Dispersed Teams Research Articles

The Future of Work is Forcing a Leadership Evolution

This article explores the major trends transforming the future of work through technological advancements like AI and robotics, globalization enabling distributed teams, and changing workforce demographics as younger generations and diversity alter the makeup of companies, necessitating that up to 375 million workers may need to switch jobs or acquire new skills by 2030. In response, the future of work demands new approaches to leadership that move beyond vision and problem-solving skills to emphasize soft abilities like engagement, empowerment, facilitation, and expertise in digital transformation, diversity/inclusion, lifelong learning, and virtual team management to match contemporary flat, adaptive organizational structures. Progressive companies are evolving leadership by leveraging digital tools to personalized learning and community-building, requiring that leaders effectively engage dispersed teams using technology while also fostering relationships, with a focus on developing global/cultural competence and championing inclusion, diversity, and cultures that prioritize trust, well-being, belonging and continuous development to cultivate workforce adaptability amid ongoing disruption.

THE IMPACT OF CLOUD-BASED MANAGEMENT INFORMATION SYSTEMS ON HRM EFFICIENCY: AN ANALYSIS OF SMALL AND MEDIUM-SIZED ENTERPRISES (SMEs)

Cloud-based management information systems (MIS) are becoming integral to the operational success of small and medium-sized enterprises (SMEs), particularly in enhancing the efficiency of human resource management (HRM) processes. This article, based on a comprehensive review of 75 peer-reviewed studies, investigates how the adoption of cloud-based MIS positively impacts critical HRM functions such as employee management, recruitment, training, and performance monitoring. The findings indicate that cloud-based systems significantly streamline these HR tasks by reducing time, costs, and the administrative burdens traditionally associated with manual or localized HR operations. Moreover, the integration of real-time data analytics through cloud-based platforms enhances decision-making capabilities, enabling HR professionals to make data-driven and timely decisions that improve overall workforce management. The reviewed studies also emphasize that cloud-based MIS are essential for improving strategic HR planning. These systems allow SMEs to access advanced tools for workforce analytics, employee engagement, and performance tracking, which were previously only accessible to larger corporations. The flexibility and scalability offered by cloud-based MIS enable SMEs to quickly adapt to changes in staffing needs, business growth, and external market conditions without the need for costly infrastructure. Furthermore, the review highlights the role of cloud technology in fostering innovation within HR departments by supporting predictive analytics and AI-driven decision-making, which can further enhance operational efficiency. In addition to operational benefits, cloud-based MIS facilitate a more seamless integration of HR functions across geographically dispersed teams, allowing for enhanced collaboration and communication. This capability is especially critical as SMEs continue to adopt remote and hybrid work models.

Training for cultural intelligence and communication in remote work: challenges and opportunities

This article explores the challenges and opportunities of cultural intelligence (CQ) and communication training in remote work settings. With the increasing prevalence of virtual work, understanding and managing cultural differences have become crucial for effective collaboration. The study reviews the literature on CQ, emphasizing its importance in fostering communication, building trust, and ensuring successful teamwork in globally dispersed teams. It also addresses the role of emotional intelligence and intercultural skills in enhancing remote work dynamics. The findings highlight the need for tailored training programs to develop these competencies, considering different virtual teams' unique needs and dynamics. By integrating CQ into remote work strategies, organizations can improve team cohesion, performance, and effectiveness in a globalized work environment.

Collaborative research networks in Higher Education An integrative review

This study investigates the determining factors for the success of collaborative research networks in higher education, focusing on the formation, development, and operation of these networks. Despite the growing recognition of the importance of collaborative networks, there is a lack of studies that comprehensively identify the critical factors for their success. Utilizing an integrative literature review, the research was conducted in the ERIC, Web of Science (WOS), and Scopus databases. The main research question is: what factors influence the success of collaborative research networks in higher education? The findings indicate that the effectiveness of these networks is influenced by structural, functional, and evaluative factors. The integration of information and communication technologies (ICT) is essential for effective collaboration, allowing geographically dispersed teams to work together efficiently. The study concludes that public policies that value collaborative networks are necessary to promote an environment conducive to integration and scientific collaboration. This study contributes to the understanding of the elements that influence the success of collaborative research networks, highlighting the importance of integration, diversity, funding, and knowledge sharing, with significant implications for the formulation of policies and practices in higher education.

