Comparing and contrasting a virtual organization versus a traditional organization can include many different aspects. The needs and goals can be closely related, but their intended way of reaching them can be completely opposite. The skills of each group will vary in many different levels, while they will still share the same basic competencies. Each group will also learn how to function and operate on different terms. Their culture will also share the mentality of collectively working together to complete organizational goals, but vary in the aspect of mindset. Overall, each group will have challenges on many different levels. Each will have its advantages to overcoming those challenges, while still having disadvantages in meeting the common
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The basic skills across everyone should include organizational skills, and ability to multi-task. This skill is more important in a virtual setting because “your ability to manage information overload from multiple communication tools will be critical” (Jones et al. 2005). While there are other skills that will be comparable as well in both types of organizations, the main skill that stands out in a virtual organization would be the ability to work in an undefined environment. This also entails discipline as well. A great balance of work and personal life needs to be stressed more in a virtual organization than it does in a traditional setting. “Changes in employee values and attitudes toward work--Quality of life is a major factor particularly in attracting and retaining quality employees. Employers are realizing that a balance of work and personal life, family requirements, personal fulfillment and flexibility are important considerations among employees” (Peng, 2001). This skill is less prevalent in a traditional organization because the ease to separate work from personal life is easier. An employee goes to a set location every day and then leaves when finished. This is the opposite for someone in a virtual …show more content…
In a traditional organization, it may only require one single leader to oversee all daily components of the groups. In a virtual setting, “teams have multiple reporting relationships with different parts of the organization at different times” (Kimball, 1997). In both settings, there is a strong need for leadership, but in a virtual setting, the management will play a more definite part. This manager will need to understand the flexibility of the organization, while still overseeing the projects in collaboration to meet necessary goals. They will need to monitor work output, and the amount of time being put into their job. “In an office environment you know can see who is coming in each day, even if you are not tracking attendance. In a completely virtual environment, it can be difficult to understand exactly what is going on, how long each person worked, and what they are working on. There is a minority of people who are self-motivated enough that they do not need any tracking of attendance or hours. However there is also a large majority who need some level of discipline when working at home” (Rawson, N.D). The manager of a virtual organization will also have to constantly stay up to date with new technology. In up keeping their skills, they can constantly evaluate what resources will work best for their virtual team. In a traditional setting, it is more likely that technology will not be updated as quickly
The basic skills across everyone should include organizational skills, and ability to multi-task. This skill is more important in a virtual setting because “your ability to manage information overload from multiple communication tools will be critical” (Jones et al. 2005). While there are other skills that will be comparable as well in both types of organizations, the main skill that stands out in a virtual organization would be the ability to work in an undefined environment. This also entails discipline as well. A great balance of work and personal life needs to be stressed more in a virtual organization than it does in a traditional setting. “Changes in employee values and attitudes toward work--Quality of life is a major factor particularly in attracting and retaining quality employees. Employers are realizing that a balance of work and personal life, family requirements, personal fulfillment and flexibility are important considerations among employees” (Peng, 2001). This skill is less prevalent in a traditional organization because the ease to separate work from personal life is easier. An employee goes to a set location every day and then leaves when finished. This is the opposite for someone in a virtual …show more content…
In a traditional organization, it may only require one single leader to oversee all daily components of the groups. In a virtual setting, “teams have multiple reporting relationships with different parts of the organization at different times” (Kimball, 1997). In both settings, there is a strong need for leadership, but in a virtual setting, the management will play a more definite part. This manager will need to understand the flexibility of the organization, while still overseeing the projects in collaboration to meet necessary goals. They will need to monitor work output, and the amount of time being put into their job. “In an office environment you know can see who is coming in each day, even if you are not tracking attendance. In a completely virtual environment, it can be difficult to understand exactly what is going on, how long each person worked, and what they are working on. There is a minority of people who are self-motivated enough that they do not need any tracking of attendance or hours. However there is also a large majority who need some level of discipline when working at home” (Rawson, N.D). The manager of a virtual organization will also have to constantly stay up to date with new technology. In up keeping their skills, they can constantly evaluate what resources will work best for their virtual team. In a traditional setting, it is more likely that technology will not be updated as quickly