Final answer:
The claim that leadership style has little impact on the success of virtual teams is false. Both transformational leadership and telecommuting employees' need for autonomy significantly influence virtual team dynamics and success.
Step-by-step explanation:
The statement 'Leadership style has little impact on the success of virtual teams' is false. Leadership style plays a significant role in the management and success of virtual teams. Notably, research by Eagly, Johannesen-Schmidt, & van Engen (2003) indicates that transformational leadership styles are generally more effective than transactional ones. Transformational leaders are seen as charismatic and inspirational, with a focus on change and innovation, which can be incredibly beneficial in virtual settings where teams may lack face-to-face interaction and rely more on dynamic and forward-thinking leadership.
Moreover, other factors such as an employee's need for leadership, extroversion level, and their preference for autonomy or structured environments also influence how well they respond to different leadership styles, as suggested by Felfe & Schyns (2006). For virtual teams, in particular, creating a work structure that accommodates diverse working schedules, such as telecommuting employees setting their own hours, and balancing control with empowerment, representative of Theory Y, would likely yield better results than a rigid, control-heavy approach seen in Theory X.
Given the nuances of how leadership styles affect group dynamics, team performance, and individual employee satisfaction, it's clear that leadership is not a one-size-fits-all endeavor, and this truism extends to the realm of virtual teams just as it does in traditional workplace settings.