Challenges of Managing Global Team

Question: Write about theChallenges of Managing Global Team. Answer: Introduction Today, there are so many companies that are rapidly adopting and increasing the horizons of the organization by expanding in many international locations. To get some success, it is important to be recruit global team which will open up the way to connect as well as engage with people in a more geographic manner for so many employees as well as the company. It not only opens so many doors for the company in term of opportunity but it also leads to decrease in the cost as far as global collaborations are concerned, and it also ensures that there is greater speed in operations as well. Literature Review Literature Review Scope A virtual team has to function in a manner that companies can form a structure in a traditional manner as well as also evaluate the overall performance of the global team. There is a large number of a virtual team which also proves to be very beneficial however it is not that simple since there are the number of issues as well which management of the global team has. Development of global leaders and also keeping some control on the way people engage in work and also grow the team in a global manner (Boin et al., 2013). The organizations will also have to supervise and evaluate many teams working long distance and also the development of a global kind of mindset is important where an organization is functioning to understand the stand completely. Literature Review Objectives The main goal of the discussion is to be clearer about the number of challenges in the management of international teams. It is also vital to do some RD and understand the issues that arise for the company which is dependent on global teams for operations. Literature Review Comparative Analysis To gain some advantage being international companies, it is important for organizations to depend on diverse employees from different locations completely. They also need to build teams that provide the best type of functional based expertise from all across the world which is later mix with detailed and local knowledge of great opportunities present in those markets. Further, it also assists in drawing number of benefits from diversity internationally and also bringing a different kind of talent from diverse cultures along with diverse work experiences. It also covers a different kind of approaches to work and make the organization more competent in terms dealing with the global market (Boin et al., 2013). Every such element assists the companies to be able to be more effective in competition in the current business and market. But at the same time, managers also have to lead the teams and manage people with different cultural values and work ethics and this in itself is the biggest challenge. Creating some success at forming a team and also, it is challenging when each member of the team is working in local environment at the same time with people globally without actually sharing the same location. It is very easy to have loads of misunderstandings in such situation since the members of the team are sitting in different locations and are working at different times. So there will be less communication and cooperation, and it will create some distrust. A company's culture impact can also be shared with local talent, however, in the current time no matter what is the size of the company; work often expanded in the whole world. Software like SAP or many others, companies can manage teams sitting at the diverse location at the same time. This is why, organizations are just not limited to geographic location and specifically when it comes to management of talent based on the selection regarding acquiring local workforce (Crane and Matten, 2016). Following is the d etailed discussion of some of the crucial challenges that any organization faces while managing the global workforces: - There is no clear situation while functioning with the global team with diverse as the well contrasting culture as well as language. It is very normal for a member to understand key ideas and also to get completely lost in the overall language cycle. There is a number of reasons for this first being language barrier, poor connection or when there is multitasking of work from different ends (Johnson, 2014). It also gives rise to many kinds of gaps, and one must wonder about the level of communication which never uses to sink in starting. It is also crucial to put every important announcement in written form along with one to one communication on calls in clear words. This method ensures that each member of the team has the same kind of understanding of the decision. This completely impacts the level of decision making and especially when it takes a lot of time to schedule one single meeting and manage to get every team member in the meeting because of location difference. Also, there is no understanding of the situation as well, and the overall decision making can result in slow speed. It is very crucial to communicate along with different directions as well as number of different strategies for one to one interaction (Johnson, 2014). The idea is to make team member more present in the work and decision-making and also share ideas to be able to get so many feedbacks which will further help in improving the effectiveness. Interaction with employees in person is very crucial since it helps in motivating them and boosts the morale of the work team along with better collaboration. It is very difficult to resolve a conflict if it exists on the global team. Working via emails further make it difficult to deal with many issues and also get everybody at the same conclusion. The whole tone along with attitude plays a crucial part in interaction with the employees, and when there is ignorance in this, small issues can become