The Impact of Virtual Team Consistency on Individual Performance and Perceptual Outcomes Over Time

This research examines how the provision of virtual team membership consistency may impact perceptions of the communication technology and interactions as well as performance. The results from a repeated measures experiment finds that virtual teams with expectations of inconsistency in membership have a more negative perception of the supporting technology, and perceive less coordination than consistent teams. Additionally, members on consistent teams perceive less interpersonal conflict, greater coordination, and enjoy greater performance outcomes. Virtual team consistency is an important construct that can provide insights to virtual team member concerns regarding team turnover and loss of social capital due to turnover. Given the ephemeral nature of virtual team membership, consistency may be a key construct for consideration in overcoming delay in virtual team engagement and social identity development

Virtual teamwork in the context of technological and cultural transformation

Megatrends affect all individuals and organizations in our society. Mobility and flexibility are examples of megatrends that influence our everyday lives and also intensely alter the ways we work. The deployment of virtual teams meets the new chances emerging with these trends. Employees aspire to work virtually due to benefits, such as flexibility regarding the locations and hours for working. Organizations deploy virtual teams to remain competitive regarding new technological opportunities, employee retention and cost efficiency in an increasingly digital environment. Organizations can guide their change towards virtuality by building on the knowledge of practice as well as scientific insights regarding the deployment of virtual teams. In order to provide a holistic view on the structures and processes affected by such a change and thus provide guidance, a framework for analyzing and planning organizational change is adapted to virtual teamwork and presented in this paper. The framework shows that the deployment of virtual teams affects the whole organization. This comprehensive view on the implementation of virtual teamwork allows an integration of virtual teams and focusses on their performance. The adapted framework furthermore provides links for further in-depth research in this field

Virtual teamwork in the context of technological and cultural transformation

Megatrends affect all individuals and organizations in our society. Mobility and flexibility are examples of megatrends that influence our everyday lives and also intensely alter the ways we work. The deployment of virtual teams meets the new chances emerging with these trends. Employees aspire to work virtually due to benefits, such as flexibility regarding the locations and hours for working. Organizations deploy virtual teams to remain competitive regarding new technological opportunities, employee retention and cost efficiency in an increasingly digital environment. Organizations can guide their change towards virtuality by building on the knowledge of practice as well as scientific insights regarding the deployment of virtual teams. In order to provide a holistic view on the structures and processes affected by such a change and thus provide guidance, a framework for analyzing and planning organizational change is adapted to virtual teamwork and presented in this paper. The framework shows that the deployment of virtual teams affects the whole organization. This comprehensive view on the implementation of virtual teamwork allows an integration of virtual teams and focusses on their performance. The adapted framework furthermore provides links for further in-depth research in this field

Forms of organizing: What is new and why?

This paper aims to further our understanding of new forms of organizing by asking and answering two related questions: What is new in forms of organizing? and Why is it so? It starts by examining the main forces that lead to the emergence and diffusion of new organizational arrangements, distinguishing between objective and subjective factors and pointing out the interplay between the two. Elaborating on these two groups of factors, the paper introduces two dimensions ‹flexibility and openness‹ on which a contingency analysis of new forms of organizing and a classification are built. Flexibility is associated with the question «How fast does the organization as a whole have to learn?», while openness is intended to measure the need for knowledge integration and the location of relevant knowledge. Having outlined the main trends in the development of organizational arrangements, the paper looks at some of the implications. The use of information and communication technologies, knowledge management, changes in human resource practices and social contract, and changes in management roles and careers are all seen as consequences of a new quest for openness and flexibility. All these considerations lead to the conclusion that, nowadays, changes in organizational patterns are radical, calling for a paradigm change that will facilitate, in a holistic manner, the adjustments that are needed in order to build and manage these organizations. Like any paradigm change, this requires a change in the mindset of the agents involved, especially the decision-makers.new forms of organizing; new organizational arrangements;

Reflections on Developing Effective "Virtual" Group Learning

This article arose directly from developments undertaken at Chesterfield College in theacademic year 2004/5, when a FdA Foundation Degree in Logistics Management was beingplanned, in collaboration with local employers. At a fairly early stage it was determined thatthis degree would operate utilising a "blended learning" approach, with participants attendingcollege at various times, but the main thrust of the learning would be undertaken, managed andguided via the use of ICT technologies, with participants operating in" virtual" learning sets.As the internet information platform to support the participants was being developed,certain methodological issues began to emerge;(a) what types of resources and associated learning activities should be made availableto participants?(b) what could be done to assist participants to operate effectively in "virtual" learningsets?In this article I wish to ignore the issue of resources and associated learning activitiesand put that to one side, and instead concentrate on how to generate effective "virtual" learn-ing teams/sets. In order to do this, three issues need to be addressed:what is a "virtual" team and what makes it different to a traditional co-located team ?how do these differences impact on the "virtual" team ?how can we assist our degree participants to operate effectively in the "virtual"world we will expect them to be inhabiting, remembering that for many, if not all, this will be a new experience?This will then be reviewed with reference to the learning experiences of the first yearintake of students onto the Foundation Degree in Logistics Management

Effectiveness of Government Leadership to Maintain Productivity in a Virtual Environment