Bridge the gap or mind the gap? The role of leader coaching and communication technologies in configurationally dispersed teams

Configurational dispersion describes the distribution of team members across sites. Two of its dimensions include how unevenly members are distributed—i.e., configurational imbalance—and the extent to which members work in isolation from other team members—i.e., configurational isolation. We examine the combined influence of configurational dispersion, information and communication technologies (ICTs) use, and leader coaching on team performance mediated by interpersonal process asymmetry. The model is tested via a year-long field study of 88 teams and their leaders with members dispersed across China, India, and the United States. Results show that leaders should minimize their coaching when configurationally isolated teams use synchronous ICTs and when configurationally imbalanced teams use asynchronous ICTs.

Manajemen Sumber Daya Manusia Global dalam Meningkatkan Kinerja Perusahaan

In the dynamic era of globalization, Human Resource Management (HRM) has become key to success for companies in the global market. Global HRM involves an approach that considers global factors such as culture, labor regulations, and market demands. Challenges include adapting to cultural diversity, varying labor regulations, and managing dispersed teams. However, global HRM also presents opportunities, including broader access to global talent. Through detailed analysis, this journal aims to provide valuable insights for HRM practitioners and company leaders in managing human resources in the globalization era. The research method used is qualitative and descriptive, with literature studies as the data source. The research results highlight the importance of global human resource management in achieving organizational goals in diverse global markets. Proposed solutions include flexibility, effective resource management, cultural awareness enhancement, and employee engagement. With the implementation of effective HRM policies, organizations can enhance their performance and achieve their business goals in the global business era

Using virtual multiteam systems to conduct a multisite randomized clinical trial in the part C early intervention system: Benefits, challenges, and lessons learned

Background/AimsCOVID-19 necessitated a shift to virtual data collection for many research projects, providing the opportunity for novel approaches to carrying out multi-site clinical trials. Virtual multiteam systems (VMTS) are a type of team structure in which multiple geographically dispersed teams collaborate using technology-mediated communication. The article presents a case study of our use of VMTS, in response to COVID-19, to carry out a multisite randomized hybrid effectiveness-implementation trial of a caregiver-implemented intervention. MethodsWe describe how we modified our team structure from predominantly site-specific, co-located teams to predominantly cross-site, virtual teams. We then present examples of how we have conducted the two primary data collection activities virtually. To demonstrate the feasibility of this approach, we present participant demographic information, the percent of cross-site data collection activities, and fidelity data. ResultsIn the first 20 months of data collection, we have enrolled 108 EI providers and 132 families, with 17% and 9% attrition respectively. The family sample is highly diverse in terms of race/ethnicity, parent education, and household income. The majority of provider training activities and roughly 50% of family assessment activities have been conducted cross-site. Fidelity is high, with no differences across site. ConclusionsOur data illustrate the feasibility of using virtual teams, training, and assessment in a multisite clinical trial in the Part C system. We discuss the strengths and challenges of this approach, as well as lessons learned to facilitate the planning of future multisite randomized clinical trials which may benefit from this approach. Clinical TrialsNCT05114538

From Craftsmanship to Connectivity

Apprenticeship is a long-valued form of workforce learning. Historical models of craft apprentices learning a trade from a master have prevailed for centuries. In more recent eras, apprenticeship programs have proliferated in industrial sectors and are now facing a revival in corporate settings (Fuller & Sigelman, 2017; Federal Reserve Bank, 2019). However, corporate programs today face different challenges than earlier renditions. Specifically, programs today must enable learning outcomes in a digital context, as professional work today increasingly involves digital or hybrid working environments. Much of the existing literature on apprenticeship focuses on the nature of the craft apprenticeship or the specific features of cognitive apprenticeship within a developmental relationship. Given the rapidly growing number of modern corporate apprenticeship programs, it is essential to understand how learning happens in these dynamic environments. This paper analyzes interview data and five participant case studies to examine a modern corporate apprenticeship program at a multinational consulting firm. The program is a full-time and fully paid learning and working experience for non-degree candidates. It operates in 40 cities across the United States and has enrolled over 2,000 apprentices. Apprentices have formal and informal learning experiences throughout the program, including on-the-job learning. They also work in geographically dispersed teams via a hybrid workplace that is predominantly virtual. Emic themes reveal that digital tools afford apprentices access to a broader networking environment, level up independently, engage in informal betterment with experienced others, and participate in shared discovery and problem-solving with peers. However, situated learning in a project context and strong relationships with various experienced others are equally essential to the digital tools. Drawing upon epistemic lenses of learning that consider how technologies enable learning across multiple activities, environments, and relationships, these findings paint a picture of how apprentices collaboratively engage in value-generating activities as mediated by technology and engage in networked learning.

