Summary
As COVID-19 spread, companies adopted working from home and flexible work with no time to prepare or review. This article asks what a virtual team based on online communication technology is, and what should be considered in setting one up and running it. The author introduces research that explains the management of virtual teams as a life cycle running from preparation, launch, and performance management to team development and disbanding, and stresses the place of psychological safety in a team’s creativity and performance. In virtual teams, trust, guidelines for activity, regular communication and feedback, and shared leadership that values relationships help creativity, while distrust and difficulties with coordinating schedules and adapting to technology hinder it. The author argues that even if these changes are temporary they will leave a mark on the workplace, so human resource development must prepare actively.
Key points
- At the stage of starting a team, the process of getting to know one another and setting the purpose and rules raises collaboration and trust.
- When team members feel psychologically safe, they offer more new ideas and share information.
- Members differ in how familiar they are with communication technologies, so a strategy of mixing several means is needed.
- Because physical distance increases the sense of psychological isolation, relationship-centered shared leadership becomes more important.
- Human resource development practitioners can provide online collaboration training that covers trust building, team norms, and mutual accountability.
Citation
- 저자: 채충일
- 연월: 2020년 4월
- 제목: 코로나19 범유행 시대 재택, 가상환경팀의 효과적인 구축과 운영을 위한 제안
- 매체: 월간 인재경영
- 권호·쪽: Vol. 182, 72쪽부터
Citation
@online{2020,
author = {},
title = {코로나19 {범유행} {시대} {재택,} {가상환경팀의} {효과적인}
{구축과} {운영을} {위한} {제안}},
date = {2020-04-01},
url = {https://chadchae.github.io/posts_white_paper/2020-04-01-virtual-teams-in-covid-19-era/virtual-teams-in-covid-19-era.html},
langid = {en}
}