Global Teams: Trends, Challenges and Solutions
Global Teams: Trends, Challenges and
Solutions
A Collection of White Papers:
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A Cost-Benefit Analysis of Face-to-Face and Virtual Communication: Overcoming the
Challenges
Building Teams from a Distance
Virtual Leadership: Required Competencies for Effective Leaders
Developing Global Mindset and the Impact on Virtual Teams
Challenges and Interventions in Monitoring and Evaluating Virtual Team Performance
Virtual Teams: Work/Life Challenges- Keeping Remote Employees Engaged
This research was conducted in preparation for the Cornell Center for Advanced Human Resource
Studies (CAHRS) Spring 2010 Partner Meeting, May 6, 2010, New York, NY
By: Rebecca Heller, Aaron Laurito, Kurt Johnson, Maureen Martin, Rex Fitzpatrick and Kirsten
Sundin
2010 CAHRS Graduate Research Assistants
Under the supervision of Pamela Stepp, Ph.D. and Bradford Bell, Ph.D
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Introduction
In recent years, companies have increasingly turned to virtual teams as a means of connecting and
engaging geographically dispersed workers, lowering the costs associated with global
collaboration, and enabling greater speed and adaptability. These teams have shifted the way in
which organizations traditionally form, manage and evaluate team performance. Virtual teams,
although offering many benefits, also pose a number of challenges. Developing effective global
leaders, keeping remote employees engaged, forming and developing global teams, monitoring and
evaluating distance employees, and developing a global mindset are all areas that companies are
working to better understand.
In response to these and other challenges, we have spent the last semester researching and writing
about topics of interest to companies either currently utilizing global virtual teams or considering
adoption of virtual teams. These topics include virtual team leadership, a cost-benefit analysis of
virtual communication and face-to-face communication, work life challenges, building teams from a
distance, monitoring and evaluating distance employees, and developing a global mindset in regard
to global virtual teams. Each paper includes an annotated bibliography, which lists descriptions of
additional resources regarding that paper¡¯s topic.
We are grateful to CAHRS and its sponsor companies for financial support of the Research Assistant
program. We would like to thank Gap Inc., American Express and Comcast for their financial
support of the Research Assistant Program and dedication to HRM research. We feel fortunate to
have worked with Dr. Pamela Stepp, Executive Director, CAHRS and Dr. Bradford Bell, Associate
Professor of HR Studies and Director of ILR Executive Education, and would like to thank them for
outstanding guidance and encouragement over the course of the semester. We are also grateful to
Jo Hagin, Program Manager, CAHRS for her constant assistance and support.
Rebecca Heller
Aaron Laurito
Kurt Johnson
Maureen Martin
Rex Fitzpatrick
Kirsten Sundin
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Table of Contents
EXECUTIVE SUMMARY: PAPER ABSTRACTS............................................................................................................... 7
A COST-BENEFIT ANALYSIS OF FACE-TO-FACE AND VIRTUAL COMMUNICATION: OVERCOMING
THE CHALLENGES................................................................................................................................................................... 9
Annotated Bibliography ................................................................................................................................................. 21
BUILDING TEAMS FROM A DISTANCE ......................................................................................................................... 29
Annotated Bibliography ................................................................................................................................................. 35
VIRTUAL LEADERSHIP: REQUIRED COMPETENCIES FOR EFFECTIVE LEADERS..................................... 39
Annotated Bibliography ................................................................................................................................................. 48
DEVELOPING GLOBAL MINDSET AND THE IMPACT ON VIRTUAL TEAMS.................................................. 53
Annotated Bibliography ................................................................................................................................................. 63
CHALLENGES AND INTERVENTIONS IN MONITORING AND EVALUATING VIRTUAL TEAM
PERFORMANCE ...................................................................................................................................................................... 69
Annotated Bibliography ................................................................................................................................................. 76
VIRTUAL TEAMS: WORK/LIFE CHALLENGES - KEEPING REMOTE EMPLOYEES ENGAGED.................. 81
Annotated Bibliography ................................................................................................................................................. 89
ABOUT THE CENTER FOR ADVANCED HUMAN RESOURCE STUDIES (CAHRS) ........................................ 99
ABOUT THE AUTHORS ........................................................................................................................................................ 99
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