Effective Delivery Management in Geographically Dispersed Teams: Overcoming Challenges in Salesforce Projects

In the era of digital transformation, Salesforce has emerged as a leading platform for customer relationship management (CRM), enabling businesses to streamline their operations and enhance customer engagement. However, the management of Salesforce projects in geographically dispersed teams presents unique challenges that can impact delivery effectiveness. This paper explores the complexities associated with delivering Salesforce projects when team members are located in different regions and proposes strategies to overcome these challenges. Geographically dispersed teams often encounter issues related to communication, coordination, and cultural differences. Communication barriers, such as time zone differences and language variations, can lead to misunderstandings and delays in project execution. Additionally, the lack of face-to-face interactions can hinder effective collaboration and team cohesion. Cultural differences may also affect team dynamics, impacting productivity and decision-making processes. To address these challenges, the paper emphasizes the importance of implementing robust communication strategies. Establishing clear communication protocols, utilizing collaboration tools, and setting up regular virtual meetings are crucial for maintaining alignment among team members. Leveraging technology such as video conferencing, project management software, and instant messaging platforms can bridge the gap caused by geographical distances, facilitating real-time updates and seamless information sharing.

Towards a more balanced treatment of culture in international business using an ethnographic design: a multinational family business case study

PurposeThe negative cultural bias vis-à-vis international business and cross-cultural management has been duly acknowledged, necessitating recommendations towards investigating its positive effects. Methodologically, quantitative research clearly predominates, and there have been calls for alternative approaches. Thus, this conceptual paper addresses the research gap (methodological and thematic) by investigating if multicultural teams can be an essential part of the global workforce and whether positive effects exist regarding dynamic capabilities, learning and knowledge transfer.Design/methodology/approachThe underlying ethnographic research design enabled exploring within the embedded single case study from an emic perspective, including qualitative observation and semi-structured expert interviews, and provided detailed insights into the company’s multicultural work environment.FindingsThe results reveal that applying a qualitative design allowed the needed exploration and show that multicultural, geographically dispersed teams are positively experienced and considered necessary in today’s globalised world. They are likely to increase in the future. Moreover, dynamic capabilities (multicultural competencies) are indispensable for multicultural teamwork. Regarding learning opportunities, different viewpoints for discussion and the ability to reflect on these offer valuable insights. In line with theory, multiculturality is considered a “two-edged sword”, providing simultaneous benefits and challenges. Contrary to the theory, even highly important information transfers can occur virtually, although occasional physical contact is essential for trust building.Originality/valueThe multinational family business offers a unique example of a positive relationship between multiculturalism and organisational excellence and demonstrates how the application of a qualitative methodology can support theory building by delivering a revised model of dynamic capabilities in multicultural environments with geographical dispersion.

Tech-driven transformation: management of culturally diverse and physically dispersed tech teams

PurposeThis paper delves into the complexities of daily dispersed tech team dynamics and aims to understand the underlying reasons for the challenges that such teams face. Through personal observations and analysis, this paper aims to identify communication barriers and propose actionable insights and strategies for improvement.Design/methodology/approachBy leveraging personal insights and observations from the IT HR field from three different countries, information and data was collected. Such personalized approach allowed for a deeper exploration of real-world scenarios, how physically dispersed teams work and what challenges they struggle with. A comprehensive examination of the issues faced by tech teams operating globally also allowed to observe the noteworthy outcomes that could bring the best benefit for such teams.FindingsAs geographically dispersed tech teams continue to gain popularity, understanding the challenges that the teams might face and the potential ways of solving them become As HR as well as team managers roles now evolve, flexibility becomes paramount for navigating global team dynamics.Originality/valueThis paper is a contemporary call for action to stimulate management, enlightening them on the requisites for establishing and cultivating high-performing teams that work across geographical boundaries. There is a lack of understanding of what challenges physically dispersed teams face and to what degree those challenges impact the teams. This paper addresses this deficiency.

__________________________________________________________________________ THE FUTURE OF WORK: ADAPTING HR POLICIES AND PROCEDURES FOR A HYBRID WORKFORCE IN PRIVATE SECTOR BANKS WITH AI

In the era of digital transformation and evolving work dynamics, the integration of artificial intelligence (AI) has emerged as a transformative tool in reshaping human resource management practices within private sector banks. As private sector banks navigate the evolving landscape of work arrangements, the integration of AI technologies into HR policies and procedures becomes imperative to effectively manage a hybrid workforce. This paper examines how private sector banks are adapting their HR practices to accommodate remote, hybrid, and on-site employees through the utilization of AI tools. By exploring the intersection of AI and HR in the context of a hybrid workforce, this study investigates the impact on employee engagement, productivity, and well-being. Key considerations include the development of inclusive policies, training programs for AI implementation, data privacy and security measures, and strategies for fostering collaboration and communication among dispersed teams. Insights from this research aim to guide private sector banks in harnessing the potential of AI to create a cohesive and agile workforce that thrives in the future of work. By exploring the practical implications of AI adoption in HR functions, this study aims to offer actionable recommendations for private sector banks looking to leverage technology to navigate the complexities of managing a diverse and distributed workforce. Through a comprehensive analysis of the evolving landscape of work arrangements and the role of AI in facilitating efficient HR practices, this research contributes to the ongoing dialogue on shaping the future of work in the banking sector.

