The Dynamics of Global Teams

This assignment delves into the complexities of global teams, examining various theoretical models and empirical research on their effectiveness. It explores key factors impacting team performance, such as cultural intelligence, communication, conflict management, and leadership styles within diverse virtual settings. The analysis draws upon a range of academic sources to shed light on best practices for fostering successful collaborations in global teams.

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Student’s Name:
Institution Affiliation:
Date:
Significance of Developing Teams in Business

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Table of Contents
Types of teams in an organization...................................................................................................3
Benefits of working in a team..........................................................................................................4
Ways of building cohesive teams....................................................................................................6
Leadership Style...........................................................................................................................6
Providing the labor force with sufficient equipment...................................................................6
Motivating of employees.................................................................................................................7
Offers official staff team with the chance to learn new expertise................................................7
Offering workers with personal day and travel............................................................................8
Different leadership styles...............................................................................................................8
Management theories applied by leaders.........................................................................................9
Attributes and skills of a team leader..............................................................................................9

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Types of teams in an organization
It is true beyond doubt that when people with a similar interest, need, goal or perception come
together they form a team. In the modern world people come together and work as a team in
order to accomplish huge and complicated tasks. As a matter of fact, in a team all steam players
are supposed to contribute equally and work hard so as to achieve the team’s set goals. Most of
the leading organizations in the world no one works on their ownDrew, Stephen, and (Colin
Coulson‐Thomas). Every staff belong to a team and works in a close coordination with team
players to perform to the best of their level which in the long run benefits the corporation. Teams
in such companies complement one another and do not hesitate comingeach other’s need
whenever need arises. Categorically teams can be formed from any place, and anytime to handle
either a difficult and complicated tasks or little task. Some of theteam typesinclude:
Permanentteams - these type of teams work on permanent basis as they do not get dissolved once
a task is achieved. An example of permanent teams in a firm include, human resource team,
administration team among many other.
Temporary teams –differentfrom long-lastingteams, short-term teams lose their meaningas soon
their task is accomplished. These teams are formed to last for a short time with the intention of
assisting permanent team or work at a time when members of the permanent teams are
preoccupied with other projects(Erez, Miriam,347).
Task force –these are teams that are formed so as to work on very specific projects and getting
solutions to very precariousproblems within a company.
Organization force- there teams are formed by a company whereby the team members work
under the directions of a manager. A leaders is in most cases appointed in the midst ofthe team

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members itself who then work alongside their team to ensure that they attain a set goal. Here it is
the responsibility of the team forerunnerto extract the best from every team player by not
underestimating any of their team members and also lead the team along by avoiding
conflicts(Ancona, Deborah, and Henrik Bresman, 77).
Cross functional team- this team comprises of workers across functions within the company.
Here individuals fromseparate fields of expertisecome together and make decisions without the
help of the management.
Self-managed teams- these teams comprise of people working together with the target of
attaining a common goal but work without control of any leader. Here each person is responsible
for their personal performance.
Virtual teams- virtual teams comprises of individuals working from different locations but linked
by computers. People communicate with one another online through the internet.
Committee- committees are usually formed to work on specific tasks on either temporal or
permanent basis. Individuals with same interests come together and form a committee to work on
the matter.
Benefits of working in a team
Increases collaboration: Team-building undertakings help to build a durable link between fellow
employees who might fault one another when problems stand up within joint business tasks.
Accordingly, this bond aid in increasing teamwork among workers all through the daily business
doings.

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Effective communication: Communication is vital to the accomplishment of a lot of projects. As
a result of team-building events, staffs get to learn how to better interact with each other since
they are possibly faced with activities that need to be solved as a group.Teamwork deeds like
meeting together to discuss ideas require both verbal and written communication skills. Through
regular working it allows workers to develop both their personal skills as well as those for the
team. Teamwork creates room for open discussions that enable every team to be adequately
informed about their project.
It builds trusts among employees. Team building activities help in the development of
confidence among workers. Trust is a precarious element to a business, since cooperation is
needed on daily basis for the success of the company. As a matter of fact, trust plays a major part
in a company as it make or break a team however, a business cannot live without teams. As a
result of mutual trust which is fostered by team-building activities it allows employees to rely
upon each other making them more productive and efficient.
Team work increases efficiency, working as a team helps individuals to focus on a common set
of objectives. Therefore, the entire process of work becomes more and more effective. Similarly
with a number of team members on board leads to work being carried out faster since the
responsibilities are shared among members. Consequently, this becomes an advantage to the
company because teamwork allows departments to or teams to take on extra work which in turn
generates extra revenue without the organization having to hire more workers.
It provides a learning experience and generation of ideas. Teamwork is good in the place of work
since it gets together individuals from dissimilar settings and heights of experience. As a result,
ventures that include teamwork offers a chance for learning and proficient improvement. It is

