Achieving Success and Virtual Teams

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Case Analysis - 3 Achieving Success in Virtual Teams Overview: In today's competitive world, companies are gradually vacating their cubicles and enter into the virtual workforce to increase work efficiency, reduce cost and resolve organizational problems (Ahmed & Ebrahim, 2009). Nowadays, companies are investing a bulk amount of money on virtual teams to enhance their performance since it has become an indispensable prerequisite for companies to stay in competitive in the era of globalization (Ahmed & Ebrahim, 2009). Virtual teams consist of members from different cultural backgrounds who work in various organizations with different set of standards and members of the virtual teams have the least probability to meet in person (Nelson & Quick, 2013, p. 348). The greater percentages (approximately 90%) of people are responsible for both success and failure of the virtual teams whereas technology plays only 10% role (Nelson & Quick, 2013, p. 348). Communication effectiveness and stimulating work are considered two essential human factors in terms of shaping the success and failure of virtual teams (Nelson & Quick, 2013, p. 348). The task can be challenging and stimulating for virtual teams as it is often unsubstantiated and consequently team member's lack of concern on their work might turn into crumble (Nelson & Quick, 2013, p. 348). Volvo has emerged to make the communication system as much effective as possible through emphasizing the concern of communication effectiveness and stimulating work (Nelson & Quick, 2013, p. 348). Volvo assesses the efficiency of virtual teams into four different types which is depicted in a question pattern in the case (Nelson & Quick, 2013, p. 348). Volvo's virtual team are to be evaluated by shared accountability and shared leadership for attaining team's goal (Nelson & Quick, 2013, p. 348). Discussion Questions:

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