Dynamics of a virtual team

Procedia - Social and Behavioral Sciences 110 ( 2014 ) 1251 – 1261

1877-0428 © 2014 The Authors. Published by Elsevier Ltd. Open access under CC BY-NC-ND license. Selection and peer-review under responsibility of the Contemporary Issues in Business, Management and Education conference. doi: 10.1016/j.sbspro.2013.12.972

ScienceDirect

Contemporary Issues in Business, Management and Education 2013

Virtual teams: opportunities and challenges for e-leaders

Snellman Carita Lilian a*

a

Metropolia University of Applied Sciences, Business, Leiritie 1, Vantaa 01600, Finland

Abstract

In the globalized world with crucial technological changes, leaders are facing unforeseen opportunities as well as challenges

while striving to reach their objectives. Such changes have led to organizational restructurings and implied rethinking of

leadership functions and practices. Changing organizational structures, from traditional hierarchical towards lower and more

flexible ones, have made leaders organize work in new ways. Teams account for one new way of organizing work and reaching

organizational goals. Likewise, globalized markets have made leaders search for new solutions to meet the needs of customers. In

consequence, organizations strive for competitive advantages through downsizing, subcontracting, joint ventures, strategic

alliances, and other collaborative and network-based alternatives which are typically facilitated by virtual teams. Virtual teams

are geographically and organizationally dispersed teams that function over time zones. Due to such dispersion, physical contact

in virtual teams is reduced or lacking altogether which means that collaboration is enabled by IT-solutions such as computer-

based communication. This kind of electronically facilitated team work is known to imply opportunities as well as challenges for

today’s global e-leaders. Research on virtual teams suggests that organizational success greatly depends on leadership. However,

it remains unclear what kind of leaders, and more specifically, which leadership skills, behaviors or practices contribute to

effective virtual teams. To add knowledge on the field and fill such research gap, this article aims at exploring e-leadership and

answering these questions.

© 2014 The Authors. Published by Elsevier Ltd.

Selection and peer-review under responsibility of the Contemporary Issues in Business, Management and Education conference.

Keywords: Global teams; leadership; IT; virtual teams; e-leadership.

1. Introduction

The following paper sheds light on information and communication technology, its effects on organizations and

working environment in general, and on team working and leadership in a virtual setting in particular. The purpose

of this paper is to add knowledge on ICT mediated virtual working arrangements, and address the challenges leaders

* Corresponding author. Tel.: +358505286696.

E-mail address: [email protected]

Available online at www.sciencedirect.com

© 2014 The Authors. Published by Elsevier Ltd. Open access under CC BY-NC-ND license. Selection and peer-review under responsibility of the Contemporary Issues in Business, Management and Education conference.

1252 Snellman Carita Lilian / Procedia - Social and Behavioral Sciences 110 ( 2014 ) 1251 – 1261

face in managing teamwork in a virtual setting. The paper builds on existing theory and research describing and

discussing the findings on virtual teams and e-leadership. Based on the research literature some propositions are

made. The propositions are aimed at inspiring future research on virtual teams and, specifically, on e-leadership, and

at advancing further knowledge generation in the fields of ICT, and management and organization.

This paper is structured as follows: first, the background, effects and opportunities of the technological

development on the economy are addressed; second, the impact of the information and communication technology

on organizations, working arrangements, and leadership is described; third, central concepts emerging from the

paradigm shift concerning the organization of work and leadership are presented; fourth, challenges faced by e-

leaders managing globally dispersed workforces are discussed; fifth, some propositions for effective e-leaders, who

may create successful virtual teams by turning leadership challenges in virtual settings into opportunities, are

presented; sixth, conclusions are drawn on the basis of the discussion about leadership challenges.

Taken together, the following sections will address questions such as: How information and communication

technology has affected organizations, working environment, and leadership? What are the main challenges e-

leaders faces when managing virtual teams? How can e-leaders convert the challenges into opportunities in order to

achieve successful virtual teams?

