More specifically, because the potential for miscommunication, misunderstanding, and pejorative or other negative interpretations is so much greater in remote communications especially through email (SHRM, 2010), the implications of failure to establish trust remotely are even greater. As Yoong (2009) points out, that is largely a function of the fact that genuineness in expressions of cultural awareness and sensitivity (as opposed to patronizing or otherwise insincere) expressions is absolutely crucial.
Sincerity and genuineness are much more difficult to communicate effectively in impersonal communications media (SHRM, 2010; Yoong, 2009). Therefore, appropriate expressions and other manifestations of cultural awareness and sensitivity are most appropriately communicated to virtual working groups via two-way video conferencing instead of other less personal methods of communications, notwithstanding the substantive sufficiency or factual accuracy of those expressions in writing, for example (SHRM, 2010;Yoong, 2009).
Research Design
This project relies primarily on a review of secondary research in the form of Internet search engines, subscription-based Internet databases (such as Highbeam and Questia, among others), academic textbooks, and professional journal articles. The search terms used for the secondary research were: "Communications"; "Trust"; "Building Trust"; "Global Virtual Teams"; "Supervision"; "Effective Collaboration"; "Cultural Awareness"; "Cultural Sensitivity"; "Effective Leadership"; "Computer Mediated Work Teams"; "Computer Mediated Groups"; Cross-cultural Communication"; "Interpersonal Communication at Work"; "Building Organizational Trust"; and "Building Organizational Trust."
The time frame of source relevance is largely dictated by two factors: (1) the emergence of computer-mediation applications that make virtual working groups possible; and (2) the emergence of cultural diversity and the recognition of its importance within the local society and the business community. Therefore, the most relevant literature is that which has been published since the turn of the 21st century in both cases; moreover, because computer applications and their capabilities in relation to business communications functions have advanced so rapidly, literature published in the last five years is likely much more useful than literature published prior to 2005.
Ideally, this project should also include primary research in the form of surveys distributed to employees. More particularly, those surveys should focus on the degree of trust acknowledged by employees; the specific factors considered important both in establishing and in failing to establish trust, as the case may be; similar surveys of individuals in remotely supervised working groups through impersonal communications; and surveys of individuals in remotely supervised working groups through less impersonal communications methods. That primary research should also include concurrent surveys of supervisors to enable a comparison of their impressions and those of their subordinates.
That primary research should include six distinct populations: (1) employees of traditional organizations; (2) employees of global organizations relying on traditional communications methods in remote work group supervision; (3) employees of global organizations incorporating more dynamic modern communications methods in remote work group supervision; (4) supervisors working in traditional organizations; (5) supervisors working in global organizations relying on traditional communications methods in remote work group supervision; and (6) supervisors working in global organizations incorporating more dynamic modern communications methods in remote work group supervision.
It is anticipated that those surveys will only be useful if they are completely anonymous. Assuming...
Trust Explain how you develop and maintain trust at work and why confidentiality is so important in building and maintaining trust at work. Trust is critical to the functioning of any team or organization. Individual employees need to be able to trust their role in the organization so that ideas, concerns, and opinions are shared freely. Likewise, supervisors need to trust their employees will share their opinions that pertain to increasing productivity.
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