Comprehensive Analysis: Trends in the Global Business Environment

This report provides an analysis of current trends in the global business environment, with a specific focus on the challenges and opportunities associated with managing remote workforces. The report examines the impact of globalization, the rise of remote employees, and the importance of employee satisfaction and engagement. It addresses the problem of employee attrition in the context of remote work, exploring various strategies for building trust, collaboration, and effective communication within virtual teams. The research highlights the crucial role of managers in shaping remote work environments, emphasizing the need for clear communication, recognition, and flexible management styles. The report also discusses the challenges of managing remote teams, including planning, organizing, and motivating employees, and concludes with a discussion on the key factors that contribute to the success of remote workplace practices, such as effective leadership and employee engagement.

Running Head: TRENDS IN GLOBAL BUSINESS ENVIRONMENT
TRENDS IN GLOBAL BUSINESS ENVIRONMENT
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1TRENDS IN GLOBAL BUSINESS ENVIRONMENT
Introduction
The advent of globalisation has created a deep
impact on the organisational practice. One of the newest
implementation can be identified as the creation of remote
employees. Using the remote employees also helps the
organisation to promote a cost effective measure and
stepped in getting strategic advantages. However, managing
the remote workforce is not as easy task for the business
organisations (Gibbs and Boyraz 2015). It is always being a
risk for the business organisations to focus on the employee
satisfaction. Engaging the distant employees in the
organisational decision making is an important part for the
companies in order to have a highly satisfied and efficient
workforce.
The problem statement of this literature review is to
analyse the impact of lack of employee retention on
managing remote workforce.

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This report aims to understand different efforts to
manage remote employees that will be supplemented a high
employee attrition in business farms. Moreover, the risk
factors and the remedies are also discussed in the literature
review that will foster a clear perception on the topic.
Body
In this research, the research tries to make an
unconventional effort by implementing the online video
gaming as a method to build up trusts and collaboration
between the employees. As a matter of act, the online video
gaming is also used as a stress buster and ease the
pressure to handle crisis situation. Shalev (2019) argued that
the techniques was highly effective to make a good
relationship among the employees. Learning from the failure
was the main objective to build up cooperation and
collaboration between the employees. In respect to this, the
role of the management is highly pivotal in order to influence

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and instigate the employees to participate in the video
gaming programs. In this context, there are four key
questions that are erected from this discussion, such as,
 How does managers behaviour helps to reshape a
remote workforce?
 What are the key factors that a virtual manager
possesses?
 What are the responses of the managers while
managing remote teams?
 What are the possible expectations of the remote
employees?
General
Managing a remote workforce is not an easy task for
the managers because he is also virtual. No direct
interaction between the manager and the team often creates
huge communication gap that can crumble the entire
business practice of an organisation. in this regard, the

4TRENDS IN GLOBAL BUSINESS ENVIRONMENT
research of White(2018) argued that generally the
employees are opted for remote working due to reduces
their expenses and creating a better work-life balance. In this
regard, the managers can provide a psychological support in
order to make the employee feel to be a part of the
organisation. The psychological relationship with the
managers creates an effective team building initiatives and
at the same time mitigate issues like dissatisfaction and lack
of effective performance (Gibbs and Boyraz 2015). The
research findings pointed out some key factors that the
virtual managers have to follow in order to bring out team
proficiency in a healthy manner. Communication is
considered to be one of the major aspect that the virtual
manager has to follow. The managers have to make a clear
and direct communication with the employees so that the
objectives of the organisation and the goals are clearly
pointed out. Regular team meetings and telephonic or digital
conversation both in groups and individual are important

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aspects for the managers to conduct. Moreover, recognition
is also a pertinent aspect to put some focus upon.
Recognising the good work of the employees will motivate
them to perform effectively (Healey and Kucharski 2015).
Encouraging the employees to follow creative and innovative
practices is a strategic measure that the managers should
follow. The management style has to be flexible enough to
procure an effective and relax ambience within the
workplace.
In this context, the research of Maher (2014) pointed
out a number of important traits that the virtual managers are
follows in order to create a better and effective remote
workforce. It can be argued that due to the different nature of
the remote working practice, the managerial practices are
also transformed at a rapid pace. From this research, a
number of managerial approaches were came to the
forefront in terms of the proactive nature. From the research
of Rauchut (2016) it can be stated that the role of the virtual