2. Background, effects and opportunities of technological development

In the industrial economy organizations were typically structured hierarchically and, consequently, information

was filtered through hierarchical structures and formal authority (Jarvempaa & Tanriverdi, 2003), whereas in the

new networked economy, power and information are hyperlinked and informal (Pulley, McCarthy, and Taylor,

2000). Inside organizations, there has been a movement from hierarchies towards flat, web-like organizations that

enable better knowledge flows among business and allow spanning of organizational boundaries (Jarvempaa &

Tanriverdi, 2003). The boundaries have become blurred (Jarvempaa & Tanriverdi 2003), which facilitates

relationship-building inside organizations mainly through strong ties, and between different organizations through

weak ties (Granowetter, 1973). Organizations no longer operate as stand-alone entities, but create networks of

customers, suppliers, and partners (Jarvempaa & Tanriverdi, 2003) enabled by information and communication

technologies. At a broader level, economic development, such as the deregulation of many product and service

industries, have led to reformulations in organizations (Cascio & Shurygailo, 2003). The growing popularity of inter

organizational alliances, and a shift from production to service-related business (Kayworth & Leidner, 2002), have

changed the ways to organize and manage work. Such changes have mainly been facilitated by information and

communication technologies that improve knowledge management (Jarvempaa & Tanriverdi, 2003) and

dissemination of information on the global level, and have created new working methods and organizational

structures increasing flexibility (Townsend, DeMarie, & Hendrickson, 1998), enhancing more effective goal-

reaching and enabling organizational success in global setting.

In consequence, the exponential explosion in communication technologies has resulted in greater frequency of

daily interactions with different actors (Zaccaro & Bader, 2003) who may be dispersed in different units of the same

organization, in diversified geographic locations nationally or internationally, and in different time zones throughout

the world. As a result, organizational work as well as leadership have become increasingly global (Zaccaro & Bader,

2003) due to spanned organizational boundaries (Jarvempaa & Tanriverdi, 2003), and web-like working

environments based on the use of information and communication technology. Companies have set up new

arrangements that allow work to be done via cyberspace with increasing levels of virtuality (Brunelle, 2012). As

information and knowledge is diffused by modern technology, working and innovation are shifting form structures

inside the organization to broader virtual knowledge networks that may reach across time and space boundaries

making physical location, buildings, and distribution channels less important (Jarvempaa & Tanriverdi, 2003). Such

less hierarchical organizations with blurred boundaries and more flexible working arrangements, have greatly

affected leadership posing leaders unique challenges (Gallenkamp, Korsgaard, Assmann, Welpe, & Picot, 2011),

which make them obtain new skills, and display specific traits, attitudes and behaviors (Eissa, Webster, & Kim,

2012) while striving for organizational success. Accordingly, the new challenges, arising mainly from the

organizational and work-related changes, imply new ways to organize work between globally dispersed experts,

stakeholders, organizational units, and different companies. One of new ways to organize work is the virtual team

1253 Snellman Carita Lilian / Procedia - Social and Behavioral Sciences 110 ( 2014 ) 1251 – 1261

(Lipnack & Stamps, 1997; Townsend, DeMarie, & Hendrickson, 1998), or e-team team (Cascio & Shurygailo,

2003). Typically, virtual teams function independently of organizational boundaries, geographical locations, and

time zones while striving effectively to reach the team-specific goals. The globally dispersed virtual team members

are primarily linked through advanced information and communications technology which helps them to provide

diversified solutions to current downsized and lean organizations (Townsend, DeMarie, & Hendrickson, 1998). As a

whole, in organizational environments, throughout the world there has been an increasing reliance on

communication that takes place via electronic means (e.g., email, discussion boards, and satellite conferencing)

rather than traditional face-to-face communication (Olson-Buchanan, Rechner, Sanchez, & Schmidtke, 2007). Such

development is interpreted as a paradigm shift in organization and leadership (Purvanova & Bono, 2009).

Technological changes have made it possible to manage work globally through virtual teams that enable working

24/7 as the members may be dispersed globally throughout different time zones (Trivedi & Desai, 2012). Virtual

teams can make use of the best talents because work, knowledge generation, management, and innovation are no

longer locally or geographically bound, and moreover, virtual teams allow flexibility as they are based on flat

organizational structures without hierarchies and central authority (Jarvempaa & Tanriverdi, 2003). Team members

can easily participate in different projects since some members may be experts in several teams and, consequently,

hybrid forms of virtual teams, one overlaying the other, are no exceptions (Gassmann & von Zedtwitz, 2003).

Consequently, virtual teams can more easily respond to the changing requirements of the environment by making

use of the latest knowledge, and adaptable working arrangements, and by taking advantage of increased application

of information and communication technologies.

