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Research On Managing Global Teams

   

Added on  2020-02-24

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LITERATURE REVIEW: MANAGING GLOBAL TEAMS Literature Review: Managing Global Teams Student’s nameName of the Institute

LITERATURE REVIEW: MANAGING GLOBAL TEAMS 1.Introduction The objective of this research work is to conduct the research in the field of managing global teams. With globalization and internationalization, organizations have expanded in different parts of the world. Therefore, it is important that organizations must learn the ways to manage the global teams (Govindan & Rajendran, 2015). The research work is done for the multinational organizations in Australia that have to manage their business globally. The research would be useful for BHP Billiton which have to manage their operations in different countries. Challenges Managing Global Teams2.Project Objective 3.Project Scope4.Literature ReviewDoh & Quigley (2014) argued that in an organizational setting, employees are the most important assets for organizations and therefore, it is important that organizations should providea culture where employees can work with higher productivity levels. There is a need for multinational organizations to manage global teams but talent is wide spread and the organizations may not be able to get the desired talent. For example, an organization situated in Australia may want to best engineers with adequate technical knowledge and there is a possibility that the engineers are present in India. Therefore, it would make sense for Australian company to get the talent from Indian market. There would be further challenges to manage the employees from different countries. However, it appears that the benefits outweigh the

LITERATURE REVIEW: MANAGING GLOBAL TEAMS challenges or limitations. It is also important that organizations should have a long-term plan andvision in place to hire and recruit the people from different nationalities. There also exist various cultural and other issues with global workforce; however, it is expected that the stakeholders would manage these issues at individual level and would ensure that the quality of organizations’products and services is not compromised (Langley & Smallman, 2013). Helms and Mills (2017) highlighted that managers who actually lead global teams are up against stiff challenges. Creating successful work groups is hard enough when everyone is local and people share the same office space. But when team members come from different countries and functional backgrounds and are working in different locations, communication can rapidly deteriorate, misunderstanding can ensue, and cooperation can degenerate into distrust. Therefore,it is important that organizational leaders and managers should have a complete understanding ofthe issues that can exists with employees. There are three main challenges to manage the global teams. The first and the most important challenge is the cultural challenge. The employees form different cultural backgrounds have different thinking style and it can affect the working of organization as a whole. For example, Australians are more extrovert than Chinese in their work.When a Chinese employee is working with an Australian employee that Chine employee can feeloffensive. Authors argued that the ways to overcome the cultural challenge is cultural training. It is suggested that organizations should have a training academy in place that would ensure that allthe employees of the company are provided training about the culture of other countries. This is particularly more important when the organization have to send their employees on International travel (Vinkenburg & Jansen, 2014). For example, Amazon may need some specific skills engineers from India to manage their Australia operations. In this case, the employee or the employees coming from India must be trained about the cultural difference between India and

LITERATURE REVIEW: MANAGING GLOBAL TEAMS Australia. It would help the Indian employee to work without any differences with Australian counterparts. Amazon would want to hire some consultants from outside who can give cultural training to all the employees of the organization. Graham & Harvey (2015) argued that it is always difficult to manage the global teams due to the cultural differences between people. In an organizational setting, the critical thinking is an important aspect of learning and development for employees. Benner’s stages of competence suggest that in the acquisition and development of a skill, a employee passes through five levels of proficiency: novice, advanced beginner, competent, proficient, and expert. For an organizationin global environment, it is difficult to manage the employees when they are at different level. The continuous improvement in the decision-making skills and critical thinking comes from a combination of theoretical knowledge and practical exposures (Lee & Desai, 2014). The Benner’s stages also suggest that in novice stage, Practice is within a prolonged time period and he/she is unable to use discretionary judgement. Whereas, a proficient employee perceives situations as wholes rather than in terms of chopped up parts or aspects. Proficient employees understand a situation as a whole, because they perceive its meaning in terms of long-term goals.It is believed that organizations can also use social networks to manage the global teams. Social networks are a powerful tool for organizations (Opara & Eboh, 2017). However, these tools are like a two-way sword. There are various advantages of social media platforms like Facebook, Twitter, etc. However, organizations must also analyse the risks involved with the useof social networks and likewise the strategy to use the social networks within the organization should be developed. One of the key benefits or the advantages of social media in the contemporary business environment is that it provides a platform where real time communicationcan happen (Hogan & Coote, 2014). Another benefit of social media platforms is that it helps the

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