Individual Report: Trends in Global Business Environment - HC3031

This report provides an overview of the trends in the global business environment, emphasizing the challenges and opportunities associated with remote work and virtual teams. The report discusses the importance of addressing issues such as employee isolation, lack of trust, and communication barriers. It highlights the need for organizations to foster employee engagement, improve workplace integration, and build strong team bonds through structured conversations, technology upgrades, and HR policies. The report also covers strategies for building trust, maintaining privacy, and ensuring effective communication within virtual teams. It concludes by emphasizing the significance of remote teams in today's global business landscape and the need for proactive management to ensure their success. The report uses various research papers to support its claims and offers practical advice for organizations seeking to optimize their remote work practices.

Running head: TREND IN GLOBAL BUSINESS
The trend in a global business environment
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Introduction......................................................................................................................................3
General.............................................................................................................................................3
Discussion........................................................................................................................................4
Conclusion.......................................................................................................................................5
References........................................................................................................................................6

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Introduction
The remote employees often face a very serious problem in interacting with their office's
headquarters. However in this modern day scenario, the remote teams or the virtual team have to
be used for getting a multicultural background. In this modern 21st century the customers are
changing their needs and demands. It is for this reason that the organizations have to develop
their workforce in order to meet ho with the changing needs and demands of the customers. Thus
it has become of utmost importance for the companies to take the help and the advice from a
diversified workforce. Thus they have to use modern technology platforms in order to stay
connected with all the employees who are working from different regions of the country.
General
As per the opinion of Hair Jr et al. (2015), working with remote employees is one of the
unavoidable aspects of the modern day organizations. In order to satisfy the needs of the
customers belonging from different cultural backgrounds the organizations have to include the
employees who are belonging from different regions. This will help the organization to
incorporate diversified knowledge. They have to use the modern technologies like video calls,
video conferencing and other such methods that can connect the company headquarters officials
with the local and the Global, employees who are working from many different remote locations.
Clark et al. (2019) have argued that working with remote employees might not always go on in a
very smooth manner. There is a high possibility of different issues arising in the ongoing course
of the work. Ford, Piccolo and Ford (2017) are of the opinion that trust issues are one of them a

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major factor that can arise in the course of working with the remote employees. Thus it is of
utmost importance that the management tries to form a proper bonding or a connection between
the remote colleagues. It is the duty of the management to make sure that telecommunication and
the other communication platforms are being used for connecting with the remote employees.
(article) has suggested that a common goal has to be established between the remote employees
with the employees working in the central office This can be done by staying in constant touch
with the employees. The employees who are working from the distant regions must know that
they are very much a part of the main office. The managers have to check upon the remote
employees by asking them to respond to the chats so that they can stay in a proper connection.
Lai, Hsu and Li (2018.) have suggested that this is a very sensitive aspect. The remote employees
are not able to interact with their managers or other peers unlike the face to face interactions. As
a result of this the leaders have to find out different ways of building then trust factor. Graham,
Daniel and Doore (2016.) have narrated some of the strategies that can be used for building the
trust factor.
The companies have to purchase the best-upgraded technology so that an uninterrupted
connection can be maintained during any crucial times. Before expanding with their work along
with the remote employees, they must be trained properly so that there are no issues faced by
them while carrying on with the communication. Rao and Selvamani (2015) are of the opinion
that all the remote employees must be given proper access to the storage. This can be done by
using applications like SharePoint. This will act as a one-stop platform for all the remote
employees to get direct access to that data, facts, notes and any other important decisions that are
being taken during any meetings. Aguenza and Som (2018) have stated that HR policies must
also be properly implement stated so that the remote employees can be assured of getting a safe

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work environment. A properly organized induction and introduction session must be used for the
remote employees as and when they are joining any particular team. This formal introduction
session can be carried on via video conferencing and other such virtual reality platforms.
Discussion
Asadi et al. (2017) have stated that the team leaders must take an active role in order to
make sure that the remote employees are being included in all the on business decisions. This
can be done by sketching out games and quizzes activities. The more the team members face any
critical problems the more will they understand the value of team bonding. They will be able to
know that the only key to success is team bonding. The remote team members will be able to talk
to each other via virtual apps and understand more about each other. Fuller and Summers ( 2017)
have suggested that MCQ questions or solving any puzzles will be very helpful for remote
employees to understand each other and also form close bonding. Sghari (2016.) has suggested
that the team leaders have to play a very vital role in forming the binding with remote
employees. While working with Global employee’s leaders have to keep in mind that the couture
and ethnicity of different people from different backgrounds will be different. Thus the dates of
celebrations, traditions will also vary as per the time zones and as per the Geographical locations.
The team leaders have to arrange the shifts accordingly. In other words the virtual employees or
the remote employees must not feel ignored or trapped within any unfriendly office environment.
They have to arrange the daily roasters in such a way that all the employees are able to enjoy
their traditions and their celebrations getting leaves.

