Challenges Managing Global Teams: Literature Review and Research Design
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This article discusses the challenges faced by managers of global teams and proposes a research project to address the gap in research. The article covers literature review, research questions, and methodology.
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1 Challenges Managing Global Teams Student name Instructor Course Institution Date
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2 Contents 1.Introduction.........................................................................................................................3 Project Objective........................................................................................................................4 2.Project Scope......................................................................................................................4 3.LiteratureReview...............................................................................................................4 Literature Gap.........................................................................................................................8 Justification.............................................................................................................................8 Hypothesis..............................................................................................................................8 4.Research Questions.............................................................................................................8 Primary Question....................................................................................................................8 Secondary Question................................................................................................................8 6.Research Design and Methodology....................................................................................9 6.1 Introduction......................................................................................................................9 6.2 Qualitative Research.........................................................................................................9 Reliability and Validity.......................................................................................................9 Sampling and Sample Size.................................................................................................9 Data Collection.................................................................................................................10 Variables...........................................................................................................................10 6.3 Quantitative Research.....................................................................................................10 Research Instrument.........................................................................................................10 Data Analysis....................................................................................................................10
3 Sampling and Sample Size...............................................................................................11 Interviewing Design..........................................................................................................11 Reliability and Validity.....................................................................................................11 7.Research Limitations........................................................................................................12 8.Time Schedule..................................................................................................................12 9.Conclusion........................................................................................................................13 Bibliography.............................................................................................................................14 Appendix..................................................................................................................................16
4 1.Introduction Technologyandglobalizationhaverevolutionizedtrade,andnowgeographical boundaries are no longer barriers to trade as businesses can trade comfortably with other businesses and individuals over the internet. The growth of international trade has led to the increase in the number of multinational enterprises, hence increasing the level of competition between businesses. Technological developments have also led to the creation of virtual companies operating online. Similarly, businesses with an offline presence are now having online stores and are reaching out to customers and staff from other countries. At the same time, the world of business has evolved, becoming very competitive because of the dynamic changes taking place around the globe due to technological advancements (Pinjani, & Palvia, 2013) The progression in innovation has given a stage to individuals, from various nations around the globe, to impart and trade thoughts. Consequently, numerous organizations have come to understand that the pool of occupation searchers around the globe can be more viable and focused than the nearby pool of employment searchers. In this way, organizations have swung to online networking and computerized stages to enlist profoundly talented and aggressive specialists in their associations to accomplish an upper hand over different organizations in their individual enterprises (Schuler, Jackson, & Tarique, 2011). Because of the adjustment in the way of life of neighborhood procuring, organizations have specialists from various nations and assorted societies being a piece of their workforce. These laborers work remotely from the solace of their nations and are along these lines not anticipated that they would migrate to the physical areas of the businesses hence are referred to as global employees.
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5 Project Objective The primary aim of carrying out this project is to highlight the challenges that are faced during management of global teams. 2.Project Scope The project will dwell on the information provided by available literature from credible sources to get more insight and information about the challenges that face companies that have embraced global teams. However, the project will not carry out experimental methodologies because of the limited number of companies that have embraced the concept thus there will be a challenge in getting information easily. 3.LiteratureReview Representatives are grasping the way that very gifted and master workforce for their organizations can be found outside their nations or their topographical area. The system of utilizing Global teams is vital and pivotal for organizations that are going for growing quick and getting to be supportable in their individual enterprises along these lines increasing upper hand. The way toward enlisting and enrolling specialists has been conceivable by the expanded progression in innovation in this way correspondence and trade of thoughts internationally has been increased. Global teams are involved specialists in this manner assorted social variety is taking care of business in these associations. In any case, the administration of these teams has its difficulties. A portion of these difficulties incorporate absence of defined and clear objectives, moderate basic leadership forms, social varieties that prompt misjudging subsequently the improvement of contentions, geological distance and time contrast, coordination, and administration challenges, correspondence breakdowns, and barriers characterizing and controlling collaboration (Schuler, Jackson, and Tarique, 2011).
