Managing Virtual and Global Teams
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As with any subject in the management and HR literature, many authors have published articles on "best practices" in the area of global and virtual teams. Best practices are distinguished from guidelines or general practices in that "best practices" are supposed to be supported by empirical research. Based on your experience and knowledge, should all "best practices" be applied to all organizations or are there some differences that need to be considered prior to implementing best practices?
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Solution Summary
Prior to implementing best practices, managers should identify some of the differences organizations face today. Not all best practices should be applied to every organization, more specifically virtual and global teams. The following information will discuss a few distinctions virtual and global teams have before implementing organizational best practices.
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Based on my experiences best practices are not appropriate for all organizations, especially virtual and global teams. There are some differences that need to be considered prior to implementing the best practices. For managing global teams it's important to understand nature of conflict on geographic teams originates from lack of understanding cultural diversity. The best method of avoiding conflict among geographic teams is to understand the cultural dimensions of each team member. Hofstede describes cultural dimensions as individualist vs. collective society, power distance, uncertainty avoidance, masculinity, and long-term orientation (Kirkman, Lowe, & Gibson, 2006). Hoftstedes five cultural dimensions explain the impact on communication for organizations that have face-to-face ...
Education
- DBA, Argosy University
- MBA, University of Phoenix
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