Research indicates that leaders make a critical difference in team performance, and it seems that such findings are

also applicable to virtual teams (Cascio & Shurygailo, 2003). Even though the new paradigm of work – anytime,

anywhere, in real space or in cyberspace, in which employees operate remotely form each other and form managers

(Cascio & Shurygailo, 2003) – appears already to be general knowledge, and even though research on traditional

leadership and team management is wide and well documented, research on the influence of information and

communication technology on leadership in virtual teams is relatively young (Purvanova & Bono, 2009). In

consequence, there seem to be knowledge gaps regarding the challenges that the application of communication and

information technologies may imply for leadership. It is also asserted that even though virtual project teams are on the

rise in organizations (Purvanova & Bono, 2009) and becoming ubiquitous (Nunamaker, Reinig, & Brigg, 2009),

studying an organization that operates in a virtual context will be incomplete without knowledge of how its leaders

behave and interact with team members in order to guarantee an organization’s success (Eissa, Fox, Webster, &Kim,

2012). Hence, there is growing need to add knowledge about how increased application of information and

communication technologies impacts leaders’ behavior and performance in globally dispersed integrated organizations.

In addition, as the prevalent research on leadership is mainly based on leadership practiced on traditional organizational

settings (Kayworth & Leidner, 2002), based on physical contact between organizational actors, the results may not

applicable to leadership practiced in virtual teams. As a whole, then, the emergence of new technological solutions,

such as the Internet and the World Wide Web as a powerful and highly transparent communication standard

(Gassmann & von Zedtwitz, 2003) facilitating global access to knowledge and its dispersion (Jarvempaa & Tanriverdi,

2003), and new working arrangements, generate need for further research on virtual environment in general, and

leadership in such environment in particular. The new technologically mediated working arrangements require new

leadership approaches that may explain how leadership is best practiced in virtual environment and what kind of

leaders make virtual teams succeed. It is argued that virtual teams are more difficult to manage than traditional face-to-

face teams (Nunamaker, Reinig, & Brigg, 2009). Hence, the increasing reliance on communication via electronic

means in organizational settings throughout the world (Olson-Buchanan, Rechner, Sanchez, & Schmidtke, 2007), and

new pressures on organizations to use global virtual teams (Montoya-Weiss, Massey, and Song, 2001) motivate further

research on virtual teams in general, and on leadership in virtual setting in particular. Today, as many organizations are

caught somewhere between old organizational structures form the industrial age and new web-like structures created by

information technologies and indicating a transition towards virtual organizational environment, traditional

assumptions about leadership and organizations must evolve (Pulley & Sessa, 2001).

On the basis of the above discussion, the following sections aim at increasing knowledge on the organization of

work in virtual environment and the inherent leadership challenges.

1254 Snellman Carita Lilian / Procedia - Social and Behavioral Sciences 110 ( 2014 ) 1251 – 1261

3. Conceptual framework

As noted before, a paradigm shift in organizing work in global setting, facilitated by the implementation of new

information and communication technologies, has taken place (Cascio & Shurygailo, 2003; Jarvempaa &

Tanriverdi, 2003). Such paradigm shift has given rise to new concepts to better explain the changes in organizations

and work arrangements, and to better describe new ways to manage and organize work in a new virtual

environment.

In order to adapt to the new environmental requirements, organizations have experienced several reformulations

introducing new working and leadership practices. The old hierarchical ways of organizing work have given way to

lower, flat (horizontal) and downsized organizations facilitated by information and communication technology

(ICT,) and by team-based working arrangements, virtual teams (Townsend, DeMarie, & Hendrickson, 1998). Such

teams require a new leadership concept, e-leadership (Avolio & Kahai, 2003), was coined.

3.1. Information and communication technology, ICT

The rise and continuous development of information and communication technologies have facilitated the

creation of new mechanisms for coordinating work and, subsequently, new collaborative organizational forms,

business models and working practices. ICTs are based on collaboration and contribute to competitive advantage,

innovation, and economic growth as they enable global access to individual capabilities, best skills, and core

competencies (Romero & Molina, 2009). In organizational setting throughout the world, there has been an

increasing reliance on information and knowledge diffusion through electronic means rather than through traditional

face-to-face communication (Olson-Buchanan, Rechner, Sanchez, & Schmidtke, 2007).

