Strategies for Managing Virtual and Cross-Cultural Teams Effectively

This assignment delves into the complexities of managing virtual and cross-cultural teams, highlighting communication challenges and the importance of building trust. It emphasizes the implementation of reward and recognition systems to motivate employees while considering cultural differences. The assignment also explores the significance of establishing ground rules and respecting diverse cultures to foster collaboration and reduce workplace conflict, ultimately enhancing team performance. Furthermore, it addresses how violated expectations in cross-cultural teams can lead to conflict and stresses the need for clear communication expectations and respect for minority opinions to ensure effective team functioning. Desklib offers a wealth of similar resources, including past papers and solved assignments, to support students in their academic pursuits.

Running head: MANAGING VIRTUAL AND CROSS CULTURAL TEAMS
Managing Virtual and Cross Cultural Teams
Name of the student
Name of the University
Author note

1MANAGING VIRTUAL AND CROSS CULTURAL TEAMS
Answer 5)
The managing of the virtual teams becomes difficult owing to the aspect of
communication. The virtual teams have to face challenges as the information cannot be
passed in an accurate manner. Direct communication can play an important role in solving
the problems that can arise in the course of functioning of an organization (Dyer & Dyer,
2013). Another problem that the virtual teams have to face is in relation to building of trust
that can help in encouraging collaboration in between the members of an organisation. The
mission of the company cannot be communicated in a clear manner in the case of virtual
teams.
The team building method that can prove to be effective for the virtual teams is the
implementation of reward along with the recognition system. The desirable behaviours can be
rewarded in the case of a virtual team that can help in recognising the outstanding
performance of the members of the virtual teams. It can prove to be effective in the
consideration of the cultural differences that can help in providing the employees with
motivation within an organization. It can help the organization in attaining the strategic
objectives and it can boost the performance of the members of an organiszation.
Answer 6)
The ground rules being established in a team that can help in driving results oriented
culture within the team. It can help a team in collaborating in an effective manner that can
help in building trust within a team. The respecting of the individual cultures within a team
can help in maintaining proper communication among the team members that can ensure the
success of the organization. Respect for the people of the team coming from varying cultural
background can help in the reduction of the workplace conflict that can help the employees in
delivering effective performance within an organization. Reducing the conflict can play an

2MANAGING VIRTUAL AND CROSS CULTURAL TEAMS
important role in reducing the stress of the team members that can play a crucial role in
developing an organization. Cultural diversity influences the satisfaction of the team
members and it helps in inspiring creativity within a team. This has an overall positive
impression on the whole team and it augments the performance of the team members. The
individuals coming from the different cultural backgrounds can help in providing ideas from
the different perspectives that can help in the promotion of performance in a team. The
people coming from various kinds of cultural background bring their own perspective that
can be used for increasing the efficacy of a team.
Answer 7)
The conflict taking place in the cross-cultural teams violates the expectations of the
individual employees in an organization. The expectations being managed in the proper
manner can help a team in delivering of effective performance. The common behaviour that
is violated in the case of cross-cultural team is communication behaviour. Communication
behaviour refer to the behaviour of the team members that are used for achieving the goals of
a team. Communication expectation should be set at the time of formation of a team that can
help in reducing conflict in an organization (Tjosvold, 2017). For example, member of a
team can stop communicating for larger duration of time. In the event of team leader sending
the member e-mails, team member may not receive to the e-mails. The leader in this case
should have established the communication expectation that the team members should
respond to the request within that of a specific timeframe. There should be respect of the
opinions of the minority people in an organization. The team leader of an organization should
set certain rules at the outset that is irrespective of any kind of biasedness in an organisation.

3MANAGING VIRTUAL AND CROSS CULTURAL TEAMS
References
Dyer, W. G., & Dyer, J. H. (2013). Team building: Proven strategies for improving team
performance. John Wiley & Sons.
Tjosvold, D. (2017). Cross-cultural management: foundations and future. Routledge.