks. Evaluation would be crucial in terms of bringing to the forefront the drawbacks in the exposed performance. Consideration of the tools would be helpful in terms of measuring the extent to which the modifications have been made towards improving the current performance standards (Hoch and Kozlowski 2014). Maintenance of consistency in the execution of evaluation would help in bringing modifications in the management of the virtual teams. References Barnwell, D., Nedrick, S., Rudolph, E., Sesay, M. and Wellen, W., 2014. Leadership of international and virtual project teams.International Journal of Global Business,7(2), p.1. Breuer, C., Hffmeier, J. and Hertel, G., 2016. Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators.Journal of Applied Psychology,101(8), p.1151. Ellwart, T., Happ, C., Gurtner, A. and Rack, O., 2015. Managing information overload in virtual teams: Effects of a structured online team adaptation on cognition and performance.European Journal of Work and Organizational Psychology,24(5), pp.812-826. Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership.Journal of applied psychology,99(3), p.390. Krumm, S., Kanthak, J., Hartmann, K. and Hertel, G., 2016. What does it take to be a virtual team player? The knowledge, skills, abilities, and other characteristics required in virtual teams.Human Performance,29(2), pp.123-142. Morgan, L., Paucar-Caceres, A. and Wright, G., 2014. Leading effective global virtual teams: The consequences of methods of communication.Systemic Practice and Action Research,27(6), pp.607-624.