Advances in ICT have provided many advantages for organizations (Raisinghani, Arora, Baylor, Brown,

Coleman, & Craig, 2010). Technology-based solutions are seen to improve the expectation of business and generate

personal benefits including increased efficiency, productivity, and profitability (Avolio & Kahai, 2003). Researchers

have found that collaborative technologies (e.g. the Internet, the World Wide Web, Web Services, global digital

networks, integrated development environment, virtual prototyping) combined with groupware, can facilitate

knowledge management and information dispersion which enables shared understanding within global project teams

(Raisinghani, Arora, Baylor, Brown, Coleman, & Craig, 2010). Nevertheless, it should be noted that in spite of the

advantages technology provides, most information technology projects tend to face problems and risks, and great

deal of such projects fail to reach all their objectives (Raisinghani, Arora, Baylor, Brown, Coleman, & Craig, 2010).

As a whole, ICT seems to have generated great organizational and leadership changes providing, hence, foundations

for the creation and development of global virtual teams.

3.2. Virtual teams

Changes in working environments have implied a tendency from individual-based work performance towards a

team performance, and an increase in global teams where working methods are claimed to differ from the traditional

teams because of their reliance on technology for communicating and disseminating information and knowledge

(Jarvempaa & Tanriverdi, 2003). Technologies provide virtual work arrangements such as teleworking,

teleconferencing, and video-conferencing (Cascio & Shurygailo, 2003) that enable effective communication and

information diffusion across time and space. Due to a great or sole reliance on web-based communication and

working methods in globally dispersed teams, a specific name, virtual team (Lipnack & Stamps, 1997; Townsend,

DeMarie, & Hendrickson, 1998), was coined to characterize their reliance on ITC, in contrast to traditional teams,

whose functions are mainly based on face-to-face interaction and communication. The most common reason for

forming virtual teams is to overcome geographical or temporal separations while at the same time cutting office-

space, travel and time-related costs (Cascio & Shurygailo, 2003). Additionally, virtual teams may be formed to unify

functions across an organization, integrate employees as a result of mergers or acquisitions, increase working

opportunities in organizations with an undesirable location, facilitate recruiting employees who have the right skills

but are unwilling to move (Cascio & Shurygailo, 2003).

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Even though research on traditional teams may account for some of the behaviors in virtual teams, there are

several essential differences because of the strong technology-reliance in virtual teams, accentuating the need for a

specific definition. Virtual team is group of people who work interdependently with a shared purpose across space,

time, and organizational boundaries using technology (Lipnack & Stamps, 2000). Virtual teams can also be defined

as groups of geographically and/or organizationally dispersed coworkers that are assembled using a combination of

telecommunications and information technologies to accomplish an organizational task (Townsend, DeMarie, &

Hendrickson, 1998) or, put simply, virtual teams can be seen as temporary, culturally diverse, geographically

dispersed teams that that communicate electronically. Research highlights also the notion of virtual organization

(Gassmann & von Zedtwitz 2003; Romero & Molina, 2003) and virtual project team (Raisinghani, Arora, Baylor,

Brown, Coleman, & Craig, 2010). It is likely that today´s global marketplace coupled with the increased costs of

travel, tight schedules, and high expectations for project deliverables, will support an explosion of global virtual

projects (Raisinghani, Arora, Baylor, Brown, Coleman, & Craig, 2010). It is also claimed that as virtual teamwork

differs from face-to-face teamwork, new technology-based work processes are needed in order to make virtual teams

succeed (Nunamaker, Reinig, & Brigg, 2009). Accordingly, it has become essential to explore how virtual teams

would effectively reach planned goals within specified time limits relying mostly or totally on technologically

mediated communication. It is suggested that to be effective in global setting with inherent continuous changes,

virtual teams need specific leadership strategies (Jarvempaa. & Tanriverdi, 2003). For these, and several other

reasons, it is crucial that research in the field explores the role of e-leadership in virtual environments.

3.3. E-leadership

The literature on leadership in virtual communication settings is still young (Purvanova & Bono, 2009), and e-

leadership a new phenomenon of leadership (Savolainen, 2013). The extant research suggest that not enough is

known about the ways technology impacts leadership (Purvanova & Bono, 2009), and there is lack of evidence on

how technological communication context affects leaders behavior and, subsequently, the success of virtual teams.