Management of Road Paving Processes – Application Case

Infrastructure construction companies encounter numerous challenges in managing large and dispersed teams, along with fragmented or non-existent operational data. These challenges often result in delays, inefficiencies, and over-budget projects. Road pavement works are an example of this, as they heavily rely on expensive heavy construction equipment that requires detailed planning and real-time adjustments. Also, pavement quality is closely linked to the quality of the asphalt mixture in terms of viscosity and compactability, which is significantly influenced by temperature. This paper describes the features, challenges and results of a road paving real-time management system that was conceived in a co-creation environment with a construction company. Such a partnership has allowed to specify the requirements of such an application aligned with the identified needs of a real-world development. According with the state-of-the-art, this innovative system is unique in the way it is manufacturer-agnostic and designed to be compatible with most situations. It is also data production-oriented to allow future developments that may provide business analytics or scientific research in the road paving area. This work also presents the development of sensors such as a high precision geolocalized infrared matricial temperature sensor for the application of the bituminous mixture, the data and communication structure, and a web-based interface that manages the construction projects for different stakeholders.

Is Digital Technologies the Way? : Managing Diverse and Remote Workforce

Due to many businesses going global, managing a diverse and remote workforce has become crucial for their success. Many organizations have moved their operations away from the traditional mode of operations where an in-office workforce was the only way. This have been made possible by the availability of technological advancement witnessed in the near past. This research paper studies the challenges and opportunities associated with digital technologies to manage such workforces effectively. It covers the implications of the organizational culture, communication strategies, leadership styles, and technological infrastructures required to support remote and diverse teams. The paper uses a literature review of past studies to provide information for the best practices and develop recommendations for organizations striving to optimize their remote and diverse workforce management strategies. The conclusions state that leadership of geographically dispersed groups with the help of technology improves productivity, deployment, and continuity of employee contributions to the organization. Some recommendations are to focus on continuous digital literacy, a diverse approach to message dissemination, data tracking, and exploring more opportunities within the digital sphere, such as AR and blockchain. Such an approach identifies that organizations that apply these strategies can gain a competitive edge and obtain the best out of their geographically dispersed and dispersed teams.

Remote and Equitable Inductive Analysis for Global Health Teams: Using Digital Tools to Foster Equity and Collaboration in Qualitative Global Health Research via the R-EIGHT Method.

Qualitative methods encompass a variety of research and analysis techniques which have the common aim of uncovering what cannot be captured numerically through the quantification of data. For qualitative analytical methods in the interpretivist tradition (e.g. grounded theory, phenomenological, thematic, etc), inductive coding has become a mainstay but has not always lent itself to collaborative, remote team-based data interpretation among qualitative and mixed-methods clinical researchers. Finding ways to speed the inductive coding process without sacrificing rigour while remaining accessible to geographically dispersed teams remains a priority. This is especially crucial in global health partnerships where on-the-ground researchers may have less input into codebook development compared to in-the-office researchers. We describe a newly-developed, digital approach that integrates findings from our qualitative team, which we call R-EIGHT (Remote and Equitable Inductive Analysis for Global Health Teams). The technique we developed a) speeds the process of inductive coding as a team, b) visually displays interpretive consensus, and c) when appropriate fosters streamlined integration of inductive findings into codebooks. Because it involves all team members, our approach helps break the divide between in-office and on-the-ground teams, fostering integrated and representative contributions from all globally-dispersed team members.

Exploring Challenges and Strategies in Managing Remote and Distributed Teams amidst the Rise of Digital Nomadism

This research investigates the evolving landscape of remote work and distributed teams in the context of the growing phenomenon of digital nomadism. As remote work becomes increasingly prevalent, organizations face unique challenges in managing geographically dispersed teams while accommodating the preferences and lifestyles of digital nomads. This study combines qualitative interviews with HR professionals and digital nomads, along with a quantitative survey of remote workers, to identify key challenges and strategies in managing remote and distributed teams amidst the rise of digital nomadism.

