Coordination of Virtual Teams: From Trust to Control

Coordination of Virtual Teams: From Trust to Control

Isabelle Parot (Magellan Research Center, France)
DOI: 10.4018/978-1-60566-304-3.ch023
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Abstract

In this communication, the author attempts to answer the question of coordination in virtual teams (or remote teams). Virtual teams can result from economic choices but they can also be a choice in terms of available resources and need of very specific skills. The coordination is thus intra-organizational. How this coordination takes place? Firstly, this chapter will describe conceptually the process of coordination in situations of remote work, and more precisely, in the case of an intra-organizational coordination in virtual teams. The authors will discuss the debate wither it is trust or control that is needed for the coordination for virtual teams. Secondly, they are going to present empirical findings about virtual teams’ coordination, in high technological firms. Lastly, they are going to illustrate how a number of economic, organizational and cultural factors can impact the coordination process in those virtual teams.
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Evolution Of Organizations

Since the initial work of Daft and Lewin, the question of “new” organizational forms has became a new trend for management literature (Daft and Lewin, 1993). Daft and Lewin give several types of example of new organizational forms such as virtual corporation, cluster organisation, learning organisation and network organisation.

Key Terms in this Chapter

Coordination: Synchronization and integration of activities, responsibilities, and command and control structures to ensure that the resources are used most efficiently in pursuit of the specified objectives.

Virtual Team: A virtual team is a team whose members are interacting primarily through electronic communications. Members of a virtual teal may be within the same building or across continents.

Control: Management process in which the (1) actual performance is compared with planned performance, (2) difference between the two is measured, (3) causes contributing to the difference are identified, and (4) corrective action is taken to eliminate or minimize the difference.

Trust: Reliance on another’s words, integrity or discretion in a relationship.

