Assignment: Presentation Slides

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Assignment: Presentation Slides

Assignment: Presentation Slides

Compensation for virtual teams must be based heavily on the team’s performance and ability to reach its goal rather than on individually measured performance. Compensating team members for individual performance may result in “hot‐rodding” or lack of cooperation among team members. Organizational reward systems must be aligned with the accomplishment of desired team goals. This alignment is especially difficult when virtual team members belong to different organizations, each with her or his own unique reward and compensation system, each of which may affect individual performance in a different way. Managers need to be aware of differences and dis- cover ways to provide motivating rewards to all team members. Further, policies about the selection, evaluation, and compensation of virtual team members may need to be enacted.

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Using Information Technology to Advance the Competitive- ness of the Virtual Transnational Organization,” Academy of Management Executive 12, no. 4 (1998), 120–28.

c04.indd 91 11/26/2015 7:16:45 PM
92 Digital Systems and the Design of Work

Very informal dress is acceptable Harder to achieve high security

31 Robert Lemos, “VA Data Theft Affects Most Soldiers” (June 7, 2006), (accessed May 7, 2012). 32 Marie‐Claude Boudreau, Karen Loch, Daniel Robey, and Detmar Straub, “Going Global:

In addition to management control challenges, there are other challenges as included in Figure 4.7. The rest of this section is devoted to managing the challenges.

Managing Communication Challenges Because virtual teams and remote workers communicate differently than workers in the office, managers must make sure the communications policies and practices support these work arrangements. For example, holding a team meeting in the office and expecting remote members to listen in requires the manager to prepare differently for the meeting. Any presentation slides to be used in the meeting must also be shared with the remote participants, either over a video conference with meeting software or beforehand. When most of the co‐workers are in the office and only one or two are dialing in from other locations, the remote participants miss all the nonverbal communica- tion that takes place in the meeting room. Soft‐spoken individuals are often difficult to hear. Managers must make sure key messages are being conveyed to the remote participants or the results of the meeting are sub‐optimal.

You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.

Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.

Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.

The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument.

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