Question

Refer to the article “Successfully Transitioning to a Virtual Organization: Challenges, Impact and Technology,” where the author presents factors that can enhance or derail success in a virtual organization. Imagine that you are a certified project manager at Arup. Arup conducts robust post-project peer reviews. You are assigned to assess the Water Cube team’s performance managing a global, virtual, and diverse project team. Prepare a 2- to 3-page paper that addresses these items: Select two enhancers from the model in Figure 1 below. Assess whether or not the Water Cube project management team achieved the selected enhancers. Identify specific examples to justify your assessment. Select two derailers from the model in Figure 1 below. Assess whether or not the Water Cube project management team successfully avoided the selected derailers. Identify specific examples to justify your assessment. Figure 1: A Model to Enhance Leadership Skills for Success in a Multicultural Virtual Organization Enhancers Derailers Promote trust and maintain effective working relationships with virtual workers. Inability to establish the additional levels of trust required with remote workers Establish virtual guiding principles and organization charters to ensure the organization is in alignment. Inadequate communications skills required for virtual network effectiveness Identify and define virtual worker roles, responsibilities, and accountability. Lack of comfort and expertise with technologies required for success in the virtual organization Establish a reward and recognition process commensurate with the virtual organization characteristics while maintaining consistency with traditional organization structure. Inability to address conflict resolution within the group Demonstrate cultural competency when interacting globally. Lack of sensitivity toward different styles of communication Source: Successfully transitioning to a virtual organization: Challenges, impact and technology. (2010, April). HR Magazine, 55(4), 1–9.

Answer 1

The very nature of virtual business environment necessitates for effective and efficient planning and strategies from the top level management. Thus development and evaluation of virtual teams offers an exclusive opportunity for HR administrators to partner with various different elements of the business. Furthermore the benefits to the business stakeholders of a flourishing virtual work program can be significant yet tricky and complex to accomplish without a strong strategic HR function.

Furthermore with enhance reliance on technology for communication in the workplace the function and responsibility of leadership is changing. The most import element of successful virtual organization is effective and efficient leadership skills and capabilities, proficiencies and attributes, confidence and understanding and administration of virtual employees and teams.

Thus effective and efficient leadership skills is indeed considered to be the most crucial and significant element which in fact facilitates to influence success in a virtual environment and understand and preserve the cultural identity and employment brand through continuous and effectual communication skills between worker and administrator.

They comprise a strong focus on relationships, emotional intelligence, track record of outcomes and innovation and focus on process and conclusions and the capability to give optimistic and constructive feedback. Also significant is the ability to educate and train others and provide gratitude and acknowledgment both formally and informally in ways that show admiration and inspire continued success

In virtual organization function and responsibility of a business administrator tends to shift from one of controller to one of coordinator. The leader administers by principle to facilitate the cross-cultural function, encourages open sharing of information and empowers the virtual employee. It’s important for enterprises to encourage trust and efficient working relationships by setting up virtual guiding principles and business charters

In virtual organizations team members facilitates to present a unique opportunity to develop a win-win situation between company and workers if provided an attractive work and life balance to workers and also facilitates to lessen infrastructure costs for employers. Virtual teams are highly reliant on collaboration technology and infrastructure.

Encouragement and engagement are among the top challenges for virtual teams thus developing the sense of team makes all the difference to ascertain rapport and trust, support creativity and innovation and realize the task and goals of the team. Administrators need to find ways to provide public forums for acknowledgment, opportunities to share ideas, take advantage of training and development opportunities to support and toughen the team, and rejoice the achievements of both individuals and the team.

Thus HR people should take a leadership role to support its establishment to remain competitive in an increasingly virtual marketplace. HR and team leaders require to make sure that all employees identify and acknowledge the various technologies that will make the most effective use of time and resources and also support individual, communication and accomplishment of the business goals.

Thus the most powerful policy could be providing a cultural orientation session at the beginning and letting the team members get to know each other by sharing some real life cases or role playing to improve understanding and empathy which can be effectively used to inform the team members and to increase their awareness of potential problems.