People & Organisation

Face-to Face Team: these are teams that hold physical meetings, do their work together and have more of a face-to-face interaction and discussion where they can voice out their objections or disagreements out loud. 

The differences about virtual teams and face-to-face teams are the working styles, performance, trust and conflict.

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For example, they can have a good affiliative style because while they are doing their work together, they are being committed to one another and will do their best accomplish their task. “On the other hand, virtual team are more prone to defensive, passive or aggressive that will lead to inferior decisions.” (Gera, 2013, p. 2). 

A face-to-face team can score higher in interaction marks than virtual teams using video conferences. Therefore, face-to-face teams are better than virtual teams in the working styles.

This means that virtual teams perform their best in media, electronic communication or anything technology related. However, since face-to-face teams have met up most of the time and communicate orally, they do not use the technology 24/7 or most of their lives. Thus, virtual team is better at the performance area.

Without trust, tension, suspicions can arise among the team which lead to conflicts and eventually, the disbanding of the team. Face-to-face team members have always met one another and had countless of meetings over time to work on projects and tasks and so members in these teams can trust one another to handle a part of the task given. 

In contrast to that, since the virtual team used social media to communicate among themselves, they wouldn’t know if they could trust one another because they don’t know each other and have never really meet up. Therefore the face-to-face teams is much better at trusting one another than the virtual teams.

These conflicts will tend to escalate fast if left alone. Virtual team members will take it personally if anyone disagreed with them through emails because they lack information about the other person. 

Whereas compared to face-to-face teams, members can resolve their conflicts by confronting one another and assess the situation. Thus, face-to-face teams are better at resolving conflicts than to virtual teams.

These team members should not be shy and must make their point in the best way possible, which is in a “positive, confident and respectful manner.” (Brounstein)

They are fully committed to work in the team. They would be the ones who will take the initiative to help make things happen and will volunteer to work on parts of the work. They do not sit quietly on the sidelines, watching the rest of the team work.

They will come to meetings and discussions with the commitment and intention of giving more effort in the doing the next group work. Being “committed to the team means that players must give it their all” (Garfinkle, 2012) in doing their work and giving an extra more effort to the next project.

Good team players also must figure out ways to work together to solve problems and get work done quickly. They will “assist anyone who needs the help” (Brounstein) and “willingly offer their hand or take the initiative to help” (Brounstein) out with his or her part of work.

This type of leader lacks direct supervision of employees and fails to give regular feedback to the employees which are under his or her supervision. The experienced and trained employees that requires little supervision fall under the laissez-faire leadership style category.

An example of the country which has the autocratic leadership style is North Korea. This is a leadership style that “benefits the employees who require close and familiar supervision.

It causes them to feel as if their ideas and opinions matter to the body of the organization. “When an organization needs to make changes, the participative leadership style” (Johnson) is the right leadership that can help employees accept these changes easily.

These managers possesses the power to review the output or productivity and train or correct their employees when team members fail to meet goals.” (Johnson). When employees accomplish their task or goal, they will receive rewards, such as promotions or an increase in their salaries.

This style of leadership requires the management to be involved to meet those organization goals. These leaders focus on the big picture within an organization or think outside the box and allocate the smaller and simpler tasks to the teams to accomplish goals.

They can multitask several tasks with their skills and talents, and they are usually about the “same hierarchical level as employees in an organization. They can also make decisions without involving the higher management.” (Executive Velocity, 2012). These type of work teams are often temporary.

They use the modern technology to connect and communicate with each other, and have several individual or specific skills to achieve their common task or goal. They tend to be more “task oriented, project oriented and care less about social interaction.” (Executive Velocity, 2012)

“By forming teams, taking charge of projects, works, events and solving problems” (Mikoluk, 2015), they can learn how to communicate with several different people of various different backgrounds, religions and races, and thereby enhancing and improving their interpersonal communication skills.

Through listening and communicating effectively, leaders can understand their followers better and can know what they are thinking or suggesting. By delivering their point across the team, followers can have an opportunity to speak up on their ideas, thoughts, suggestions and solutions.

https://www.youtube.com/watch?v=a6EWTlUm_2g

We would usually meet up once a week for any upcoming important projects. Other than that, we don't really meet up much.

Aneesa is the Reporter-Adviser. She would encourage our team to search for more information from various sources to widen our knowledge. 

Jie Xing, who is the Thruster-Organizer, is the one who provides the structure for the team. She would be incharge of allocating tasks and works evenly to maximize our time.