6 As described by Osland, (2013) one of the difficulties confronting global teams is the absence of clear and characterized objectives of the organization. The objectives and goals of an organization are stipulated in the mission and vision statements of the organization. All things considered, if the mission and vision explanations don't characterize the pathways that the organization will take after to guarantee that it develops in limits, at that point, the global workers are left without an arrangement to work with to guarantee the achievement of the organization.Theabsenceofclearnessandcharacterizedventurestowardsthe accomplishment of the organization might be as an oversight by the organization of the organization on account of the supposition that every one of the workers knows about the arrangementthatwillbetakenafterabouttheirhighability.Atthepointwhenan organization is challenged by clarity towards the accomplishment of its advancement, at that point the management of its workforce turns into an issue. The absence of lucidity in objectives is exacerbated by the absence of supervision for global teams (Kimble, 2011). At the point when people are not checked in their administration conveyance, they tend to stray from the foreseen objective. The activity definition process ought to be clear and specific to evade clashes (Osland, 2013). As reported by Pinjani and Palvia (2013), a moment challenge confronting global teams is moderate basic leadership forms that might be because of the separation between specialists that prompt less inclusion, hence, improvement of expanded contradictions. For any organization to flourish and get its prosperity within the stipulated time span, it should have a quick procedure that will guarantee that choices are made speedily. Klitmøller and Lauring, (2013) assert that social contrasts and variety in global teams cause a challenge of controlling and settling conflicts. Global teams are workforces that are made out of individuals from various social foundations with different conventional practices and convictions. In that capacity, the level of conflict between colleagues can be high.
7 According to Ayoko, Konrad, and Boyle, (2012), another challenge confronting global teams is the land separate between them. In this way, they are not ready to shape great working connections. At the point when specialists are working in the same physical area, they can empower each other in view of the qualities or shortcomings each depict the working environment. It is essential to take note of that, the level of profitability of an individual depends on the help they get from their partners. As indicated by Brandt, England, and Ward (2011), specialists that work exclusively far from their associates need moral help hence they are not ready to deal with the weight that accompanies benefit conveyance or profitability for the organization. As indicated by Brandt, England, and Ward, (2011), time distinction among global teams is a challenge achieved by the challenge of separate land contrast. Distinctive nations on the planet have diverse time zones about the Greenwich meridian. Because of the time distinction, the smooth running of an organization is abridged. For this situation, time factor turns into a challenge in the administration of global teams. Nydegger,(2010)suggeststhatadvancementandcontrolofteamworkare exceptionallychallenginginglobalteamsinthiswayinfluencingtheopportune accomplishmentofobjectivesoftheorganization.Studieshavedemonstratedthat cooperation is a vital perspective in any business since it guarantees that the objectives of the organization are accomplished instantly. Lamentably, supervisors of global teams do not have the chance of watching colleagues, along these lines challenging the improvement of teams in virtual execution (Lilian, 2014). Because of the separation and absence of a standard gathering between the workers, the teams shaped may not confer their endeavors towards accomplishing the targets of the organization. All things considered, these teams will take much time amid the arranging or execution steps in this manner additional time will be expected to finish an undertaking.
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8 Another challenge being looked by organizations trying to oversee global teams, as indicated by Thamhain (2011) is the powerlessness of viable coordination and administration forms. A substance that goes for succeeding and getting to be maintainable, its administration and coordination forms must be high leveled. Coordination guarantees that organization hones work in amicability to warrant convenient tasks inside the approximated spending plan. As indicated by Tarique, and Schuler, (2010), coordination of procedures in substances that have grasped global teams is hazardous in view of the diverse rates of monetary forms. In addition, the administration can't offer advancements and honors to its specialists similarly on the grounds that the standard challenge isn't all around characterized. The presentation of people in global teams can't be specifically followed to their source in light of the area and financial contracts. As indicated by Shaffer, Kraimer, Chen, and Bolino (2012), correspondence frames some portion of the systems that are utilized by organizations to guarantee that trust is established between the workers and their bosses and among the specialists. The absence of trust between colleagues influences the substance and process in this way making disharmony and lessened correspondence. As reported by Vance and Paik (2014), the absence of fitting channels of correspondence may prompt misconception and distortion of the articulations appearedbythespecialists.Besides,correspondencebreakdowninfluencesdynamic cooperation in design definition or thought trade along these lines overseeing global teams because of the breakdown turns into a challenge (Daim et al., 2012). Another challenge is the language obstruction (Morgan, Paucar-Caceres, and Wright, 2014). The language hindrance is a challenge in overseeing global teams in light of the fact that the businesses can't convey their projections later on to their specialists effortlessly in this manner influencing the procedure of administration and coordination in the association. An association that is encountering troubles due to various and different languages can't unite
9 specialists in this manner they can't work in agreement. Consequently, its execution is significantly influenced, and its prosperity is compromised. Literature Gap Globalizations and global teams are relatively new trends and are powered by the internet. Because of this, few researchers have successfully studied global teams and how businesses manage their remote employees working in foreign countries far from the physical location of the organization. This paper proposes to conduct a research project to address the challenges faced by managers of global teams in a bid to fill the gap in research. Justification Filling the gap in research will be beneficial to businesses and individual researchers who are interested in related topics. Governments and other policymakers may also find this paper t be relevant in firming their debate. Hypothesis Null hypothesis: There are not challenges in managing global teams 4.Research Questions Primary Question 1.What are the challenges that are faced during management of global teams? Secondary Question 1.How do company goals affect the coordination of global teams? 2.What are the implications of cultural diversity in global teams? 3.What is the impact of physical distance on the management of global teams? 4.How does the time difference impact the management of global teams? 5.How does language barrier affect communication in managing global teams?
