The Impact of Virtual Teams on Organisational Behaviour: A Report

This report delves into the complexities of virtual teams within the framework of organisational behaviour. It explores the advantages and disadvantages of virtual teams, examining how technology and communication influence team dynamics, productivity, and employee behaviour. The report discusses the challenges faced by virtual teams, such as cultural differences and communication barriers, while also highlighting the benefits, including cost savings and increased flexibility. Key points include the impact of technology on team building, the importance of good communication and training, and the overall effect of virtual teams on organisational success. The report concludes that while virtual teams offer significant opportunities for growth and productivity, careful management and adaptation are essential to mitigate potential drawbacks such as lack of face-to-face interaction and trust issues.

organisational
behaviours

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Virtual team are more trouble ? .................................................................................................3
Virtual team are worthy ? ...........................................................................................................4
CONCLUSION................................................................................................................................7
REFERENCES ...............................................................................................................................8

INTRODUCTION
Organisation behaviour is the most essential and important task for the organisation.
Information technology make easier to work in more productive manner. It also helps to create
virtual team members and create more value and productivity level in the workplace. Present
case will be based on Organisational behaviour in the context of Virtual team and importance of
technology.
MAIN BODY
Virtual team are more trouble ?
Point 1: In present scenario every organisation working on the basis of advanced
technologies and services. This process of technology creates virtual team members and
advanced workforce for the betterment of the organisation a s per the view of Christina, Dainty,
Daniels and Waterson, 2014. Virtual team are in more trouble at the fails to understand the
different working culture. Due to which they comes under uncertain situation.
Point 2: Virtual team is now very common and effective team other than before. Today's
big organisations are work through digital technology and provide the best quality products to
their potential customers. Traditional teams are work on the basis of concepts and through
manually due to underutilisation of advanced technology. Besides, due to lack of proper
understand and knowledge of digital technologies rules. Virtual teams get into the trouble.
Point 3: Virtual team force creates new learnings and positive behaviour in workplace.
Teams in the organisation are works for a common goal of the organisation. They always
considered company objectives on first priority which makes team building and positive nature
among teams members (Coccia, 2014). Organisational behaviour form through various team
members which is very much effective and productiveness. Different human behaviour also
might be create negative impact on the behaviour of other employees which creates trouble for
virtual team members.
Points 4: It has been seen that virtual team members gives negative communication
effects on the behaviour of human beings. Along with that, from the research of different
analysis it has been proved that. Virtual team members are not very much beneficial for the
organisation. They create.

Misunderstanding between other members in the organisation. Through organisation get affected
very much. On the basis of Kitchen, 2017 they suggested that team member should be connected
face to clear some thoughts and business idea. On the other side, communication process will
also make the things in more efficient manner. Moreover, it also helps to influence many
objectives and target market goals.
Point 5: Good virtual team must started from good people company adopts good
environment and training and development approaches to build employees motivation and
productivity performance in the company. Virtual teams are very much creative and experienced
to accomplish the task in systematic manner. Moreover, virtual teams has to be increasing in the
organisation. On the other side, every organisation require to making virtual team within the
organization to make productive and quality performance. Another process of working requires
to be perfect and effective in terms of better performance level. Virtual teams has to be engage
with the business activities for better enhancing environment.
Point 6: Through other employees get more knowledge and good learning skills. With
the help of overall scenario, it has been proved that virtual team is the asset for the organization
for better enhancement opportunity. There are few arguments which against them that virtual
team are not very much effective and productive for the organisation. Besides, they think that
technology always involves high risk and uncertainty (Kitchin, 2017). Besides, it is very
necessary for the organisation to adopt more productive organisation staff for making OB more
effective and impressive. Good team building is the reason of good success. Virtual teams also
very much distinct in terms of sharing knowledge with others and give better learning skills for
better development. Moreover, one drawback has bee seen in the virtual team that is lack of face
to face interaction or communication with team members. Due to not interacting face to meeting
it also creates lack of faith between peoples. Various report has reported that virtual team
members either have lower trust and compared with co located team members or their trust is
much more fragile as per the view of Martins, 2016. Big organisation and most of the
organization has adopted digital technology to connect with their other team members.
Virtual team are worthy ?
Point 1: In according to the (Kitchen, 2017) It makes good presence of making good task
revenue. It is very much preventive and distinct for the growing business organisation. Most of