The purpose of this qualitative flexible design single case study was to expand the understanding of reasons behind the potential challenges of federal government leaders with maintaining employee productivity in a virtual environment. The general problem addressed was the challenges leaders face with maintaining employee productivity in a virtual environment, resulting in reduced organizational performance. The research included determining the driving factors in employee productivity in the federal government while in a virtual environment and determining if there was a specific leadership style to help maintain productivity and organizational performance. The research questions and sub-questions fully addressed the specific problem statement as they led to knowledge of why leaders face the challenges of maintaining employee productivity in a virtual environment and uncovered ideal leadership styles and behaviors to prevent or reduce failure. The findings of this study illustrated a complete understanding that leaders are still facing communication challenges from leading in a virtual environment but are finding successful styles and methods to overcome these challenges successfully. The results could assist individuals and leaders to understand and recognize practices leadership can use to maintain employee productivity in a virtual environment

Múltiples factores que afectan el uso correcto de la información contable en una toma de decisiones compleja

Tesis inédita de la Universidad Complutense de Madrid, Facultad de Ciencias Económicas y Empresariales, leída el 12-11-2020The aim of this doctoral thesis is to explore the audit issues that affect the quality of the auditor's opinion and their decision making. We answer many research questions regarding the correlation of audit issues and its effect on the quality. The general outcome indicates that there was a close relationship between the financial crisis and auditing, due to the influence of dysfunctional behavior on audit quality which was among those relations whose impact on the crisis.This issue has been interesting in recent years because there have been a growing number of bankruptcies due to the financial crisis whether direct or indirect issues that affect the quality of the auditor's opinion where business management has failed to warn of its impact on the business...El objetivo de esta tesis doctoral es estudiar los problemas que afectan la calidad de la opinión del auditor y su toma de decisiones. Respondemos a muchas interrogantes de investigación sobre la correlación existente entre los problemas de auditoría y sus efectos en la calidad. El resultado general indica que hay una estrecha relación entre la crisis financiera y la auditoría, debido a la influencia del comportamiento disfuncional en la calidad de auditoría que tuvo un impacto en la crisis. Este tema ha sido interesante en los últimos años debido al número creciente de bancarrotas por la crisis financiera, ya sean problemas que afectan directa o indirectamente la calidad de la opinión del auditor o donde la dirección de la empresa no ha advertido su impacto...Fac. de Ciencias Económicas y EmpresarialesTRUEunpu

Trust and psychological empowerment in global virtual teams: quantitative ethnography research

Although global virtual teams are becoming more commonplace because of their many benefits, they are also challenged by a lack of interpersonal and emotional trust between team members. Based on this problem, this study adopted a quantitative ethnographic methodology to explore team members\u27 perceptions of the relationship between trust and psychological empowerment components, such as the meaning of work, competence, self-determination, and impact, in global virtual teams. In addition, this study examined how the team members\u27 perceptions of trust and psychological empowerment differ based on their attributes. To achieve this research purpose, the researcher collected data via semi-structured interviews with 16 employees in global virtual teams of five consulting firms headquartered in the U.S. and South Korea. This study utilized the Epistemic Network Analysis (ENA) as an analysis tool to investigate the perception patterns of participants. As a result, the study found that trust is primarily linked to competence, responsible behavior, and communication between employees. In contrast, competence is related to communication, recognition, self−determination, and impact on the team or society. Furthermore, the study found the differences in employees\u27 perceptions according to characteristics−age, gender, nationality, working period, and role−excluding the expertise realm. The findings could aid organizations in developing strategies for global virtual teams and contribute to developing academic fields related to psychological empowerment and trust. More research is needed on segmented global virtual team types, cultural diversity, and team leadership

Nurturing Creativity Using Intentional Event Design

ABSTRACT OF PROJECT Nurturing Creativity Using Intentional Event Design The purpose of this project is to continue the research and strengthen the academic foundation that underlies the intersection where creativity and creative leadership are supported by intentional event design. This project will explore the tools that can help determine if an organization encourages bold creativity or limits the time or energy allowed for creative problem solving, and the many ways we can design experiences with the intention to allow creativity to enter the room. This will extend the practical applications and explore stories where leadership, creativity and experience design intersect that others can take lessons from. The information shared will be relevant across the events and experiences industry, not too long or dense so it is highly consumable and provides a body of work that is useful to others. I have a unique position having supported messaging for a variety of leaders with creative, intentional event design using the mediums of both live and digital event experiences to educate, inform and inspire. This shared knowledge [TE1] will provide tools that allow event designers to get closer to the decision makers to best understand the desired outcomes will ultimately ensure greater success in delivering events that meet and exceed organizational objectives. This proposed book will be my second, the first being Intentional Event Design, Our Professional Opportunity (Endean, 2017). Ideally, the completed work would compel organizations to invite me to share this information and I can continue the work that encourages more events to include a rigorous and iterative design process. Tahira Endean April 24, 202

The Craft of Incentive Prize Design: Lessons from the Public Sector

In the last five years, incentive prizes have transformed from an exotic open innovation tool to a proven innovation strategy for the public, private and philanthropic sectors. This report offers practical lessons for public sector leaders and their counterparts in the philanthropic and private sectors to help understand what types of outcomes incentive prizes help to achieve, what design elements prize designers use to create these challenges and how to make smart design choices to achieve a particular outcome. It synthesizes insights from expert interviews and analysis of more than 400 prize