10 6.Research Design and Methodology 6.1 Introduction The methodology of the study is guided by Mark Saunders’ “research onion.” Bryman and Bell (2015) indicate that the research design is the plan of the study. The current research will use the positivism philosophy to derive information about the challenges of managing global teams. Further, a deductive approach will be employed in explaining the relationship between global teams and management challenges (Saunders et al., 2015). The research will employ a survey design to collect and analyze both quantitative and qualitative data. This method will be helpful in answering the research question and challenging the research hypotheses. 6.2 Qualitative Research Qualitative research will take place in two forms: during the collection of secondary data, and during the collection of primary data. During the secondary data collection, keywords and keyword combinations into relevant phrases will be used to identify relevant published literature in online databases and the university library. Reliability and Validity There will be no challenge for reliability and validity since secondary data collection and observations are not necessarily challenged. Sampling and Sample Size The researcher will select 16 of the most relevant sources after a search of the keywords in the respective databases. The sources of data will be selected based on their relevance to the study.The researcher will develop an annotated bibliography of the
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11 materials to be used in the collection of data following the keywords search. The keywords will include challenges, global teams, and management searched in several combinations. During the primary data collection, observations will be used to collect ordinal data. Data Collection Data will be collected from the annotated bibliography and recorded in notes for analysis and interpretation. Variables Two variables will be studied, challenges and global teams. 6.3 Quantitative Research Quantitativeresearchwillbevitalinderivingstatisticalinformationfromthe participants to determine the extent of the challenges faced by managers of global teams (Bryman & Bell, 2015). Research Instrument Data collection refers to the tools and procedures to be used in collecting data (Saunders et al., 2015). In this study, face-to-face interviews will be conducted to gather relevant information from the participating managers. Face-to-face interviews allow the researcher to collect data through observation. Data Analysis Peck and his colleagues indicate that data analysis evaluates the data collected for deductions and inference(2015). Qualitative data will be analyzed using content analysis to determine emerging themes while and descriptive statistics will be used to describe the
12 statistical findings. Data from the audio recordings will be transcribed verbatim, and the results will be coded to determine themes. After coding the information will be presented in tables and graphs for ease of interpretation. Sampling and Sample Size Sampling is the selection of representatives from the research population (Peck, Olsen, & Devore, 2015). The purposive sampling technique will be used to select the populationsamplebasedonmerit.Purposivesamplingisanon-probabilitysampling technique used to determine the participants in a research project. Therefore, the researcher will selectively choose the research participants based on their accessibility and convenient proximity. The sample size refers to the number of individuals participating in the study.Bryman and Bell (2015)assert that large sample size would be efficient in data collection and suggests that good sample size should include between 10% and 30% of the population under study.The research will use a heterogeneous sample that includes both male and female genders irrespective of one’s background. Consequently, the project will sample up to 15 senior and junior managers from five multinational companies that employ global teams. Interviewing Design Each interview is expected to use up to forty-five minutes depending on the depth of the questions and details collected. The researcher will focus on one firm at a time. In each firm at least one senior and one junior manager will be interviewed. Reliability and Validity Interviews are authentic and are considered to be trustworthy as long as the questions are reliable and valid. As such, it is not necessary to challenge for reliability and validity of