Appraisal of Mobile Apps for Communication and Collaboration among Construction Project Teams

Purpose: The construction industry faces communication and collaboration challenges, leading to delays, errors, and increased costs. This study investigates the impact and effectiveness of mobile apps in enhancing internal and external communication and collaboration in the construction industry.
 Design/Methodology/Approach: The research design consisted of five phases: familiarisation with the study topic, literature search for construction apps, selection of apps, assessment and categorisation of apps, and validation of app functionality. The selection of apps was based on their versatility, capability to perform multiple tasks, market popularity, relevance to communication and collaboration, readability, and range of functions. Empirical study articles were used to validate and assess the functionalities claimed by the app developers.
 Findings: Out of the 65 mobile apps evaluated, only 12 met the exclusion criteria for assessing the practicality of their functions through empirical evidence. Mobile apps like Slack, Microsoft Teams, SmartBidNet, and Basecamp have the potential to significantly enhance communication, collaboration, and decision-making processes in the construction industry.
 The Research Limitation: The study identified and evaluated only 12 mobile apps out of 65, based on the exclusion criteria established to evaluate the practicality of the applications' functions through empirical evidence. This limited sample size may not fully represent the range of mobile apps available for communication and collaboration in the construction industry.
 Practical Implication: The mobile apps to be used by project team members have the potential to replace traditional methods, particularly for geographically dispersed teams, leading to improved project efficiency and accuracy.
 Social Implication: Mobile apps facilitate real-time communication with local communities, allowing construction projects to address concerns and involve community members in the decision-making process.
 Originality/value: The study contributes to the existing body of knowledge by providing insights into the availability, accessibility, and competencies of mobile apps in improving internal and external communication and collaboration within the construction industry.

Contemporary Issues in Project Management: The Burj Khalifa Project

This research delves into the pivotal analysis of diverse, globally dispersed project teams operating remotely, presenting a comprehensive examination of the evolving landscape of project management. In the contemporary era of remote work, project managers and team members face unprecedented challenges necessitating a reassessment of skill sets. The paradigm shift towards remote collaboration underscores the significance of understanding cultural nuances, communication technologies, and virtual team dynamics. Drawing on research by Dinsmore and Cabanis-Brewin (2019), the paper highlights the critical role of navigating cultural diversity and fostering effective virtual communication for project success in globally dispersed teams. Furthermore, the study explores the evolving requirements for project managers and team members, emphasizing skills beyond traditional project management. Referencing the work of Hidalgo (2019), the paper accentuates the importance of adaptability, digital literacy, and proficiency in collaborative technologies. As remote work becomes standard practice, project professionals must cultivate skills in virtual leadership, conflict resolution in virtual settings, and leveraging technology for seamless collaboration. This academic exploration underscores the imperative for project management professionals to continually develop a diverse skill set aligned with the demands of contemporary, globally dispersed project teams operating in remote environments.

Far but close: how leaders can strengthen social identification with virtual teams

ABSTRACT As modern work is increasingly characterised by virtual collaboration, leaders have to coordinate teams across multiple work sites. One way to align dispersed team members towards collective goals is to strengthen their identification with the team. However, little is known about how to strengthen identification in virtual teams that do not share a physical environment. We conducted interviews based on the critical incident technique with 26 virtual leaders and 20 virtual team members. Qualitative content analysis revealed six categories of leader behaviour: 1) define the team, 2) strengthen team interdependence, 3) emphasise the team as a whole, 4) empower the team, 5) recognise team effort, and 6) stimulate informal team exchange. By mapping previous research and our findings onto a tridimensional model of social identification, we highlight both, behaviour similar to face-to-face leader behaviour and behaviour unique to the virtual context, and provide concrete behaviours for leadership practice and intervention studies.

Bridging intercultural communication divides: examining technology use by dispersed research teams working in South East Asia

ABSTRACT Multinational agricultural research teams operating in low-income countries must overcome communication challenges to address agricultural problems and rural poverty. Collaborations between dispersed team members rely on information and computer technologies (ICTs) to facilitate communication and share knowledge and expertise. These collaborations can compound dependencies of low-income countries on high-income countries through power imbalances and ICTs used. This paper explores impacts of these externalities on ICT communication between Lao and Australian researchers operating in Lao People’s Democratic Republic (PDR) through the theoretical lens of intercultural rhetorical theory. The study used constructivist grounded theory methodology with 30 interviewees collaborating in research projects in Lao PDR. The results identified external constraints on team communication, such as: limited ICT infrastructure and user education; economic, funding, and political pressures; variable coordination between national and international organisations. Researchers can apply these findings to project planning and implementation to improve communication between team members and enhance international collaboration.