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also essential to note that as workers become more informed, their confidence increases.
Accordingly this aid in improving their assertiveness as well as increasing their job contentment
which is a win-win status quo for businesses(Michaelsen, Larry, and Michael Sweet, 13, 27).
Moreover, another great benefit of working in a group is the motivation and thoughts that come
from team consultations. With an active team setting, work members feel self-confident in
proposing their ideas.
It eases conflicts: Team-building undertakings play an important role in easing conflicts between
colleagues since it allows workers to bond with each other as they become accustomed to each
other’s characters.
Sharing of workload: The work load is shared among all members working in a team. Teamwork
permits assisting another team member when one is through with their workload. It is important
for employees to keep in mind that all of them are working towards attaining a similar objective
so if it happens that one accomplish their taskearlierthan others they must offer their support in
order to aidthem complete the task.
Ways of building cohesive teams
Leadership Style
Leadership chic play a great importance not only in minorcompanieshowever also in the world’s
largest companies. The leadership style affects every individual starting for the senior most
management to the newest college intern. These management styles constructcommercial culture
which significantlyimpacts the firm together with its performance(Morgeson, Frederick, Scott
DeRue, and Elizabeth Karam, 19).

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Providing the labor force with sufficient equipment
It has been noted that with the modernhigh-techdevelopment taking place in the industrialfield, it
is significant that as a business it must be informed with the newest version of expertise in the
marketplace. Due to these innovations, lots of the high-tech workers live for fresh gadgets and
devices. These employees quite often gets excited by the advancements in the processor speed
and computer memory(Kozlowski, Steve and Georgia Chao, 357). Contrary mostpeople think
that technical devices are just bit of implements that get the work done, nonetheless this is not
the fact conferring to high-tech personnel. Such workforceslook at the prodigies and
development in the high-techprogress as their key focus towards production.
Consequentlyleaders are required to have this in mind since it is the best way to keep its
technical team more contented and whole-hearted to work the firm, by offeringworkers with high
speed processers, with the largest memory and the hardest hard drive that are available in the
market. The reason for this is that technical staff are greatly motivated by the fastest speed
computer in the marketplace, thus the more radical their equipment the more they become
willing to their work effectively(Mach, Merce, Simon Dolan, and Shay Tzafrir775).
Motivating of employees
The most significant and prizedpossessions to any given business are its staffs and thusmust be
taken with the accord that they ask for since they are mantle for the achievement of the
corporation. It is essential to note that incentives are the force that rejuvenates, controls and
maintains performance, thus it playing a substantialpart in the place of work. Whileworkforces
are extremelyencouraged it results to production of advanced value leading to
considerablesuccess levels by firms. Motivation is thus a crucial instrument for the victory of
any occupational; since with an increase in productivity, a firm is able to attain its set goals and

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objectives. In this regard motivation of workersresults to retaining a high level of improvement
and at the same time experiencing of high quality work.
Offers official staff team with the chance to learn new expertise
There is a fallacy by countlessestablishments that when they permit their technical member of
staffwith a chance to go for additionaltrainings in the occupation field. Such companies have
anxiety and mistakenlytrust that if they send their high-tech staff for advanced educations to
acquire new abilities, the workers will have to master these new expertise at the expenditure of
the company and afterwardmove to work for another organization(Gertsen, Martine Cardel, and
MetteZølner, 223, 231). Even though such circumstances do transpire there are infrequentcases.
When staffs get inspiredby the company they become enthusiastic to use the innovative skills
within the business. Nevertheless, when a company looks down upon sending its
sophisticatedworkforce for advance learning to get up-to-date with the latest expertise, it is the
institute that risk losing its market share. With the presenteconomical market industry for
business a company that requirements to succeed it is supposed to make sure that they have the
most informed skilled and conversantstaffs.
Offeringworkers with personal day and travel
It is true that itinerant is a keycharm to many individuals, and soposing anopportunity to staffs to
board anairplane and be able to tourcertainregions of the world is a great way of involving teams
with their work and the business undertakings. The corporation may offer a day off trip for it
employees who hit targets; this becomes the motivating force of eachworker to work hard and
see to it that they get the opportunity to travel to an interestingscene as a prize.

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Different leadership styles
Leadership is a process through which an individual exerts influence on others with a singular
objective of accomplishing collective goal(s) and objective(s) while directing a firm into a
specific direction in a manner that makes it cohesive and coherent.Good leaders are made and
not born, that is to say that when one the desire and a willing power that person is capable of
being an effective leader. It is true that in deed good leaders are developed through a never
ending process of training, self -studying, education and experience(Drnovšek,
Mateja,JoakimWincent, and Melissa Cardon, 334). Additionally as a leader one is supposed to be
of higher level of inspiration to the teamwork as it is a demand that there are certain unique
things that as a leader one must be, do and know. However, these do not just come by themselves
naturally, but are gained through a gradual work performance and study.
Management theories applied by leaders
Leaders apply different management theories so as to help increase high-quality services and
organizational productivity. As a manager, it is important to include various approaches in
implementing strategies at the place of work. Some of the theories that are used include theory X
and Y that focus on management strategies that aim at motivating employees and enhance staff
productivity.On the other hand, leaders also combine other management theories like
contingency theory and system theory(Gilley, Jerry, 15).
Theory X and Theory Y
According to these theories, people’s choices are powerfully prejudiced by attitudes concerning
employee approaches. Leaders who consider that individuals physically lack ambitions and
therefore they need inducements to maximize their output they must lean towards theory X
management method. On the other hand, according to theory Y, it is believed that workers are

