First Introduction
If we look at the literature on virtual organizations, we see that the focus is primarily the organization, virtual organization as a network, the reference to the changing nature of organizational boundaries on. network technologies facilitate the processes of inclusion and exclusion of people and resources. Thus, the types of virtual organization is often the description of specific patterns of network relationships. The question may be askedIf the metaphor of the network is only sufficient to describe a virtual organization, virtual organizations resemble too because the idea of a network organization. One reason reflects the idea that electronic networks and network organizations are essentially the same, or a virtual organization that reflects the electronic network, which is seen as the basis for the development of a virtual organization. Other types are based on a combination of achieving success factor. In all theseType a deterministic relationship between the structure, environment, performance is proposed. ... East virtual organization and some of the obstacles and how to fix it. However, it is doubtful whether this is a promising prospect. Similar to Virtual Business Virtual Corporation, a virtual company can operate without a physical identity (business online, such as Amazon.com).
Second concept of virtual organization
Looking at the literature on virtual organizations, astumbles into a variety of definitions, a variety that does not stimulate systematic research in this new organizational phenomenon. In the literature, virtual organizations described by the following characteristics:
- The virtual organization as a network organization. In this approach, the focus is on cooperation between temporary position independent and separate organizations, based on the concept of interdependence. Information andCommunication technology (ICT) supports cooperation between these organizations, facilitating the exchange, distribution and exchange of information, knowledge, expertise and other scarce resources and vital.
- The organization of virtual reality and fiction. Virtuality points as the concept seems to be something when in reality it is not. " The virtual organization is a situation where people or institutions that are not part of an organization affiliatedit is as if they were. In this approach, the focus is on the contrast between the people and resources that in some situations Obviously, part of organization, while in others they are not.
- The organization as a virtual organization in cyberspace. Cyberspace refers in particular to real and represented space in which individuals take into electronically mediated and simulated space. The focus is on creating a "space", which iscreated by the combination of computers and computer networks. The creation of this space facilitates the exchange of information and knowledge, and electronic communications. The result of connection in the creation of a space time streams in organizations described as a virtual flows, the organization of time-sharing social practices, which flows through the work (information, capital, are compressed images, sounds, symbols and interactions) betweenOrganizations and individuals.
- The virtual organization as the organization of memory. Central to the concept of dynamic allocation of capacity for processing information in a network of interconnected computers and computer networks. Time-sharing made possible by the connection of computers and networks, allows for parallel deployment and use of information and knowledge within a network. The interconnection of information processing capabilities enables organizations to develop a shared memorytranscend organizational boundaries.
3.New trend (challenges), virtual organizations, businesses
Undoubtedly, the main advantage of a virtual organization that combine highly qualified, without imposing restrictions. other reasons to consider an organization in consideration, with the virtual rather than the traditional skills are the ability to use throughout the organization, providing clients with the best and brightest "balance work / home relationship, the organization Save itOverheads
Virtual teams and virtual organizations face many of the same opportunities and challenges clear. However, a virtual organization a higher risk of failure, with more risks as well. The high degree of interdependence of virtual teams to a higher level of performance required. A virtual organization, but is interdependent a bit 'more diluted in the end, as there are different teams to work on various projects, and also requireswork more, all teams feel more connected.
It requires a new management approach and an incredible awareness of the problems and challenges that may lead to their disappearance. In a recent focus group of twenty members of a single virtual organization represented, but is located at several points, the following challenges have been recorded, communication, leadership, management, transfer of knowledge, processes and infrastructure. As you can imagine, you must develop good communicationexcellent communication and become a core competency. For this particular organization is actually a communication manager, communication has several vehicles, including: an intranet with the ability to share files, face-to-face group, Team Leadership develops and meetings. Besides all the programs and resources made available to staff virtual organization "go the extra mile" to keep others informed. It is a cultural change for many critics andpersonal and professional development in a virtual organization. Organization and staff must be active and constant communication. This leads to the second focus group challenge - infrastructure. The problems within the infrastructure include: Lack of proper backup tools and time-wasting administrative (non-site IT support), knowledge sharing (loss of "cooling" effect of water) and Need for business connectivity .
As you can see there are overlaps in the two areas, in particular wastedadministrative delays and connectivity business. bottom line is that a virtual organization, investing in technology and training needs. It must take its workforce with the right tools and support to promote success. In this particular company a Virtual Help Desk is available to concentrate all the members of this group. Sun turned my attention to what I think the most important element of the success of a virtual organization - communication active and ongoing. It will be interesting to seedevelopment of virtual organization can be a wonderful alternative to the traditional organization with many benefits to its employees, if management recognizes the challenges,
4.Virtual factor of organizational success
4.1 Structure, environment and performance
Structure affects the performance of organizations and structural dimensions relevant to the performance of virtual organizations. It has long been argued that the dynamics of externalEnvironment Organization, that unpredictability of customer demand, availability of resources and other factors to be attracted to successful organizations in the direction of less mechanistic and more flexible or organic structures. Successful companies appear to structures that may be less formal, more decentralization to, and coordination of different units, so the drive towards greater organist. But are the structural characteristics of a critical determinant of organizational structurePerformance. The turbulence of the external environment has been shown to chose the organizational structure of the companies strategy to manage the dynamics of market power. Notwithstanding the mitigating influence on strategic decisions, the literature has suggested that the successful organizations performance (and big) in dynamic or turbulent environments tend to have some small structural properties. These properties are measured by size designas centralization, formalization and complexity. The relationship between structure and strategy was also shown, in which organizations significant dynamic environments. This ratio is defined as "fit" between the structural system and the strategy adopted by the organization. In short, organizations that use an organic and flexible, it is more likely to support changes in the strategic decisions in dynamic environments. Therefore, the adoption of strategicTransformations such as turnaround and reinvention resulting in rapid adaptation to a changing environment. For the virtual organization, these results are important landmarks. Faced highly dynamic and turbulent environments, they must be a design that is "fit" the requirements of such an environment, their strategic behavior can impose structure. Therefore, a design that offers flexibility and organist with the strategic and related to the success andPerformance. There is a new enterprise organizations that have signed new business in emerging areas (such as virtual organizations) a strong correlation between the degree of their performance and their level of organization.
