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University of Texas at Tyler Leadership for Virtual Teams Analysis Paper

University of Texas at Tyler Leadership for Virtual Teams Analysis Paper

Question Description

I’m working on a management discussion question and need an explanation to help me understand better.

This is a response to ONE group member’s post of my choice). should be 300-400 words (excluding references), should contain 1 internal reference (a reference to a textbook page) and 1 external reference (a reference to a business journal/magazine article.internal reference is :Northouse, P. G. (2016). Leadership: Theory and Practice. Sage Publications.


Below is the student post,please respond following the above guidelines

What are special traits and skills (that are different from a “face-to-face” leader) that a virtual leader should possess? I believe what a virtual leader should possess different than a face-to-face leader in regards to trait theory is motivation, sociability, persistence, responsibility and self-monitoring among others. However, I believe these referenced here are what virtual leaders must possess because they deal with a different kind of atmosphere than when in person. Although any one of these traits can be use in any setting, they are crucial to the virtual world. The ones that are named here tend to deal with the person themselves in order to gain a better understanding of what is expected of them in a virtual non-personable setting. As far as skills go human skills by far and large are at the top because they have to deal with people and how they act and react to things. In regards to human skills they are equally dispersed across the organization at various levels of management.

Which leadership style will be most effective in leading a virtual team? Short answer is it all depends on the specific situation, to only name one style because I do believe that more than one style could be and may be effective. However, I do believe that being in a virtual team environment an S2 would be most beneficial because it gives directives and supportive behavior in order to be successful while not in person. “The leader focuses communication on both achieving goals and meeting followers’ socioemotional needs.” (Northouse, 2016, p. 94) Some people work better alone and others in a group setting. This style would be beneficial for the ones that do like working alone because it will allow the leader to closely monitor them as needed to ensure compliance.

Share your personal experience where applicable. In the world of virtual team meetings, they are different in the scope that you are not in person and thus the physicality is taken away. In the past 12-16 months this has been the normal routine for many and most leaders. Leaders must rely on a different approach to everyone based on the fact that many are working from home. For me I am in-person type of person because I enjoy the close-knit relationships you can form being in person. In a virtual setting these are possible, yes, but very difficult. The nurturing piece is quite different. Oneself must also be mature enough to take on such tasking as holding and facilitating virtual meetings. In the article Situational Leadership by (Hersey and Blanchard 1976) maturity is defined in Situational Leadership Theory as the capacity to set high but attainable goals (achievement-oriented), willingness and ability to take on responsibility, and education and/or experience of an individual or a group.

References:

Northouse, P. G. (2016). Leadership: Theory and Practice. Sage Publications.

Hersey, Paul and Ken Blanchard. 1976. “Situational Leadership.” Center for Leadership Studies.

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