It is important to explore leadership in virtual setting, as leaders in such environment conduct many leadership

processes through electronic channels (Zaccaro & Bader, 2003) facing new kinds of challenges.

E-leadership was coined to reflect the new working environment where human interactions are mediated by

information and communication technology, and where leaders may lead entire projects form a distance (Avolio,

Kahai, & Dodge, 2001). It is argued that the great transition of the global economy, with the inherent changes in

organizations, require a significant adaptation on the part of the leadership (Avolio & Kahai, 2003), and a new

leadership approach. Typically, hence, e-leadership is seen as a response and solution to global changes generated

by the technological development. Likewise, e-leadership can be understood as a result of the technological

development and of the great change in global economy. As virtual and flexible work options continue to evolve,

more employers are attempting to formalize their virtual work policies and get a better grasp on how to manage

virtual workforces (Leonard, 2011). As current business environment and the challenges e-leaders face differ from

those in traditional leadership, e-leadership may be seen as a new and expanding context in leaders’ work reflecting

the new e-era to leadership (Savolainen, 2013). In the new e-era workplaces develop towards virtual contexts,

characterized by technologically mediated leader-follower interactions instead of traditional ace-to-face contacts,

and in such context work instructions, leadership, feedback, follow-up and training often take place in a digital

format (Savolainen, 2013).

It is widely recognized that e-leadership differs from conventional way of perceiving and explaining leadership as

well as form leadership practiced in traditional teams where leadership is grounded on face-to-face interactions.

E-leader may lead their virtual teams without ever physically meeting their followers (Trivedi & Desai, 2012). Such

leaders may lead virtual teams working in the same space but at different times, or in different spaces and time

zones where most, if not all, the interactions among team members take place through electronic communication

channels (Cascio & Shurygailo, 2003). In consequence, the concept of e-leadership refers to leaders who mainly

communicate via information technology, and whose interaction with followers as well as the collection and

dissemination of information required to support organizational work, is facilitated by information technology

(Avolio & Kahai, 2003). Additionally, e-leadership can be understood as a process of social influence where

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changes in attitudes, feelings, thoughts, behavior and organization are brought about with the help of advanced

information and communication technology (Savolainen, 2013).

To take a critical stance to the distinctiveness of virtual teams, it is claimed that e-leadership based on the same

competences as traditional leadership (Savolainen, 2013), and that the goals of leadership have not changed,

whereas it is the medium for implementing the goals that is different (Trivedi & Desai, 2012). Moreover,

fundamental leadership objectives related to vision, direction, motivation, inspiration, trust-creation, etc. are seen to

remain the same (Trivedi & Desai, 2012).

However, the prevalent notion is that since e-leaders rely on information technology when communicating with

team members and when coordinating teamwork, e-leaders meet new challenges and, subsequently, specific

leadership skills and behaviors may be required for effective leading of virtual teams (Gallenkamp, Korsgaard,

Assmann, Welpe, & Picot, 2011).

As virtual teams communicate via different electronically mediated communication channels, which enable

asynchronous and synchronous communication as well as one-to-one and one-to-many communication (Avolio &

Kahai, 2001), e-leaders are faced with diversified challenges related to communication, coordination, and

knowledge diffusion. Consequently, leaders need to be able to craft communication guidelines in order to effectively

transmit their intentions through technology (Eissa, Fox, Webster, & Kim 2012) implying new leadership skills such

as strong social networking skills; a global, multicultural mindset, greater sensitivity towards followers’ state of

mind, and a 24x7 orientation (Trivedi & Desai, 2012). In consequence, e-leaders have to adapt to the requirements

of virtual environment and find tools to address new challenges.

4. Leadership challenges

It is claimed that global virtual teams to some extent face similar challenges as traditional teams coupled with

challenges generated by the dispersion of team members and by their great or total reliance on information

technology as a communication media (Kayworth & Leidner, 2002). The application of communication media is

seen to affect e-leaders’ ability to convey social presence inherent to face-to-face environments, and information-

rich nonverbal cues, such as facial expressions, voice inflections and gestures (Kayworth & Leidner, 2002). Hence,

e-leaders face diversified challenges, but being adaptive and effective they might be able to convert these challenges

into opportunities. Research has found that the main challenges are typically related to trust creation and

maintenance, distance and time-related issues, and problems arising from cultural differences and diversity.

