MNG81001 Assessment 2: Establishing & Managing Effective Virtual Teams

This presentation addresses the challenges and solutions for managing virtual teams, particularly in a globalized business environment. It emphasizes the importance of setting clear goals, coaching employees, providing feedback, and building trust within the team. The presentation suggests that managing directors should conduct assessments and training programs to ensure team members are aligned with organizational targets. It also highlights the role of soft skills, such as communication and honest behavior, in fostering trust. The document provides strategies for adapting work processes based on feedback and implementing both virtual and technical changes to improve team performance.

Organizational Behaviour

Virtual Team
Virtual teams can be defined as a group that
work towards a particular goal sitting back in
different geographical locations (Majchrzak
et al., 2014).
Technological boons like internet, e-mails,
web chats and video conferences make the
main tools in virtual meetings.

Practices for establishing virtual teams
Setting goals and establishing directions
In this practice, the team leads, in this case
the managing director needs to be very
careful that all the members are aware of the
goal that they are working for.
Until the goals and ambitions of the company
are not clear, the leads would not be able to
execute their duties in proper direction.

Practices for establishing virtual teams
Coaching the employees and modeling in
order to provide feedbacks
It is very important to provide and update the
employees with time to time feedbacks.
Without feedbacks, the leads would not b
able to understand if the intensity of the
effort that they are putting into is adequate.
Feedbacks, be it positive or negative also
helps the employees to get motivated
regarding work

Practices for establishing virtual teams
Trust building factor
Yet another that adds ob to virtual meetings
and its success is building trust and
maintaining it.
Communication is imperative in this context.
 The leaders must be given space enough to
place their respective points.
The promises of deadlines, leaves and breaks
should be kept from both the end (Hoch and
Kozlowski 2014)

Solutions of achieving mentioned practices
The managing director must take short assessments and
conduct training and development programs in order to check
that if all the employees are sure about their targets and the
final organizational target that they are contributing for
(Binder 2016).
According to the feedbacks given by the management, the
managing director can ring about a change in the process of
working.
The change may be virtual or technical.
Trust can be built up within the team through the
implementation of soft skills like language and communication.
Honest behavior is also another important factor that
contributes to trust building.

Solutions of achieving mentioned practices
The managing director must take short assessments and
conduct training and development programs in order to check
that if all the employees are sure about their targets and the
final organizational target that they are contributing for.
According to the feedbacks given by the management, the
managing director can ring about a change in the process of
working.
 The change may be virtual or technical.
Trust can be built up within the team through the
implementation of soft skills like language and
communication.
Honest behavior is also another important factor that
contributes to trust building (Nemiro 2016).