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Managing Global Team In Organization

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Discuss about the Managing Global Team in Organization.



Every company working on global platform has their competitive advantage which relies on coordinating with the resources of the company along with handling the different dimensions of the data. As an outcome of the rise in global business environment, number of companies are on the way of building team globally and consists of people from different countries (Pirkkalainen and Pawlowski, 2014).


The objective of the report is to understand the impact of global team in organizations in the present time and how it can be effectively managed in long run.


Right from the starting of transition in globalization, all the issues of business have been a concern now. Companies are slowing addressing number of challenges of globalization by properly undertaking the traditional methods of operations (Nahavandi, 2016).  This is why, there is rise in business environment globally and many organizations are now focusing on building a global team.


Literature review

Culture base diversity can be discussed in two ways. The first way is when the team is managed in right manner so that it helps the company to increase the level of performance. In second way, when it is neglected, the culture based diversity will decrease the level of performance. The overall advantages of utilizing the ability of global team are primarily because of globalization that is based on continuous struggle to look for different opportunities that are sometimes inherent in other parts of the world (Ellison et al., 2015). There are number of international teams that make sure that companies deal with the need of particular market. It is apparent that global teams can assist the company in developing association with global consumers.  In addition, multinational companies also create a research and development team on global level in order to gain maximum advantages from number of experts that are not present in one specific location however they are present in different corners of the world. Still there are other organizations as well that develop an international team specifically for one functional area like sales and marketing or also have number of representatives of that specific operation from all across the world that are collaborative in diverse teams. This also makes sure that companies also gain advantage from diverse different viewpoints. It is obvious that people in global team actually related to different background and thought process and every member of this kind of multicultural group bring some unique or distinct king of opinions and techniques to address the problems. There are number of diverse group of people that are actually expected to have a broad base for knowledge along with expertise and approaches than a common group of people.  The group performance by different kind of group is also better than this common group since they carry the aim for a collection of different approaches at their disposal (Gibson et al., 2014). As an outcome, these groups are widely exposed to newer methods in order to address the issues and diverse situations. As per the perspective of manager, people from different kind of culture work together in team.


The issue while managing the international team impact fully identifies with different causes of cultural based conflicts and in order to interfere in methods that are actually both that can get team back on the track in order to empower the member to address the future issues on their level.  The international teams are formed to increase the overall efficiency of the company by making an impactful usage of the viewpoints as well as diversity. A team which is performing globally is actually a group of people in workforce selected from two or sometimes more country and is also brought at one place to properly coordinate, grow as well as manage the same aspect of company’s operations at global level (Drori et al., 2013). Culture also exists among individuals who are sharing same kind of nationality along with similar affiliation from company along with same operations. Members who are part of same background also share common kind of viewpoint and them most likely to understand it and test the situational based events along with different management practices in same manner.


Research questions

Primary research questions

  1. What are benefits of global team in an organization?
  2. Why global teams do fails?

Secondary research questions

  1. What is definition of global team?
  2. What is the role of virtual leader in global team?
  3. What the definition is of geographically dispersed?
  4. What is the meaning of cross functional work groups?

Research design and methodology

Qualitative research

The qualitative research will do with the help of a detailed questionnaire that will have approaches in two directions which like open ended and close ended. Thus, the present research approach will be utilized base on quantitative as well as qualitative data which will be analyzed in two different ways but later will be analyzed at one place (Crisp and Jarvenpaa, 2013).

Quantitative research

In this methodology, interviews will plan in a proper structure and conducted with different respondents through face to face and on phone. This will help in enabling that every interview will have a similar set of questions.

Sample size

The sample size will be different companies performing on global platforms and in this case it is important for the team who is conducting research to draw specific attention on a sample from the current population. The sample is actually a representative of complete population that is being constantly studies and therefore the finding of the similar population can later be interpreted and show the whole study population. In this case, the sample size will be 100 global organizations working within the country (van der Vegt et al., 2015).



