Question

Identify a set of step you’ll take to analyze the dynamics in an interpersonal or intergroup transnational setting

Answer 1

Transnational, virtual teams play a key role for international organizations in achieving local responsiveness as well as global integration. Team members in different countries can contribute their local knowledge and ideas to a transnational team, whilst team members located at headquarters ensure that the firm’s global requirements are met. Transnational teams are, therefore, able to create organizational knowledge that can be applied on a global scale. Over the last decade, research on transnational teams (TNTs) has grown from a small, specialist area into a major stream of interest covering several disciplines. TNTs have been investigated by social psychologists as well as experts on international business and information systems. This has led to the first literature reviews (Berg, 2006; Connaughton and Shuffler, 2007; Podsiadlowski, 2002; Stahl et al., 2007) and an edited book on the subject (Shapiro et al., 2005). Given that TNTs are often geographically dispersed, many TNT studies include issues of virtual collaboration. Due to the importance of transnational, virtual teams for international organizations, many researchers have focused on what makes these teams effective. What is to date missing is a comprehensive overview of the most significant relationship aspects in TNTs and their interconnections. The objective of this chapter is to provide a selective literature review that is able to sketch such a broad picture from what has been examined so far. It focuses on the transnational and virtual team literature to highlight the distinctive characteristics of relationships in transnational, virtual teams. Previous research will be integrated to identify suggested interrelations between different relationship aspects. Thereby, this review will deviate from the prevalent linear Input-Process-Output models of team functioning that follow classic system models (Hackman and Oldham, 1980; McGrath, 1984). Instead, it will make a first step towards a non-linear systems analysis and, through this, a configurational perspective on relationships in TNTs. The non-linear systems approach claims that social systems tend to consist of a multitude of elements that influence each other reciprocally, making it impossible to clearly distinguish cause and effect. The configurational perspective, in turn, has been developed in organizational theory (Miller, 1990; 1996). It posits that organizational reality cannot be explained by unidirectional, causal relationships between isolated variables, but only in terms of variable configurations; that is, ‘multidimensional constellations of conceptually distinct characteristics that commonly occur together’ (Meyer et al., 1993, p. 1175). The effect of single variables depends on their interaction with the multitude of other variables in a configuration.

In Process consultation, which is generic to OD intervention, the focus is exclusively on the diagnosis and management of personal, interpersonal, and group processes. Third-party peacemaking focuses on interpersonal conflict and the dynamics of cooperation and competition among groups. Sensitivity training typically yields learning’s about self, interpersonal relations, and group dynamics. Transactional analysis (TA) can be a form of psychotherapy. TA has also been used as a technique for team building. Behaviour modeling is a training technique designed to increase the effectiveness of the problematic interpersonal situations. Life-and career planning interventions are less process oriented than the other interventions and reflect more a systematic approach to a substantive area.

Sensitivity Training Laboratories : A T-group is an unstructured., agenda less group session for about 10 to 12 members. A professional “trainer” acts as a catalyst and facilitator. The data for discussion arises from the interaction of the group members as they strive to create a viable society for themselves. What are discussed and analysed etc are the actions, reactions, interactions and feelings arising out of the member interactions. Conceptual material relating to interpersonal relations, individual personality theory, and group dynamics also form a part of the program. The ‘group experiences’ form the fulcrum of learning.

This T-group is a powerful learning laboratory facilitates learning more about oneself as a person, learning how other reacts to one’s behaviour, and learning about the dynamics of group formation, group norms and group growth. It assists to improve one’s interpersonal skills.
These insights are coupled with growth of skills in diagnosing and taking more effective interpersonal and group actions that provide the participants the basic skills necessary for more competent action taking up in the organization.