Challenges Managing Global Teams Literature Review

Question: Discuss about theChallenges Managing Global Teams for Literature Review. Answer Literature Review Scope In the present time, there are number of organizations that are increasingly turning to many virtual based teams as a way to connect. They also engage in a geographic manner and at the same time, it also leads to lowering the overall cost related to international collaboration and making sure that there is greater speed as well as adaptability. These kinds of teams have moved the manner in which companies use to form in a traditional manner, manage as well as test the performance of teams. Some virtual teams at the same time also offers many advantages and poses a lot of challenges (Steers et al., 2013). The growth of effective international leaders and keeping everything remote the way employees engage in work and also form or develop the team globally. The companies will also have to monitor as well as test many long distance workforces and at the same time develop an international mindset in every area where companies are constantly working to understand it completely. Literature Review Objectives The objective of this literature review is to understand different challenges in managing the global teams. Here it is important to research and also write about different challenged to the company either associated with presently using international virtual teams or also adopting of many virtual teams. The discussion consists of virtual team leadership, along with a cost based analysis of the communication between these teams. It also covers face-face interaction along with a lot of challenges in work life and contracting team from some distance, supervising and testing global teams (Steers et al., 2013). It is will also cover the development of an international mindset in connection with international virtual teams. Literature ReviewComparative Analysis To gain some success for a global organization, more and more companies need to depend on a different geographic workforce. They also manufacture teams that give the best kind of functional expertise from all over the world which is combined with deep as well as local information on many promising markets. It also helps in drawing the advantages of global diversity and at the same time also bringing together different people from different cultures with different work experiences and also different approaches on organizational as well as strategic challenges (Mockaitis et al., 2016). All this assist helps the multinational organization to compete with a present business environment. However, the managers will lead the global kind of teams that are against different challenges. Creation of successful work groups and it is also hard when every person is working local and also people sharing the same place to work. However, when the member of the team come from different nations along w ith functional backgrounds and are also working in diverse locations, communication can quickly take a U-turn since there will be misunderstandings and sense of cooperation will decrease into distrust. An organization culture influence can be once extended or shared with only into the domestic community and in present time, for some companies whether startups or well-established companies often implies that working within a community that usually stretches across the whole world. There are some main advantages of going international while working on software like Oracle or SAP; companies can manage teams in different countries at one time (Mockaitis et al., 2016). Therefore, companies are not restricted by geography anymore especially when it comes to talent-based selection as well as local talents. Also, the concept of virtual culture has expanded the flexibility of employees along with general happiness. At the same time, companies are also facing so many challenges that are threatening the ability of the companies to lead as well as succeed with the global team (Gibbs and Boyraz, 2015). Following are some of the challenges that companies face while managing the global or virtual teams along with right kind of solutions: - Lack of clarity: while working with global members of teams with different as well as diverse native language, it is very common for some key messages to get completely lost in translations. This can be due to many reasons like poor phone connection or team members trying to multitask while working. It creates a lot of gaps, and one usually wonders why communication never sinks in the initial stage. It is always important to put all the important decisions in writing along with following up conference calls with more clear as well as written communication of results of the conference (Gibbs and Boyraz, 2015). This further makes sure that everyone in the team is walking away from some meeting with the same kind of takeaways. Slow decision making: where are few time left in a day, it can take the whole week to schedule again the meeting that will work every member in the team. Also, there is the lack of clarity as well, and decision making can also exist at a slow speed. Here it is very important to clearly interact with the direction as well as strategy in more of a face to face setup whenever it is possible. The concept of video conferencing is the good tool for assisting teams to feel more present in the meeting and provide participants the ability to sense one another as long as tone or language is concerned (Rai, 2014). A normal in person based interaction is also important to boost the morale of the team and raise the level of collaboration. When there is clear undertaking provided with the help of face to face interaction and the speed of business as well as execution is very fast. Resolution of many disjointed conflicts: functioning with the help of mails makes it more challenging to deal with many tough problems and also get everyone on the same page. The overall tone, as well as the body language, plays an important role in communication, and without all these issues, delicate problems can