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managers is to set goals in a pro-active manner so that it will
bring efficacy into the organisational practice. The active
remote employees are always generated enough innovative
ideas and create their own projects. It is also coupled with
personal goals and recommendations that are effectively
related with the organisational objectives. This pro-active
attitudes of the employees paves the way for the managers
to foster an environment that is coupled with the
organisational goals (Karis, Wildman and Mané 2016).
Furthermore, the communication with the employees is also
an important aspect for the managers. Therefore, one of the
major characteristics of the managers is to prepare a good
communication framework to build up good communication.
Besides this, Lockwood (2015) mentioned that focus is a
crucial factor for the manager to deal with. As the teams are
remote so that communication gap is an obvious risk that
always presented in the organisational aspect. Henceforth,
focus can provide the right way to the managers to manage

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the remote employees. This can help the team to accomplish
objectives as quickly and time effective also.
Based on this understanding, it is always identified as
an important factor for the managers to manage the
employees properly. The organisational business model,
culture and the values are considered to be the basic tools
for organisational motivation. According to the research of
Rauchut (2016) it can be stated that the role of the senior
leadership is to deliver an effective measure for the
development of the organisation and the prospect to
influence the remote employees positively so that they can
feel the urge and responsibility to perform for the benefit of
the organisation. The leadership style of the senior
leadership has to be developed in reference to the
organisational development and at the same time highlighted
a close link with the organisational objectives (De Paoli and
Ropo 2015). In addition to this, the research of ¨opined that
the leadership training and consultancy is important for the

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business organisations in order to shape the leadership
quality of the managers. This leadership training will help the
managers to formulate an effective leadership that is
associated with the engagement program of the employees.
In other words, it can be argued that the role of the ideal
leaders is to engage the employees effectively so that they
can bring more efficacy into the organisational system
(Hirsch 2017). Understanding the efficacy of the employees
and focusing on the talent pool are identified as the most
important aspect and the managers have to keep a check on
it. It is associated with ability of the managers from the wider
talent pool and reduce overhead expenses. Therefore, those
factors will help them to set up and manage the remote team
effectively.
Therefore, it is important for the leaders to lead from
the front in order to make an effective strategy to manage
the remote workforce. There are some challenges that the
managers can face while maintaining a remote team. Such

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as, the planning, organising and motivating the employees
and training are the most important factors to deal with
(Visser 2018). It is essential for the leaders to evaluate those
measures so that it will encourage an engage the employees
within the organisation. Leading from the front practice is
also associated with the practice of educating the employees
on the rules and regulations of working practice. Those
programs are effectively dealt with the expectation of the
employees because through those practices the managers
try to get a clear perception regarding the desires and
expectations of the employees and intend to work on it as far
as possible.
Discussion
Based on this understanding, it can be stated that the
managing the remote workplace is a complex process that is
associated with the practice of making exclusive benefit to
the workplace. However, the success of the remote

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workplace is relied on the skills and effectiveness of the
managers. The managers are the key factors to plan and
execute the policies for the development of an effective
remote workplace practice. In this regard, communication
from both end is expected in order to formulate an effective
communication practice between the remote employees and
the managers. As the workforce is completely focused on
the communication therefore it is also coupled with the
practice to engage the employees effectively and motivate
them to accompany the organisational objectives intricately.
As a result of that it will bring more efficacy into the
organisational practice.
Conclusion
The above discussion reflects some light on the role
of managers in managing a remote workplace. There are
several types of strengths and weaknesses that the
managers and employees can face in order to perform a

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remote workplace practice. For instance, the literature
review pointed out that lack of communication and
engagement policies will be fatal for the business
organisations to perform efficiently. On the other hand, the
proper leadership approach and incorporation of the
employees in the organisational decision making process will
increase the attrition rate of the remote employees
effectively.