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naturally driven to take responsibility. In most cases, leaders apply Theory Y style of leadership
because it encourages joint working of employees.
Contingency theory: concerning these theory managers make decisions basing on the situation at
hand. Therefore this style of leadership is the best approach when dealing with a vulnerable
group of individuals, and for this case, the vulnerable group is that of a female group of workers.
Attributes and skills of a team leader
Organizations are entitled to looking for well vast and efficient top management leaders who are
capable of getting rid of challenges and focusing towards capitalizing on the useful side
effectively in a multinational setting. Leaders are mandated to lead others to greatness through
the process of developing individuals to be responsible future leaders. Accordingly, for any
organization to realize the effective leadership in a multicultural environment it is entitled to
embracing the following fundamental leadership styles:
As leaders one has to develop an intrinsic sprit to provide services without any appreciation in
return, this will thus build a strong emotional bond among the company’s employees together
with the top management executives(Iacobucci, Donato, and Peter Rosa, 365). A leader who is in
a position to mobilize his/her employees by clearly letting get to understand the organizations
vision and from the forefront in ensuring that together the work team reach the company’s goals
and objectives(Marquardt, Michael). Additionally, leaders in a multicultural setting are required
to recognize the norms limiting an individual, when leaders are willing to recognize the
limitations of cultural norms under which they operate from, it will have a positive influence
leading to adoption and finally possessing the culture of the host environment(Randeree, Kasim,
and Mathews Ninan, 28, 39).

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On the other hand, leaders operating in environmental settings that are rooted on cultural
unawareness/or in an ignorant society are obligated to develop some rightful measures to stop the
virus from escalating further. This may be attained by leaders developing an effective
international management groups with the intention of creating an environment that will see the
importance of appreciating and valuing cultural diversity.as result of this it will enhance the
development of persons’ cultural sensitivity and awareness. Leaders may therefore, achieve
merging this cultural unawareness in within their operational environment in the following ways:
Leaders are expected to values to show value of diversity: Even though multinationals look at
cultural diversity inside their operation setting as a difficult and not an opportunity to build a
competitive advantage. Important to note is that appreciating the need for diversity is one of the
most essential variables that leaders must put into consideration in the cultural
context(Marquardt, Michael). Regardless of work ethics, behavior, different management-labor
relationships, as well as communication styles leaders are entitled to merge all these factors and
appreciate them all. The leaders are expected to letting their employees realize the importance of
their unique culture. As a result of employees having diversified culture they may make of their
unique talents in the moving of the organization towards realizing its goals and objectives.
Accepting challenges for global leaders: leaders are expected to exercise flexibility in their
relationship with their employees at the workplace. It is worth mentioning that through
technological innovation, globalization, demographic it has resulted to tremendous
transformational changes in the lives of mankind and work(Stahl, Günter, 700-704).
Consequently for organizations to remain competitive at the global market, a local emotional
interdependent bond and continued trust and loyalty enhancement between leaders and their
followers has to co-exist. With close manager-employee interaction it may be of great

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significance in influencing the members’ behaviors and hence leading to increased extent in their
commitment to the leader and the organization. The relationship can be achieved by leaders
sparing some time to spending together with their employees in order to considering their
specific needs. Universal leaders are supposed to have the ability to influence their employees to
work towards the organization’s goals for them to be outstanding from the rest.
In addition global leader are supposed to develop self- awareness: Leaders must identify their
self-strengths and weakness(Akroush, Mamoun, 170). This will enable leaders understanding
their individual reactions when it comes to situations of making decisions. When an individual
realizes their self-limitations that is their strengths and weaknesses without forgetting their
behavioral patterns will help the leaders to perform more effectively in a diversified cultural
setting.
Moreover leaders are supposed to close the cultural gap existing between different cultures by
looking at their similarities. Leader are not supposed to focuses on the differences between
oneself and the rest since it is not an absolute measure to be used in solving of interpersonal
problems.
To add on leaders are supposed to ensure that they are gender sensitive at all time and avoid
being gender biased at all costs. Gender comprise of two different species in regard to genetics,
psychology and work-related management. According to (Foo, Maw-Der, 37)says that “females
tend to hear what and how it is said and consequently shoe much interest in interpersonal
interaction; contrary males will tend to only take hid of what is said through aggressiveness.” It
is believed that men are aggressive and tough leaders while women on the other hand are
emotional and typecast having the need for protection.Females tend to have different qualities
and characters at the working styles, thus this differences may be of great contribution preferably

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behavioral in leadership. With the increased number of women working in many organizations
it is important that leaders understand the gender fix, this will be of much assistance for a
multinational leader building constructive relationship hence distancing oneself from biased
management decision.

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Work Cited
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