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This is a review of existing literature examining the process of leadership, types of
leadership, functions of leadership, conflict models, leadership performance, effectiveness of
leader, leadership outcomes, self-management in virtual teams, working skills, building trust and
cooperation through technology adoptions in virtual teams. Based on the review of the literature
and research, many hypotheses were proposed regarding the functions of leaders in virtual teams
to manage, reduce the conflict and to motivate team members for sustained outcome.
Virtual management includes maintenance, leadership and supervision of virtual teams.
Virtual teams are a group of people who work together from different geographical locations,
and the rely on technology such as fax, email and video conferencing for communication in order
to collaborate and perform a particular task (Kozlowski, 2000). These teams are dispersed
worldwide, and they come face to face rarely. Virtual teams have grown tremendously due to the
advancement of technology. These phenomena have been brought about by the rise of
globalization, internet, telecommuting, and outsourcing technologies. These teams require
managed actively (Kozlowski, 2000). Face to face teams is much easier to manage as compared
to virtual teams. Virtual team management has challenges such as logistical problems,
interpersonal issues and technological difficulties. This study aims to establish ways in which
virtual teams can be managed effectively.
According to Baldassare (2015), virtual team management idea can be successfully
implemented remotely using four strategies. Baldassare (2015) notes that the work of virtual
teams should be defined and the working standards should be set in order to allow the
effectiveness of the virtual teams. One needs to establish multiple communicating tools to enable
the virtual team to communicate urgent matters and also when the manager is holding virtual
meetings through video conferencing. The third strategy that the manger should use is to
schedule a regular online meeting in order to create a routine among virtual team members.
Video calling virtual team network maximises the efficiency of a team (Baldassare, 2015).
Managers should ensure they have all the details of the deliverables of the project to avoid
mistakes that may cost the company. Virtual team management requires the manager to conduct
themselves professionally. Creating a corporate culture helps in ensuring professional standards
are meant, and also the team have the right mindset toward the company (Baldassare, 2015). As
a marketing manager, I will find the right people to work with and acquire the right tools for
communicating with the virtual teams (Baldassare, 2017). These strategies will go a long way in
helping the implementation of the virtual teams in the United States and will assist in the virtual
Teams that are cultural, economically and politically diverse requires great dynamic
leadership approach. Managing culture virtual team involves adding an extra risk to the business.
This requires the manager to be cautious and conscious with all aspects and dimensions of the
virtual teams to promote a positive team spirit irrespective of the political and religious
affiliations of the virtual team members (Korkondilas, 2007). As the manager, I will consider all
factors that are inherent to the team and can be a threat to the performance of the business. I will
outline the diversity presented by the United States market at the start of the project and compare
them with those of the United States. I will also be studying the people and the organisation's
culture in order to make an informed decision on what is expected of all the virtual team
members. This strategy...