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Leadership of Virtual Teams Report

   

Added on  2020-04-07

11 Pages2562 Words83 Views
ReportStudent NameInstitute Name

ContentsIntroduction.................................................................................................................................................3Project Objective.........................................................................................................................................3Project Scope...............................................................................................................................................3Literature Review........................................................................................................................................4Research Questions/Hypothesis..................................................................................................................6Primary Question.....................................................................................................................................6Secondary Questions...............................................................................................................................7Research Design and Methodology.............................................................................................................7Qualitative research................................................................................................................................7Quantitative research..............................................................................................................................7Research Limitations...................................................................................................................................8Time Schedule.............................................................................................................................................8Conclusion...................................................................................................................................................8Reference....................................................................................................................................................9

IntroductionIn last few years, organization have rapidly transformed into number of virtual teams since it has become a popular way to connect as well as engage with the world and dispersed workforce. This reduces the cost of the international association and assuring high level of speed and right adaptability. The report will study in detail about organizations that are using global based international teams or considering adopting this concept (Nkukwana et al., 2017). The discussionwill focus on the leadership of virtual teams, cost based benefit analysis of virtual based interaction as well as face to face communication. The report will also focus on other challenges like work life based issues, building teams from another country, supervision and evaluation of virtual workforce and development of a mindset which works with virtual team globally. Project ObjectiveThe objective of the report is evaluating the challenges faced by the management while managing a global team (Masuda et al., 2016). The report will focus on understanding different challenges and collecting as well as codify the best practices as well as global challenges. Project ScopeIn an ideal situation worldwide, HR based policies for international IT or other virtual teams must be consistent, fair as well as responsive enough to deal with any kind of emergency. It is also expected that the designations as well as reporting structure must be equalized. It is also important to understand that consistency on global level should permit and be aligned with domestic laws as well as cultural level norms. This is a challenging practice since the variation ofcurrent work culture and company’s structure or standards in every country (Stanley et al.,

2017). Moreover, the standard of living and overall cost also varies from region to region. Therefore, from HR point of view, the policy of one size fits all models is redundant concept. Also, there is struggle for consistencies as well, where management is expected to find different ways for remotest teams to successfully have association with direct management (Soderhjelm etal., 2016). Literature ReviewFollowing is the detailed discussion of challenges in managing the global teams: - 1.Get local expertise in HR practices: organization should have a local HR people in every country to address and understand the local laws. It is also important to have local level of expertise in HR practices as well as knowledge. The practices like recruitment and training challenges are some of the important actions that needs to be managed and is done differently in every location. The company just needs to get in touch with local experts on the processes and laws (Tang et al., 2017).2.Creation of job grade consistency with the help of a model: a company like Euroclear is now slowly moving in the direction of adopting job evaluation models from consulting any HR based organization like Hay Group. Adoption of models helps in organizing varied job kind into vertical forms like management of people, development of product, supporting the business and project level management. This further helps in providing a goal based for comparison and management of roles and people across diverse locations. For example, a manager of hundred odd people may look much more significant to a company than single level contributor (Cross, 2016). However, a single level of contributor at horizontal grade is very high since there is specialized level of expertise

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