The study is based on a simple approach called random sampling methods that will be utilized to properly interview the respondents as well as also answer the research based questions as well as also evaluate the research questions.


The various kinds of variables in this research will be based on a classification which is dependent as well as independent which can easily impact the dependent elements. The dependent kind of elements will consist of age as well as gender of the respondent (Rai, 2014). There will also be existence of many independent elements that will consist of nature of the organization, and the elements like what all cultures are included in the team, the strategy to deal with diversity and nature of the business.

Data collection

The data will collected and analyzed with the help of SPSS version of software for data analyses and it is also analyzed and presented by using a method of descriptive based statistics like means, or more of percentage or scale of 5-likert and the concept of standard deviations. 

Data analysis

The overall all globalization of organization bring a new kind of reality which is the requirement to execute the international project which also brings and in turn also challenges the management of many global teams which are multicultural by nature. It is important to understand here that it is a new element with some theory based development and the study also sought to be clearer about the relationships that exist between culture features and management teams of international projects in many multinationals. In order to carry the discussion in detail, the study will conduct a survey with approximately hundred multinational organizations with the motive of deepening the overall understanding of the management in terms of international teams and it also involves the right kind of planning, development as well as management of HR (Taras et al., 2013).



Expected conclusion

Technology is constantly evolving and at the same time also dissolving the virtual level of communication that has become a ritual for number of companies. The overall debate over whether the existence of virtual communication is right option for face to face interaction. The literature also says that when it is used in an effective manner and the existence of virtual communication also shows the different kind of promising option and opportunities for companies to continue (De Anca and Vega, 2016). Using this as a base for virtual communication, some special attention must be give to diverse methods as well as methods that are part of the process to ensure the maximum amount of advantages.

Reliability and validity

The primary data in the study will evaluate the overall validity along with reliability to see the similar outcomes are reproducible or not. But for the sake of secondary data, there will no requirement of carrying out the evaluation since the data will already be published as well as signed when passed (De Anca and Vega, 2016).

Research limitations

There are number of data that will be used here but some information is confidential for the company and therefore companies may not be very collaborative while sharing data and this could lead to discrepancy of outcome (De Anca and Vega, 2016). There are number of respondents who can be considered in this research and some of them sound business companies.



Crisp, C.B. and Jarvenpaa, S.L., 2013. Swift trust in global virtual teams. Journal of Personnel Psychology.

De Anca, C. and Vega, A.V., 2016. Managing diversity in the global organization: Creating new Business values. Springer.

Drori, G.S., Höllerer, M.A. and Walgenbach, P. eds., 2013. Global themes and local variations in organization and management: Perspectives on glocalization. Routledge.

Ellison, N.B., Gibbs, J.L. and Weber, M.S., 2015. The use of enterprise social network sites for knowledge sharing in distributed organizations: The role of organizational affordances. American Behavioral Scientist, 59(1), pp.103-123.

Gibson, C.B., Huang, L., Kirkman, B.L. and Shapiro, D.L., 2014. Where global and virtual meet: The value of examining the intersection of these elements in twenty-first-century teams. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), pp.217-244.

Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.

Pirkkalainen, H. and Pawlowski, J.M., 2014. Global social knowledge management–understanding barriers for global workers utilizing social software. Computers in Human Behavior, 30, pp.637-647.

Rai, A., 2014. Global Organizational Behaviour Research Essay Managing and Motivating Multicultural Teams Lecturer-Dr. Romie Littrell.

Taras, V., Caprar, D.V., Rottig, D., Sarala, R.M., Zakaria, N., Zhao, F., Jiménez, A., Wankel, C., Lei, W.S., Minor, M.S. and Bry?a, P., 2013. A global classroom? Evaluating the effectiveness of global virtual collaboration as a teaching tool in management education. Academy of Management Learning & Education, 12(3), pp.414-435.

van der Vegt, G.S., Essens, P., Wahlström, M. and George, G., 2015. Managing risk and resilience. Academy of Management Journal, 58(4), pp.971-980.

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