Capella University Human Factors in Virtual Teams Paper

Success Factors Analysis

Introduction

In this assignment you will write a 7–10 page analysis of how you assess your current organization (or a past organization with which you were associated, or an organization that you have researched) and their readiness to effectively support virtual collaboration, using a checklist.

To prepare for this assessment, research the critical success factors in virtual team collaboration from your text and the suggested resources. Consider your own real-world experiences with these factors in the workplace or other organizations.

Note: If you have not participated in a virtual team, base your analysis on what you know of your organization’s practices.

Scenario

Every organization has a different level of adoption of virtual team collaboration—ranging from very committed team players to geographically dispersed solo contributors, to no virtual teams.

In this assessment, your manager has asked you to evaluate the current state of your organization’s readiness for effective virtual team collaboration.

Your Role

You are charged with analyzing your organization’s readiness and ability to support with virtual team collaboration.

Requirements

In their book, Mastering Virtual Teams (2011), Duarte and Snyder identify seven critical success factors in virtual team collaboration:

  1. Human resource policies.
  2. Training and development.
  3. Standard organizational processes.
  4. Communication and collaboration technology.
  5. Organizational culture.
  6. Leadership.
  7. Competence (p. 10).

Use the seven critical success factors to analyze how the practices of your own organization (or another organization with which you are familiar) influence the success of its virtual teams. Base your analysis on your own experience of being a member of a virtual team within the organization. Note: If you have not participated in a virtual team, base your analysis on what you know of your organization’s practices.

Explain how organizational practices influenced (or might influence) a virtual team’s performance. Address all of the following:

  1. Human resource policies: Do the organization’s career development resources address the needs of virtual team members? Does the organizational reward system recognize the efforts and successes of those who work virtually? Are rewards given only for results, or are they also given for effort? Does the organization actively support work arrangements such as telecommuting?
  2. Training and development: Is there access to technical training for virtual team members? Is there access to training in the area of working across cultures? Is there a program of ongoing training as needed? Is there a system for sharing what has been learned, such as a database?
  3. Standard organizational processes: Are there standard technical processes used throughout the organization (in regard to virtual teams)? Are there standard soft processes used throughout the organization? Does the organization support the ability to adapt processes when necessary? Does the organizational culture support shared ways of doing business across teams?
  4. Communication and collaboration technology: Are there consistent standards for electronic communication and collaboration tools across the organization? Does the organization possess or provide enough resources to purchase and support state-of-the-art electronic communication and collaboration technology? Do all employees (across departments and geographic locations) have equal access to electronic communication and collaboration technology?
  5. Organizational culture: Is there trust between the organization, its partners, and other external stakeholders? Are teamwork and collaboration standard practices? Are people from different cultures valued?
  6. Leadership: Do leaders allocate enough resources for the training and technology needed by virtual teams? What level of expectation do leaders set for virtual team performance? Do leaders model exemplary behavior by working across boundaries and using technology effectively?
  7. Competence: Are team leaders experienced with working in virtual environments? Are team members experienced with working in virtual team environments? Are team leaders experienced in working across both organizational and cultural boundaries? Are team members experienced in working across both organizational and cultural boundaries?

Deliverable Format

  • Ensure written communication is free of errors that detract from the overall message and quality.
  • Use at least three scholarly resources.
  • Follow APA rules for attributing sources that support your analysis and conclusions. As a reminder related to using APA rules to ensure academic honesty:
    • When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page.
    • When paraphrasing (using your own words to describe a nonoriginal idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page.
  • Your report should be 7–10 content pages, in addition to a title page and references page.
  • Use 12-point, Times New Roman.

Evaluation

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:

  • Competency 1: Evaluate organizational practices.
    • Analyze HR policies, including training and development, in regard to virtual team collaboration.
    • Analyze standard organizational practices in regard to virtual team collaboration.
    • Analyze available communication and collaboration technology in regard to virtual team collaboration.
    • Analyze organizational culture in regard to virtual team collaboration.
    • Analyze organizational leadership and competence in regard to virtual team collaboration.
  • Competency 4: Participate in a virtual team.
    • Apply real-world examples to support an analysis of organizational practices.

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