4.1. Trust

Trust has been extensively studied in virtual team environment (Jarvenpaa, Knoll, & Leidner, 1998). Mutual trust

plays a key role in successful international alliances (Uber Crosse, 2002), and it is highly important in virtual teams

that face uncertainty and have incomplete knowledge of all the group members (Child, 2001). Consequently, trust is

seen more critical in virtual environments than in traditional team setting (Cascio & Shurygailo, 2003) being the

necessary condition for successful work in virtual teams (Child, 2001). Trust is based on the belief that team

members are dependable meeting the team expectations by delivering what they promise, which is seen as highly

important in virtual teams as trust will be established by repeatedly setting expectations and delivering results that

meet or exceed those expectations (Cascio & Shurygailo, 2003).

E-teams are typically formed for a time-limited mission or task, which may generate problems while trying to

build trust within the group and develop cohesion, because such dynamics take time to develop (Zaccaro & Bader,

2003). Empirical analyses show that teams with highest levels of trust began their interactions with social messages,

set clear roles for each team member, and showed positive attitudes and eagerness, enthusiasm, and an intense action

orientation in all of their messages (Cascio & Shurygailo, 2003). Such results suggest that trust is created by

integrating team members by positive dynamics achieved through joint efforts. Effective teams go through stages in

developing high levels of cohesion and trust, and the members learn effective ways of interacting and creating

jointly standard operating procedures, which facilitate trust building within the team (Zaccaro & Bader, 2003).

Hence, trust is related to cohesion and further to motivation, since in virtual work settings motivation derives from

the team’s degree of cohesion, the amount of trust among team members, and team members’ sense of being able to

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meet the joint challenges (Zaccaro & Bader, 2003). Trust is fundamentally established via communication

(Raisinghani, Arora, Baylor, Brown, Coleman, & Craig, 2010). In addition, trust in virtual teams is a strong

motivational factor rising form team members’ expectations that each member will fulfill the individual

commitments, and that the members will act with good intentions and work hard on behalf of the group and,

importantly, it is the responsibility of the e-leader to build trust and by doing so, increase the motivation of the team

members (Zaccaro & Bader, 2003). Typically, in a global, outsourced virtual project environment, trust is

predominantly facilitated by formal and informal electronic communication technology (e.g. tele-, audio-, data-, and

video-conferencing) and related to coherence (Zaccaro & Bader, 2003), communication, and sheared understanding,

being all critical element for virtual project success (Raisinghani, Arora, Baylor, Brown, Coleman, & Craig, 2010).

Sheared understanding facilitates reviewing issues and making choices between alternatives (Raisinghani, Arora,

Baylor, Brown, Coleman, & Craig, 2010) and supportive interactions (Zaccaro & Bader, 2003), which finally enable

effective decision-making. Trust, knowledge management, and shared understanding are antecedents to effective

decision-making, whereas the lack of such dynamics may lead to process losses in globally outsourced virtual

project environments (Raisinghani, Arora, Baylor, Brown, Coleman, & Craig, 2010). This kind of risks inherent to

virtual teams, can be mitigated via video-conferencing, group decision support tools (e.g. electronic meeting system)

and by promoting knowledge management, shared understanding, and team trust (Raisinghani, Arora, Baylor,

Brown, Coleman, & Craig, 2010).

As trust is the key factor for virtual teams (Raisinghani, Arora, Baylor, Brown, Coleman, & Craig, 2010), it is

essential to explore what leadership-related traits, skills, and behavioral patterns may generate and enhance trust in

virtual environment. The above discussion suggests that it is mainly by their behavior or actions that e-leaders

motivate team members to create trust. It seems that leaders that diminish uncertainty, enhance coherence, set

expectations that commitments will be fulfilled, promote joint efforts, create positive climate and dynamics to meet

joint challenges, establish standard procedures, enable creation of shared understanding for effective decision

making, enhance knowledge management, increase team motivation, and above all, communicate effectively by

applying information and communication technology matching the right tasks with right electronic communication

channel. Such behavioral patterns are known to enhance trust as well as also decrease process losses (Raisinghani,

Arora, Baylor, Brown, Coleman, & Craig, 2010)

Proposition 1. E-leaders that with their behavior and actions promote trust through setting mutual expectations,

through enhancing coherence, and through inspiring and motivating team members, may improve team success and

organizational value creation.

