Question

What's needed when there are multiple virtual teams?

Organizations must be focused on their mission. But lots of team work and shorter-term projects often distract. Recently, the use of virtual teams adds more tension. Keep in mind that inter-team challenges are those that occur between different teams, not within the same team. For example, the accounting team wants to acquire a certain financial accounting system but the technology team says they can't support it. Or the sales team wants to customize an order for a customer but the systems team says the customization can't be done for the price the sales team offered.

Think about an inter team challenge or conflict that you have either been part of or have observed in your organization.

Describe what the issues were.

In your main post: Use the example of an inter-team challenge and its issues. Describe actions taken after the conflict surfaced (keep in mind that sometimes, nothing happens. It’s ok to describe that dynamic, too).

Did HR take on a role? Describe.

Answer 1

Effective management of virtual teams in an organization involves addressing and resolving inter-team conflicts through strong communication and negotiation skills, sometimes facilitated by HR. Transparent communication and mutually agreed-upon processes can lead to innovative solutions that respect the objectives and limitations of all teams involved.

Step-by-step explanation:

Managing virtual teams in an organization presents unique challenges, especially when multiple teams with different objectives and priorities are involved.

An example of an inter-team challenge might be a conflict between the accounting team, advocating for a new financial system that the tech team is unable to support, or the sales team promising a customer a customization that the systems team cannot implement for the agreed price.

These conflicts stem from differences in departmental goals, resource limitations, or the feasibility of implementing new systems and procedures.

When such conflicts arise, the involved teams must employ effective negotiation and communication skills to resolve them.

For instance, HR may play a role in conflict resolution by facilitating discussions, identifying middle ground, or ensuring that company policies are upheld during the resolution process.

In some cases, no immediate action is taken, which can increase emotional tension, reduce morale, and decrease productivity.

Yet, in other scenarios, collaborative problem-solving can lead to innovative solutions that align with organizational objectives and culture.

Strong communication is imperative to prevent and manage disputes. In our example, transparent communication and clear understanding of each team's constraints and requirements may lead to a compromise that satisfies both teams.

It is crucial to establish processes and channels of communication that avoid technical jargon and clarify the priorities and perspectives of all parties involved.