the people are now interested to work with an organisation who highly involves with technology.
Virtual team members are very much intelligent and creative minds to think in very expand
manner. It grows many opportunities and growth for their organisation. Another drawback of the
organisation is that to virtual team members are very far away from other team members or from
organisation. So in that condition it makes huge difference between the company development.
Point 2: To overcome from its drawback virtual team members are always available at
any place of time. It gives high opportunity and growth for new learnings. Moreover, to sustain
positive organization behaviour company needs to focus on enhancing technology for potential
employees in according to the (Taylor, 2017) they suggested virtual team members are also very
much productive in cost saving. They help to reduce the cost of organisation, due to work in
different area they reduce the expenses of the organisation. Employees are very found of the
latest technologies and new learning about techniques, organisation who highly engaged with the
technologies employees are loved to work with those organisations. This process assist to retain
employees in long term. They need less number of meetings through company reduces their
time cost and work in more productive manner. Team are worthy for diverse or to create new
productive environment. It also makes impressive method of working. Virtual team or more
productive and impressive methods of working.
Point 3: They maintained productivity level of the company by eliminating office
distraction, travel and provides flexibility in working hours. With the help of virtual team
members' productivity of other employee are also got enhance and develop for better learning
process. It gives great opportunity and growth for the organisation to sustain market position in
competitive market. Moreover, organisational behaviour has form with the helps of different
work culture (Taylor, 2018). Some workers are not preferred to work virtual due to uncertainty
of place and time. They better prefer to get job which has particular time or work to perform
within working hours. They don't rely on the technologies very much. It is very much productive
and impressive for effective management tools. Virtual team members are form a diverse culture
which is very distinct to grow the business into new productive manner. It is also very much
productivity and effective for the growth of business organisation. Along with that, it is very
much fruitful and productive for the development of the organisation. Besides, some research
reported that virtual team member re very much costly in terms of technology (Waterson, 2017).
Due to which company facing the cost of technology. Besides, it has bee proved that diverse

culture is more essential for the organization to make productive work environment. It is also
very much require to organise T&D programmes for the members to adopt virtual features and
growth. Organisational behaviour influence by the nature of working of the employees in within
the working environment. It brings new opportunity and growth for the new development of
work culture. This process brings new opportunity and chances for the better productivity work.
Through positive behaviour are creates in the organisation.
Point 4: Besides, in globalized world with crucial technologies changes, leaders are
facing unforeseen opportunities as well as challenges while striving to reach their objectives.
Moreover, thanks to technology who brings new changes and helps to form virtual team
members in order to form new organisation behaviour. Virtual organisation always form new
environment and culture for the employees in order to brings new changes and technologies.
Virtual team also very much essential for the organisation to brings new business opportunities.
Virtual team members are easily contacted with anyone and get interact with any time as per the
view of Waterson, 2017. This method helps to reduce the time and situation boundation for
creating new business opportunities. Virtual team members are introduced new opportunity and
growth for the organisation development. On the other hand, Most of the researcher has
researched that virtual team having lots of issues and drawbacks such as they create conflicts and
lack of trust factor between peoples due to which work has not been cleared in proper manner.
On the other hand, they also create social isolation due to lack of personal interaction and face to
face connection.
Point 5: So that, in that case it is very necessary for the firm to get connected team
members at all time (Waterson, 2017). Moreover, it is very required for the organisation to adopt
the best possible action plan of the organisation. It is very much necessary process which is
required to be perform in more effective manner. Along with that, it is required for all the
organisation to take some positive actions to maintained allowing the best possible action
(Waterson, 2017). Moreover, virtual team members gives positive impact on the organisation
which required to be for the development of organisation. Moreover, due to heavy technology
and impressive technologies virtual atmosphere has bee created such as mobile phones,
computers, laptops, tablets, internet. All those technologies has created virtual teams. Virtual
team members communicate with each others through various forms sometimes face to face or
with any other type of digital technology. On the other side, virtual team members are also facing

the dissatisfaction results from the clients or with team members due to lack of physical
appearances.
Point 6: It makes negative impression on the behaviour of employees. For making virtual
team members organisations also needs to hire well skilled and potential employee for its
organisation (Waterson, 2017). Along with that, it will also require for the company to introduce
the best possible source of action and techniques to deals with the employees. Moreover, another
major effective factors to accomplish the overall goals. It has been cleared that big organisation
growth has given better virtual environment and flexibility. This may creates more potential
environment good proper making process. It makes good changes in the organisation Moreover,
CONCLUSION
From the above discussion it can be concluded that, for organisation virtual team
members are necessary for growth. It helps to manage the work in proper manner.

REFERENCES
Books and Journals
Christina, S., Dainty, A., Daniels, K. and Waterson, P., 2014. How organisational behaviour and
attitudes can impact building energy use in the UK retail environment: a theoretical
framework. Architectural Engineering and Design Management. 10(1-2). pp.164-179.
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management, 20(4-6), pp.251-266.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Martins, A., 2016. The role of information systems in contributing to leadership efficacy and
organisational behaviour change. Unpublished PhD Thesis, University Fernando Pessoa.
Taylor, S., 2017. Natalia Rocha Lawton is a Lecturer in Human Resource Management and
Organisational Behaviour in the Faculty of Business and Law at Coventry University.
Natalia’s research interests are in equality and diversity and inter-national employment
relations, with a particular focus on Latin America. Paola Pisano is a Researcher and
Professor of Innovation and Business. Strategic Human Resource Management: An
International Perspective.
Taylor, S. P., 2018. Organisational behaviour, leadership and change. International Journal of
Housing and Human Settlement Planning. 4(1). pp.21-36.
Waterson, P., 2017. Patient Safety Culture and Organisational Behaviour. In Patient Safety
Culture (pp. 70-93). CRC Press.