4.2. Communication

Even if the empirical literature on leadership in virtual communication setting is still young (Purvanova & Bono,

2009), great interest in exploring the effects of communication on virtual teams and e-leadership is prevalent. Seen

from a wider perspective, there is a huge generic literature on how the communication process could be made more

efficient and effective (Berry, 2011). Hallmarks of an effective communication include the quantity, frequency, and

accuracy of information exchange (Gallenkamp, Korsgaard, Assmann, Welpe, & Picot, 2011). Communication may

be understood as the process of transferring information, meaning, and understanding between two or more parties,

and communication is claimed to be fundamental to getting any organizing or work done, as it provides the basic

building blocks for people to collaborate, make decisions, and act to achieve organizational objectives (Berry,

2011). Communication in virtual teams differ from face-to-face communication, because in virtual teams

communication is typically based on computer-mediated asynchronous information and knowledge diffusion which

allows multiple themes of conversation to occur simultaneously from multiple contributors. In contrast, synchronous

face-to-face communication is based on turn-taking where one team member talks at a time (Berry, 2011).

Research suggests that that face-to-face communication is superior to computer mediated communication for

several reasons. First, Face-to-face communication is richer in nonverbal (i.e., visual) and paraverbal (i.e., auditory)

cues. Second, face-to-face communication minimizes information loss due to the simultaneous usage of multiple

communication channels. Third, face-to-face communication maximizes feelings of social presence and

conversational involvement. Fourth, face-to-face communication transmits information about social standing and

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social context; and finally, face-to-face communication is less physically and cognitively taxing than other

communication media. (Purvanova & Bono, 2009). Additionally, communication in virtual setting may lose social

or contextual information, such as member´s social status or level of expertise due to the anonymity because

communication occurs via electronic channels without physical contact and because there may be great dispersion

and long distances between the team members (Kayworth & Leidner, 2002). Moreover, it is claimed that communi-

cation across cultures presents e-leaders with special challenges as effective communication across cultures requires

sensitivity, trust-building capacity, and ability to create and maintain good relationships (Uber Crosse, 2002).

The above discussion indicates that virtual team members and, specifically, e-leaders face fundamentals

challenges because of their reliance on communication and information technology. Coordinating technologically

mediated communication within teams may generate problems related to misunderstandings, information diffusion,

and knowledge management. As physical contact is lacking in virtual communication setting, e-leaders have to

develop new communication skills for creating socializing activities and feeling of togetherness which promote

inclusion of all team members. Hence, one of the key leadership challenges is to ensure that in and out-groups,

which may be produced by certain employees’ proximity to e-leaders, will not be formed (Cascio & Shurygailo,

2003). The main challenge for e-leaders seems to reside in their ability to inspire and motivate team members to

mutual, active and continuous communication, which is known to increase cohesion and motivation, enhance trust,

and finally lead to successful team performance.

Proposition 2. E-leaders that adapt their behavior and communication to the requirements of virtual team setting by

motivating and inspiring globally dispersed team members to active, mutual and continuous communication through

socializing activities, which are known to enhance team cohesion and feelings of togetherness, may improve team

success and organizational value creation.

4.3. Distance and Time

Distance is typically considered to be one of the key challenges e-leaders face while managing dispersed

employees. Distance in working relationships can be physical when produced by geography, time zone or

organizational size; operational when related to team size as well as to opportunities for communication and face-to-

face meetings or cultural, based on different values, prior familiarity, and status (Chris, 2010). Geographic distance

and lack of overlapping work hours may impose coordination burdens on team members (Cummings, 2011) and

specifically on e-leaders. Geographic dispersion of virtual team members which reduces the level of social support,

prevalent in traditional face-to-face teams, challenges e-leaders to respond quickly to team requests, if they want to

increase the feeling of social closeness (Zaccaro & Bader, 2003). As virtual team members communicate without

physical closeness, e-leaders have to compensate the physical contact, inherent to collocated teams, by active and

diversified use of information and communication technology and by supportive and motivating behavior.