be very hard to manage in the right manner. Here it is always important to make sure that tough messages should be made in personal chats and not on email because these messages can be easily misinterpreted (Rai, 2014). By communicating this in personal conversation, one must be more open to understanding each other and also communicate in an effective manner. Conflict in culture: big company's culture rely on constant communication and overall bonding among team members. Such kind of equation can be very challenging for the international team to manage and define in a proper manner. Here it is very important to hire a consultant and train people about the concept of cultural training. The consultant helps every team to answer some crucial questions like kind of value that can be instilled in employees (Colomo-Palacios et al., 2014). In connection with many global teams, there are many structure based factors that decide social distances are based on the location and also the number of websites where different team members depend along with the number of people who work at every site. The basic problem here is the opinion based on overall power. In many teams, the team members are situated in the different location for example, with two or more than two in the USA and South Africa, there is also a sense that any members have more power (Colomo-Palacios et al., 2014). This kind of imbalance is established on a negative dynamics with a larger group that may feel resented for many minority groups of people with the belief that the latter will try to go away with the contribution which can be unfair. At the same time, there are some minority groups as well that can believe that the major amount of people have power as well as voice their opinions. The case can be exacerbated when the manager is present at the site with many people close to headquarter of the company. Also, team members of the company tend to avoid the requirements and the overall contributions of the team member at other places. When there is an imbalance in geographic locations, and the team members are dispersed perceives to have a proper imbalance, it usually comes to the realization that is some out-groups as well as in-groups (Vigier and Spencer-Oatey, 2017). It is important to consider the case of an international marketing team for many multinational companies. The managers and the group forming core strategy for people who are working in the organization are also included. There can be a small group as well in other location focused on capturing their respective markets. There are three other team and members of the family who can easily split the time between different locations and are also responsible for the overall strategy. Research Gap and Contribution It is very important to prevent the vicious and diverse dynamics from placing the focus on the research as well as teaching or consulting for above fifteen years. It is important to conduct some research here and also understand the misunderstandings and mindset of countless executives as well as managers within the global team. It is important to realize the outcomes especially when it comes with costly impacts. However, many people who research on the same have constantly encountered high innovation at the same time it will result in millions of dollars of value creation for the stakeholders as well as customers (Vigier and Spencer-Oatey, 2017). One of the basic distinctions exists between different global teams that are always working and that don't lie at the level of social based distance and it consist of the degree of emotional connect that one have among different team members. When workforce in a team, works at the same place, the degree of social distance is normally very l ow. Despite different background, people can easily communicate in formal as well as informal manner that can align with building the trust (Babar and Lescher, 2014). The team arrives at a normal understanding of what specific type of attitude mean and the feel closer at the same time congenial, and it further fosters good connection or teamwork. Colleagues who are placed in one organization but separated geographically find it difficult to connect as well as align, so that the experience of social distance as well as struggle to generate effective kind of communication. Here it is important to mitigate the social distance completely, and this is why it becomes the main management challenge for many managers of a global team (Heizer and Barry, 2013). Conclusion It is clear, international management faces a common challenge which is managing the virtual or global teams. Some companies are working on an international level to present with globalization manual that can collect as well as verify the best kind of practices and there are other challenges as well here (Cramton and Hinds, 2014). Some of the challenges are discussed in detail above. Ideally, some HR based policies in the international IT team must have a proper consistency along with right kind of fairness as well as responsiveness. It is also important to provide some vital titles as well as report the structure in the proper manner, and it must be equalized in the proper manner. At the same time, it is also important to understand that the world is flat. However, HR based terms and conditions are not present in a similar manner (Cramton and Hinds, 2014). The concept of international based consistency also permits as well as aligns with so many local based laws and culture norms. T his is very challenging present in the variation of work culture and company's structures and levels in every country. Moreover, the overall cost of living also changes considerably in every location. Therefore, the concept of one size fits all is an unrealistic concept in the present world. References Steers, R.M., Snchez-Runde, C. and Nardon, L., 2013.Management Across Cultures: Challenges for Global Managers: 1. The new global realities; 2. The new global managers; Part II. Developing Global Understanding: 3. 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