Discussion: View Thread

Colleagues:

I'm researching virtual organizational relationships - focusing on the
subordinate/supervisor dyad. I'm defining this as a relationship that
defies the traditional spatial and temporal work boundaries. Does anyone
have thoughts/advice as to what components to consider in tapping the
"virtual" work relationship. I'm currently exploring spatial aspects,
dealing with where employee and supervisor geographically work in relation
to one another, and temporal aspects such as temp or contract workers versus
long term employees. I'm considering communication medium as a third
dimension (i.e., face to face versus electronic). I appreciate any
feedback.

Kimberly Merriman
Temple University
kkmconsult@hotmail.com
______________________________________________________
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Kimberly:

The Applied Knowledge Group is dedicated to dealing with virtual teams and
relationships. Try their website: www.akgroup.com.

Good luck,

Ted

**********************
Ted Rosen, Ph.D.
301/493-9570
THRosen@aol.com
http://throsen.homestead.com/throsen.html

Kimberly,

I have just submitted a research proposal at my own organization
to do research on the critical success factors for managing projects
in a virtual environment. The Center For Creative Leadership
in North Carolina has expressed interest in collaborating with
us on this. We will be looking at government (DoD) program managers
and their civilian contractor counterparts who are managing in
a virtual organization. Perhaps we could share our respective
results and thereby enrich both of our research efforts. I am
targeting a time frame of one year for our research effort, to
begin in April.

Jim Dobbins

--- Original Message ---
Kimberly Merriman <kkmconsult@HOTMAIL.COM> Wrote on
Fri, 17 Mar 2000 05:44:44 PST
------------------
Colleagues:

I'm researching virtual organizational relationships - focusing
on the
subordinate/supervisor dyad. I'm defining this as a relationship
that
defies the traditional spatial and temporal work boundaries.
Does anyone
have thoughts/advice as to what components to consider in tapping
the
"virtual" work relationship. I'm currently exploring spatial
aspects,
dealing with where employee and supervisor geographically work
in relation
to one another, and temporal aspects such as temp or contract
workers versus
long term employees. I'm considering communication medium as
a third
dimension (i.e., face to face versus electronic). I appreciate
any
feedback.

Kimberly Merriman
Temple University
kkmconsult@hotmail.com
______________________________________________________
Get Your Private, Free Email at http://www.hotmail.com


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I do a lot of virtual work and one element I consistently see ignored in the
empirical work I have been reading is the difference between those who are
not experienced virtual workers attempting to engage in virtual work and
those who are experienced. Also, between those who have had face-to-face
(f2f) relationships and are shifting more to virtual vs those who have no
prior f2f experience and have to develop all aspects of the relationship
virtually.

I also notice most empirical work is looking at what is "lost" in going
virtual and ignores what is "gained" ... an assumption that the losses
outweigh the gains, perhaps. Also an assumption that the losses had
positive value and ought not to be lost. :) (eg looks on a face can lie).

Just some randome thoughts

Conna
Nova Southeastern Univ. DBA candidate

----- Original Message -----
From: "Kimberly Merriman" <kkmconsult@HOTMAIL.COM>
To: <MG-ED-DV@MAELSTROM.STJOHNS.EDU>
Sent: Friday, March 17, 2000 5:44 AM
Subject: Virtual Organizations


> Colleagues:
>
> I'm researching virtual organizational relationships - focusing on the
> subordinate/supervisor dyad. I'm defining this as a relationship that
> defies the traditional spatial and temporal work boundaries. Does anyone
> have thoughts/advice as to what components to consider in tapping the
> "virtual" work relationship. I'm currently exploring spatial aspects,
> dealing with where employee and supervisor geographically work in relation
> to one another, and temporal aspects such as temp or contract workers
versus
> long term employees. I'm considering communication medium as a third
> dimension (i.e., face to face versus electronic). I appreciate any
> feedback.
>
> Kimberly Merriman
> Temple University
> kkmconsult@hotmail.com
> ______________________________________________________
> Get Your Private, Free Email at http://www.hotmail.com
>

On Sat, 18 Mar 2000, Conna Condon wrote:

> I also notice most empirical work is looking at what is "lost" in going
> virtual and ignores what is "gained" ... an assumption that the losses
> outweigh the gains, perhaps. Also an assumption that the losses had
> positive value and ought not to be lost. :) (eg looks on a face can lie).

I think that it is important to pay attention to all information, but this
is a difficult thing to do. There is a lot of communication that is not
clearly understood.

While it does not address virtual vs f2f, I have used the elements in a
book called "The gentle art of verbal self defense" when I am looking at
interactions in a variety of modes.

Success With the Gentle Art of Verbal Self-Defense
Suzette Haden Elgin; Prentice Hall Trade; 1989
ISBN 0136885810

I have not read her latest book but will be.

How to Disagree Without Being Disagreeable: Getting Your Point
Across With the Gentle Art of Verbal Self-Defense
Suzette Haden Elgin; John Wiley & Sons; 1997
ISBN 0471157015

best regards

alice

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