Time-related challenges rise partly form the geographical distances meaning that the team members are typically

working in different time zones without overlapping work hours and, consequently, the different time zones hamper

simultaneous work (Cummings, 2011). Hence, e-leaders are faced with severe problems when coordinating tasks

within virtual teams. While project deadlines and time schedules are seen to represent challenge and adversity for

any team, it is claimed that virtual teams are especially susceptible to such stressors due to their reliance on

electronic communication which increases the need to address rapidly the steadily rising issues (Zaccaro & Bader,

2003). It is maintained that time is of specific importance for virtual teams because they are typically formed for

short projects with strict schedules and fixed delivery dates.

Proposition 3a. E-leaders that address the physical, operational as well as the cultural distance by reacting and

responding quickly to the specific distance-related needs of the geographically dispersed team members, by

enhancing feelings of closeness, and by actively applying diversified information and communication technologies,

may contribute to successful virtual teams.

Proposition 3b. E-leaders who actively mitigate time-related stress, caused by strict schedules and deadlines

inherent to virtual projects, who address arising issues quickly, and who effectively coordinate team members’ tasks

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over different time zones so that the team members’ expertise, talent and competence will be fully harnessed, may

improve team success and organizational value creation.

4.4. Diversity

Diversity in teams is typically manifested by such factors as national culture, geographic location, different

communication practices and values. Diversity affects members’ behavior and working practices and may, hence,

complicate communication and identification processes and the execution of work (Burnelle, 2012). As the virtual

team members may represent great diversity, e-leaders must design explicit activities to promote team building, and

respond to diversified competing demands, address ambiguity of remote communication, and establish personal

relationships with different team members which, in turn, require implementation of accessible, stable, and user-

friendly technology (Nunamaker, Reinig, & Brigg, 2009). E-leaders may addressed diversity by promoting a sense

of belonging; keeping virtual workers engaged (Leonard, 2011); learning how to handle with people from different

cultures (Uber Crosse, 2002), promoting specific activities to enhance team-building (Nunamaker, Reinig, & Brigg,

2009), and by adapting their language and messages to team members that represent different communication

traditions. Consequently, diversity seems to require specific activities and attentive behavior from e-leaders wanting

to prevent conflicting situations within virtual teams. However, as diversity may also provide diversified viewpoints

and varied working practices to virtual teams; effective e-leaders might be able to turn diversity-related challenges

into opportunists by right leadership actions and behaviors.

Proposition 4. E-leaders who take into account and enact diversity in virtual teams by promoting team-building,

responding to the specific needs of the different team members, by learning how to handle people from different

cultures, and by applying right user-friendly technology to enhance closeness between the diversified team

members, and above all, convert the diversity-related challenges into opportunities, may improve team success and

organizational value creation.

5. Conclusion

The development of modern information and communication technology, and the subsequent organizational and

leadership paradigm shift, has given rise to “wired” (Avolio & Kahai, 2003) virtual working arrangements with

unforeseen opportunities on a macroeconomic, as well as organizational micro-levels. Simultaneously, however,

modern information and communication technologies seem to have generated new leadership challenges, and what

is more, it seems that the new technologies have not been able to resolve certain traditional organizational,

leadership, and work-related problems. As a whole, then, there seems to be relevant challenges related to the

application of technology in virtual settings and, consequently, an urgent need for further research in the field to

explore the challenges leaders face while managing work in an ICT environment.

On the basis of the discussion about the main challenges e-leaders face some propositions are presented. It is

proposed that effective e-leaders may address the challenges and even convert them into opportunities by actively

adapting their behavior to new virtual settings, by adopting new skills, and by choosing the right ICT application for

the right task. However, it is left for future research to show what the overall role of e-leaders in managing teams in

virtual setting is, and what kind of leaders may respond to and convert the challenges into opportunities.

In conclusion, the discussion in this paper indicates that there are important knowledge gaps that wait to be filled

by future research. Accordingly, research is expected to show what kind of leadership will effectively address the

traditional as well as new challenges, and create successful virtual teams.

The theoretical contribution of this paper is to add knowledge on virtual teams and e-leadership through a

discussion of the main challenges of e-leadership in virtual teams, and additionally, to present theoretical

propositions for future research on e-leadership. As for the practical contribution, practitioners may increase their

knowledge about the effects of information and communication technology on team work and help them to manage

leadership challenges in virtual settings.

1260 Snellman Carita Lilian / Procedia - Social and Behavioral Sciences 110 ( 2014 ) 1251 – 1261

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