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This can be done by gaining all the employees on the values of compromising and
adjusting. Employees from different time zones and different geographic locations must make
sure that they have a respect and understanding of the culture and religion of each other. Thus
they have to adjust their shift timings and work in the absence of one another. For instance the
team leader must bring some mementos or some artifacts from the US while he is coming back
after his visit to his home country. He can distribute these artifacts among his Indian members to
show that people back there in the main office at the US value them and look upon them as their
teammates. Similarly the same manager used the strategy of taking out these employees to Irish
Pub on the eve of St. Patrick’s Day to make them know the Irish culture. This interchange of
cultural values and traditions plays a major role in forming strong team relationships or team
bonding with the Remote employees.
The team leader has to make sure that he is able to maintain privacy about the details of
each and every team member. In other words the virtual team members must get this assurance
that no one except rye team leader will be getting access to the personal information and the
work performance records of the virtual employees. It is the responsibility of the team leader to
act as the bridge between the remote employees and senior management. There must be a remote
team member helpline system. This will enable the remote members to reach out to the team
leader whenever they are facing any kinds of issues with the work. The team leaders have to
make sure that the remote team members are getting all the resources as per their need. Since
they are located away from the main office they might often feel left out. Thus it is the duty of
the management and the team leader to initiate a face to face conversation among all the team
members both from the main office location and all the other remote locations at least once every
week. This interaction session must be carried on not only in a professional way but also in a

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friendly way. This must be conducted as a light chit chat session where the employees can
engage in funny and light conversations as well.
Virtual celebrations must be conducted by the team leaders so that employees working in
the main office location can get involved in the celebrations along with the remote employees.
This will be a great boost to the team bonding as they will be able to get united to each other
even while working from different geographic locations. Morley, Cormican and Folan (2015)
have argued that the remote team members might often take the undue advantage by taking short
leaves or spending time over their personal works rather than doing the official works. Apart
from this the other issues might be connection errors. This internet problem can often act as
barriers between the main office and the remote office employees. Thus efforts have to be taken
by the management to make sure that they are using the backup systems and proper electronic
connection medium to check upon their employees very often. Reward and recognition must also
be carried on for the remote employees Le (Hénaff et al. 2015). Video calls and video
conferences must be used to celebrate the milestones of success achieved by remote employees.
This will act as a big motivation and the remote employees will feel themselves as a part of the
main office team.
Conclusion
Thus it can be concluded that in the modern day scenario working with remote teams is
of utmost importance. Remote teams help in providing a wide range of knowledge for the
organization. This acts as one of the greatest resources for organizations. However the
management has to make sure that the remote employees are not being ignored in any way. They

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are to be given due importance and values just like the employees working in the main office
branch.

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References
Aguenza, B.B. and Som, A.P.M., 2018. Motivational factors of employee retention and
engagement in organizations. IJAME.
Asadi, N., Guaragni, F., Johannknecht, F., Saidani, M., Scholle, P., Borg, J. and Panasiuk, D.,
2017, August. Success factors of an IPD based approach in a remote multidisciplinary team
environment-Reflections on a case study. In 21th International Conference on Engineering
Design, ICED 17.
Clark, M.P.A., Westerberg, B.D., Nakku, D. and Carling, P., 2019. Education in ear and hearing
care in remote or resource-constrained environments. The Journal of Laryngology &
Otology, 133(1), pp.3-10.
Ford, R.C., Piccolo, R.F. and Ford, L.R., 2017. Strategies for building effective virtual teams:
Trust is key. Business Horizons, 60(1), pp.25-34.
Fuller, R. and Summers, J., 2017, January. The Impact of Virtual Team Consistency on
Individual Performance and Perceptual Outcomes Over Time. In Proceedings of the 50th Hawaii
International Conference on System Sciences.
Graham, C.M., Daniel, H. and Doore, B., 2016. Millennial Teamwork and Technical
Proficiency's Impact on Virtual Team Effectiveness: Implications for Business Educators and
Leaders. International Journal of e-Collaboration (IJeC), 12(3), pp.34-50.

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Hair Jr, J.F., Wolfinbarger, M., Money, A.H., Samouel, P. and Page, M.J., 2015. Essentials of
business research methods. Routledge.
Lai, C.Y., Hsu, J.S.C. and Li, Y., 2018. Leadership, regulatory focus and information systems
development project team performance. International Journal of Project Management, 36(3),
pp.566-582.
Le Hénaff, B., Michinov, N., Le Bohec, O. and Delaval, M., 2015. Social gaming is inSIDE:
Impact of anonymity and group identity on performance in a team game-based learning
environment. Computers & Education, 82, pp.84-95.
Morley, S., Cormican, K. and Folan, P., 2015. An analysis of virtual team characteristics: A
model for virtual project managers. Journal of technology management & innovation, 10(1),
pp.188-203.
Rao, R.V. and Selvamani, K., 2015. Data security challenges and its solutions in cloud
computing. Procedia Computer Science, 48, pp.204-209.
Sghari, A., 2016. Can the staff recognition ensure planned process of organizational
change?. Journal of Organizational Change Management, 29(5), pp.782-792.