hard to resolve or manage. In this situation, manager should ensure that any tough decision should be communicated in a phone call and not on any email (Erez et al., 2013). The reason for this is written messages are difficult to communicate the real intent which in a phone call can be made clearer. Culture difference is also an issue where big organizations dependent on communication and there will be bonding among different members of a team. These equations can be an issue for many global teams when it comes to management and also defining it in a right manner. It is very crucial here to have an expert who can train employees about the concept of working together as well as cultural based training (Pirkkalainen and Pawlowski, 2014). Many international teams are based on a structure along with different factors that determine social based distanced which are primarily because of a location and it also has the number of different sites where many team members are based on with people who work with different kind of websites. The issue is the opinion depends on the power which every employee possess. There are a number of teams; the members are working from different locations. It creates an imbalance which is set up a negative tone with other groups that may feel cheated (Pirkkalainen and Pawlowski, 2014). The belief here is that one will then try to go away with a different kind of contribution which can be unfair in many terms. Also, there are small groups also that can hold a belief that big group has more power and the voice in the decisions. The whole situation can be further exacerbated especially when the manager is present at the site with a number of people closing the main office of the company, and also members of the organization tend to completely ignore the needs and the work of the members at different locations. This kind of imbalance in diverse locations usually creates a realization that people in the team are not the same page with one another and there will be no concrete solution. It is very crucial to base the case of the international marketing team working all across the world and setting an example in the same situation (Moffett et al., 2014). Managers and the team when formulates the core strategy for a number of people who are constantly working in the company are also inculcated in this. There are small groups at other locations which aim at getting or covering the maximum market in their location. Research Gap and Contribution It is crucial to saving the viciousness and different kinds of dynamics after aiming at the overall RD along with making people aware of the process. For this, it is always important to consult an expert as discussed above. It is also vital to invest in good RD which will help in understanding different levels of misconceptions as well as the perception of so many employees and managers working in an international team. Also, results are very important particularly when the impacts or overall influence can cost a lot to the company (Farndale et al., 2014). At the same time, there are a number of people who work in a similar situation and also have come up with many innovative practices, and also it resulted in a creation of much-needed value for the company and stakeholders. One common difference present between diverse international teams is continuously working, and it does not come under any social distance. But such teams are connected with one another on the emotional front. Whe n a team works together, at the same kind of location with a level of social different is usually low. There are diverse backgrounds, and people can comfortably interact in a formal manner along with some informal situation as well that will align with building trust (Moran et al., 2014). The team when comes to a basic understanding of what particular kind of behavior will mean, and have people will feel closer, and it will father focus on cordial collaboration as well as teamwork. Members of a team will be placedd at one company, however, will be divided by the location can find it challenging to create a connection and also align with the experience based on social distance and struggle to create the effective type of communication. It is important to mitigate completely with the kind of social distance, the work will create, and therefore it also becomes a crucial challenge for some leaders managing the global kind of teams (Vestbo et al., 2013). Conclusion Above discussion makes it clear that global management faces some similar kind of issues that is related to management of global teams. There are so many organizations that are constantly working on global front to be more existent with the concept of globalization based manual that can further collect and also verify best practices along with the number of other issues as well (Sgaier et al., 2014). In an ideal situation, there are large numbers of policies formulated by the HR to handle international challenges in a proper manner with right kind of consistency and right kind of unbiased attitude. It also consists of right kind of responsiveness which will help in operating in an efficient manner. It is crucial to give some important titles along with the report that the company will have to form in right manner along with right equalized manner. It is also very crucial to understand that the world market is flat by nature but the terms and conditions formed by HR are not aligned wi th it in the same manner. The overall concept of a global team must base on the consistent level and also allow a more aligned structure with the number of local as well as other norms based law and culture (Sgaier et al., 2014). References Boin, A., Ekengren, M. and Rhinard, M., 2013.The European Union as crisis manager: patterns and prospects. Cambridge University Press. 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