University Report: Creating a Virtual Team for Improved Operations

This report provides a comprehensive analysis of the creation of a virtual team within a company expanding its operations. It begins by recommending the formation of a self-managing team to address communication inefficiencies and empower regional managers. The report then suggests specific ...Read More

Running head: CREATION OF A VIRTUAL TEAM
CREATION OF A VIRTUAL TEAM
Name of the student:
Name of the university:
Author note:

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CREATION OF A VIRTUAL TEAM
1.Recommendation and need for creating a self-managing team:
Recently, as the company has expanded the operations to India, Jennifer, the vice
president of coding operation, requires to communicate more than before with the regional
managers and many a times she needs to be repetitive as she ends up answering to the same
questions multiple times. Although she has fairly managed five regional managers before the
company decided to expand the operation and to this point each region has operated
autonomously. The vice president believes that the regional managers have enough expertise and
given the opportunity to come together they can successfully self-manage in areas such as
recruitment, training, compliance, and customer satisfaction. Therefore, it is recommended to
create a self-managing team where the mangers can communicate with the vice president but it
will not demand her active participation in the team.
2. Communication technology to be used for meetings:
For successful operation of self-managing teams and keep the communication intact
virtual meetings are very useful. Followings’ are some recommended communication technology
to organize virtual meetings:
SKYPE: Skype can be regarded as one of the best virtual meeting platform used and
recommended by many all over the world. It can be used for the purpose of business
communication, organizational as well for personal communication purpose (Greer, Luethge and
Robinson 2016). It is not only cost effective but feature rich communication platform (Kinsella

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2016). It is recommended to create a company group account so that everyone can collaborate at
the same time during the meeting.
Some others platforms, as suggested in the article this context are:
 Watchitto
 Infinite
 GoToWebinar
 Zoho Meeting
3. Recommendations for frequency and time for meetings:
To keep the communication intact and effective it is important to keep track of the works
assigned regionally and any issues and confusions regarding the project should be solved
immediately to get the best result out of the project. To achieve this, it is recommended to
arrange for frequent meeting. The meeting should be arranged as soon as the project is
undertaken and to offer collaboration across the regions meeting should be arranged through the
duration the projects undergoes.
4. Assessment of the need for a diversity plan:
Diversity plan helps to understand and accept the differences among the individuals. The
prime benefit of having a diverse workplace is that it attracts innovation and business plan from
people of various background and culture (Martin 2014). The author also suggests that it is not
enough to have a diverse workplace, it is equally important to maintain that and to do proper
assessment is necessary.

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5.Description of three strategies to address motivation concerns:
Trust: It is definitely one of the best motivating factors. Employee should be convinced
that their manger cares their needs and always looking for their best (Zhu and Akhtar 2014).
Reward system: Reward and reorganization should be there to motivate employee and
the process should be based on pure talent without any bias (Shields et al. 2015).
Carrier advancement: An employee always looks forward to advance in their carrier to
reach greater heights and having such a system in the workplace surely motivates the individuals
(Green et al. 2017).

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References:
Green, P.I., Finkel, E.J., Fitzsimons, G.M. and Gino, F., 2017. The energizing nature of work
engagement: Toward a new need-based theory of work motivation. Research in Organizational
Behavior.
Greer, B.M., Luethge, D.J. and Robinson, G., 2016. Utilizing virtual technology as a tool to
enhance the workforce diversity learning. Developing Workforce Diversity Programs,
Curriculum, and Degrees in Higher Education. AHEPD, pp.258-279.
Kinsella, K., 2016. Benefits of Skype for Business. CPA Ireland nd Web. 13 May 2016.
Martin, G.C., 2014. The effects of cultural diversity in the workplace. Journal of Diversity
Management (Online), 9(2), p.89.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.
Zhu, Y. and Akhtar, S., 2014. How transformational leadership influences follower helping
behavior: The role of trust and prosocial motivation. Journal of Organizational Behavior, 35(3),
pp.373-392.