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Dedication
Editorial Advisory Board
Table of Contents
Preface
Tanya Bondarouk, Huub Ruel, Karine Guiderdoni-Jourdain, Ewan Oiry
Acknowledgment
Tanya Bondarouk, Huub Ruel, Karine Guiderdoni-Jourdain, Ewan Oiry
Chapter 1
Steve Foster
Several organisations have adopted e-HRM technology as a platform for achieving transformational change, improving HR operational processes... Sample PDF
Making Sense of e-HRM: Transformation, Technology and Power Relations
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Chapter 2
Cataldo Dino Ruta
Intellectual capital is today considered a key issue in analyzing the critical determinants of company performance. Companies design more and more... Sample PDF
HR Portal: A Tool for Contingent and Individualized HRM
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Chapter 3
Barbara Imperatori, Marco De Marco
The evolution of the managerial discourse is the result of fashion lifecycles that sometimes have no rational or technical foundations and find no... Sample PDF
E-Work and Labor Processes Transformation
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Chapter 4
Gerwin Koopman, Ronald Batenburg
This chapter theoretically and empirically addresses the notion that user participation and involvement is one of the important factors for IS... Sample PDF
Early User Involvement and Participation in Employee Self-Service Application Deployment: Theory and Evidence from Four Dutch Governmental Cases
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Chapter 5
Karine Guiderdoni-Jourdain, Ewan Oiry
In organizations, researchers as well as professionals have generally observed insufficient use of computer technologies when compared to their... Sample PDF
Does User Centered Design, Coherent with Global Corporate Strategy, Encourage Development of Human Resource Intranet Use?
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Chapter 6
Nawaf Al-Ibraheem, Huub Ruël
Companies new to the e-HRM technologies are overwhelmed by the dilemma of choosing either the ready-made, off-the-shelf e-HRM systems, or develop... Sample PDF
In-House vs. Off-the-Shelf e-HRM Applications
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Chapter 7
Pieternel Kuiper, Betsy van Dijk
Adaptation of electronic forms (e-forms) seems to be a step forward to reduce the burden for people who fill in forms. Municipalities more and more... Sample PDF
Adaptive Municipal Electronic Forms
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Chapter 8
Hazel Williams, Carole Tansley, Carley Foster
Global, enterprise-wide, information systems (GEIS) projects are often delayed with budget over-runs often due to a lack of understanding of the key... Sample PDF
HRIS Project Teams Skills and Knowledge: A Human Capital Analysis
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Chapter 9
Adam Smale, Jukka-Pekka Heikkilä
The design and implementation of a globally integrated e-HRM system within a multinational corporation (MNC) requires different parties to reach... Sample PDF
IT-Based Integration of HRM in a Foreign MNC Subsidiary: A Micro-Political Perspective
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Chapter 10
Huub Ruël
Research on Human Resource Information Systems (HRIS) implementation lacks theoretical depth and richness. For that reason this paper applies a... Sample PDF
Studying Human Resource Information Systems Implementation using Adaptive Structuration Theory: The Case of an HRIS Implementation at Dow Chemical Company
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Chapter 11
Jonas F. Puck, Dirk Holtbrügge, Alexander T. Mohr
This chapter empirically analyses the influence of the cultural context on the comprehensiveness to which companies in different countries make use... Sample PDF
Applicant Information and Selection Strategies in Corporate Web Site Recruiting: The Role of National Culture
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Chapter 12
Emma Parry, Shaun Tyson
HR practitioners are often expected to be both efficient administrators of the employment relationship and to act as a strategic partner to the... Sample PDF
What is the Potential of E-Recruitment to Transform the Recruitment Process and the Role of the Resourcing Team?
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Chapter 13
Pramilla Rao
This chapter will address the role of national culture on e-recruitment practices in India and Mexico. The GLOBE (Global Leadership and... Sample PDF
The Role of National Culture on E-Recruitment in India and Mexico
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Chapter 14
Marielba Zacarias, Rodrigo Magalhães, José Tribolet
This chapter will address the role of national culture on e-recruitment practices in India and Mexico. The GLOBE (Global Leadership and... Sample PDF
Modeling Human Resources in the Emergent Organization
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Chapter 15
Elfi Furtmueller, Celeste Wilderom, Rolf van Dick
In order to maintain their customer base, many e-recruiting firms are in need of developing innovations. The Lead User (LU) Method has been heralded... Sample PDF
Utilizing the Lead User Method for Promoting Innovation in E-Recruiting
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Chapter 16
Sven Laumer, Andreas Eckhardt
In 2007 Erickson and Gratton asked “What it means to work here” and discussed the need for a structured approach to establishing an employer image... Sample PDF
What Makes the Difference? Introducing an Integrated Information System Architecture for Employer Branding and Recruiting
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Chapter 17
Karine Guiderdoni-Jourdain
The subject of our communication will be a better understanding of how the regulation between the on line HR designers and HR experts is built, and... Sample PDF
The Enrichment of the HR Intranet Linked to the Regulation's Process Between HR Actors
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Chapter 18
Tanya Bondarouk, Vincent ter Horst, Sander Engbers
This research focuses on acceptance of Human Resource Information Systems (HRIS) in medium sized organizations. We look at general SME’s in The... Sample PDF
Exploring Perceptions about the Use of e-HRM Tools in Medium Sized Organizations
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Chapter 19
Loubna Tahssain, Mouna Zgheib
The changing business environment and increasing technology is redefining the role of the human resources function. Nowadays, corporations have to... Sample PDF
Perceived Performance of the Human Resource Information Systems (HRIS) and Perceived Performance of the Management of Human Resources (HRM)
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Chapter 20
Leon Welicki, Javier Piqueres Juan, Fernando Llorente Martin, Victor de Vega Hernandez
Employee life-cycle processes management (hiring new employees, changing their conditions, and dismissing them) is a critical task that has a big... Sample PDF
Employee Life-Cycle Process Management Improvement with Web-Enabled Workflow Systems
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Chapter 21
Manel Guechtouli, Widad Guechtouli
Information Technologies (IT) seem to be affecting individuals and organizations’ communication and behaviors since many years now. This chapter is... Sample PDF
Information Technologies' Impact on Individual Learning Process: The Case of a Community of Practice
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Chapter 22
Valéry Michaux
In a second step, this research shows that ICT poses threats but also offers opportunities for unions and trade unionism. The tensions between... Sample PDF
What are the Main Impacts of Internet and Information and Communication Technology on Unions and Trade Unionism? An Exploratory Research in Europe and North America
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Chapter 23
Isabelle Parot
In this communication, the author attempts to answer the question of coordination in virtual teams (or remote teams). Virtual teams can result from... Sample PDF
Coordination of Virtual Teams: From Trust to Control
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Chapter 24
Jeroen ter Heerdt, Tanya Bondarouk
In this chapter the authors present a revision of the information overload concept elaborated by Eppler and Mengis (2004). The main elements of our... Sample PDF
Information Overload in the New World of Work: Qualitative Study into the Reasons
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Chapter 25
Mitchell van Balen, Tanya Bondarouk
In this chapter the authors consider articles in professional literature regarding Human Resource Centers, with the goal to explore issues raised by... Sample PDF
HR Shared Service Centers: From Brand Management Towards Success
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About the Contributors