13 interview questions. However, in this study, six friends will be interviewed to determine the clarity of the interview question and allow for necessary adjustments.Data will be collected and stored in the note and audio forms. 7.Research Limitations There are several projected limitations for the study. First, managers are known to be busy individuals, and convincing them to take time off work to participate in the study may be difficult. Second, face-to-face interviews may be expensive because of much traveling is involved and uses more time than questionnaires and other data collection procedures. As such, the researcher may experience financial constraints during the research. Furthermore, the data collected may both be generalizable because of the small sample size. 8.Time Schedule The projected time plan for the research study is about three months. The schedule for the project is presented in a Gantt chart figure 1 below: WEEKS/ ACTIVITIES 123456789101112 Proposal Data collection Data analysis Presentation of findings
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14 Reporting Figure 1: Research schedule The proposal will be prepared in two weeks and data collected intensively in the following three weeks of the study. Data analysis of data will take the longest time of up to four weeks. Findings will be presented after the analysed has been discussed and will, therefore, take approximately two weeks. Reporting the findings may also take two weeks with the first week of preparing the report. 9.Conclusion In conclusion, business has become more competitive, and businesses are evolving with the times to hold and increase the share of the global market. As such, businesses are increasingly becoming innovative so that they can deal with the rising competition in the world. Many businesses and organizations have turned to the employment of workers from different parts of the world as they provide highly skilled and expertise services than what is present in their local countries. The strategy is proving very effective and beneficial to organizationshowevertherearesomechallengesalignedwithitsadoption.Several encounters faced when running global sides include, lack of clarity and clear definitions of goals and job specifications, slow decision making and difficulties in creating teamwork among other challenges. This paper has successfully proposed a study to be conducted to determine the challenges that managers in multinational enterprises encounter as they deal with global teams, a contemporary business trade. The project will employ both qualitative and quantitative approaches to data collection and analysis. Data collected during the research will be analyzed and information presented in graphs and tables for interpretation.
15 Bibliography Ayoko, O.B., Konrad, A.M. and Boyle, M.V., 2012. Online work: Managing conflict and emotions for performance in virtual teams.European Management Journal,30(2), pp.156-174. Brandt, V., England, W. and Ward, S., 2011. Leading global teams.Journal of World Business,47(4), pp.592-603. Bryman, A. & Bell, E., 2015.Business research methods. USA: Oxford University Press. Daim, T.U., Ha, A., Reutimann, S., Hughes, B., Pathak, U., Bynum, W. and Bhatla, A., 2012. Exploring the communication breakdown in global virtual teams.International Journal of Project Management,30(2), pp.199-212. Kimble, C., 2011. Building effective virtual teams: How to overcome the problems of trust and identity in virtual teams.Global Business and Organizational Excellence,30(2), pp.6-15. Klitmøller, A. and Lauring, J., 2013. When global virtual teams share knowledge: Media richness, cultural difference, and language commonality.Journal of World Business, 48(3), pp.398-406. Lilian, S.C., 2014. Virtual teams: Opportunities and challenges for e-leaders.Procedia-Social and Behavioral Sciences,110, pp.1251-1261. 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. Nydegger, L., 2010. Challenges in managing virtual teams.Journal of Business & Economics Research,8(3), p.69.
16 Osland, J.S., 2013. An overview of the global leadership literature. InGlobal leadership(pp. 48-77). Routledge. Peck, R., Olsen, C. & Devore, J.L., 2015.Introduction to statistics and data analysis. 5th ed. Cengage Learning. Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual teams. Information & Management,50(4), pp.144-153. Saunders, M., Lewis, P. & Thornhill, A., 2015.Research Methods for Students. 7th ed. Pearson. Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent challenges: Strategic opportunities for IHRM.Journal of World Business, 46(4), pp.506-516. Shaffer, M.A., Kraemer, M.L., Chen, Y.P. and Bolino, M.C., 2012. Choices, challenges, and career consequences of global work experiences: A review and future agenda. Journal of Management,38(4), pp.1282-1327. Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative framework, and suggestions for further research.Journal of world business,45(2), pp.122-133. Thamhain, H.J., 2011. Critical success factors for managing technology-intensive teams in the global enterprise.Engineering Management Journal,23(3), pp.30-36. Vance,C.M.,andPaik,Y.,2014.Managingaglobalworkforce:Challengesand opportunities in international human resource management. Routledge.
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