4.2 Virtual teams
The team is usually as "a small number of people with complementary skills, which defines a common purpose, performance goals are required and the notion that you take each other to account." The creation of groupsis, the teams, "a normal part of human social behavior is." Their importance for the organization is that the team can the organization "more flexible, quality and competitive. Accordingly," to recognize the organizations, the impact on the productivity of teams that knowledge to their advantage. "The virtual team (VT) is one of the forms that are characteristic for virtual organizations. You can often feel that virtual teams, the basic unit of virtual representation ofOrganization. There are various definitions of virtual teams. What most of these definitions have in common is that they are members of the team noted that, in addition to representatives of the teams separated (spatially and / or time) and who interact mainly via e-mail. Thus, defined as the virtual team "Team (s) of people who primarily handled electronically and who can meet face to face occasionally" or "a self-managed with powers shared knowledgethe forms to reject a specific organizational goals "and address", a group of people interacting interdependent tasks guided through by common purpose "that" works across space, time and organizational boundaries with links strengthened by webs of communication technologies " .
It 'right in this definition is that there are four essential elements of the basic model of VT, to maintain something like a network, something as straightforward as a virtual link between the people of distributed teamsPurpose of the times. "The purpose, importance in any organization, a central factor in virtual organizations and teams, as is the" glue "that holds them together. In fact, requires the establishment of individual business objectives of cooperation and concrete results. People are heart of the virtual team. One of the most stress is its high degree of independence or autonomy, while the need for mutual dependence and cooperation is alsorecognized.
Relationship between team members is essential and must be able to be produced both by face-to-face interactions and through ICT (information and communication technologies). Calendar includes dates for the team-specific, task-completion milestones and events planned, as well as holidays and other important dates, times organizational impact.
You must define three components of virtual teams, geography positions of team members: Virtual TeamMembers may be located in different parts of the city or in different parts of the world. As the distance increases and more time zones are crossed, the window shrinks in synchrony of the workday. It may be, are team members from different organizations, parts of the organization: Team members from different organizations or different parts of the same organizations. Finally, different terms or length of time that members work together as a team: According to their task, a virtualTeam may join a project for a couple of days, months or years it takes. There are several variations of virtual teams.
Some authors (see Snow et al. In, 1999, p. 18) speaks, the so-called "distributed teams, and some variants of the so-called" cross-organizational teams. "Distributed work groups (teams), the members of the same organization, working in different places, both against each other, or separately. The basic versions of the task forces and distributed teamsProject Teams (temporary as teams). These teams are specially designed to solve a specific problem or perform a specific task formed. If the problem is solved or the task is completed, it vanishes, the virtual teams (team members and to return to their normal duties). The basic versions of the so-called "cross-organizational teams" are "co-location of cross-organizational teams" are "distributed inter-organizational teams." "The team collocation cross-organization composed of people from differentOrganizations together in one place. On the other hand, the so-called "distributed cross-organizational teams to work with people from different organizations working in different places.
4.3 Training Consultant
training consultant to interact with end users to understand their training needs and to formulate in a way that can build a personalized training schedule. And as training / e-learning providers such as integrators, building customizedtraining packages and coordination of their delivery to the final consumer content companies, the resources can be modular training packages. The operator of e-learning operator offers additional services as a portal specialized payment services of banks, etc., support services and basic trust, security and contract management in the operation of the VO.
4.4 Attributes
Difference is in the business network and the virtual. Usis a major user of information technology and telecommunications, which are portable, instantaneous communication services from anywhere, at any time and the opportunity for unlimited access to databases with information on products and services. The differences between business-to-business (B2B) and business-to-Customer (B2C) for the instantaneous transmission of information possible, regardless of location and time of day, and the ability to manipulate an unlimited number of data virtual memory. Obviously thereare far-reaching consequences for the organization and management of the marketing function, and issues such as business model, the role of branding, and the cost per transaction.
Networks allow immediate orders and information in so-called: the world '24 7. Networking also facilitates cooperation between suppliers and customers. These trends requires changes in communication processes, control and flow of goods within the virtual organization and thereby influenceComposition of their value chain. Another attribute of virtual organizations in the network beyond the enterprise to form inter-organizational processes, combined with problems with the technology standards, the associated connectivity, and cultural differences. This phenomenon of "Extended Enterprise" provides a series of structural challenges (Eliezer Geisler, 2001)
Fifth organization successful creation of virtual crossings
(1) The virtual organization is createdpeople with a common idea, that are connected with a certain amount of information and communication technologies. During the first contacts that are the result of 'common idea, the need occurs to create a team identity. The team name is the symbol of their identity.
(2) After the establishment of the identity of the VO there follow the activities whose purpose is intended to demonstrate the existence of the team. The team's mission must be formulatedover time, ie, must be comprehensible and, above all, must be accepted by all members of the VO. After this in mind, call for the activity were performed with accuracy and precision. For some, this means writing the objective in a formal mission statement for some is a list of results is a diagram or other image that the essence of what the team begins around embrace. Each mission statement and its earnings to-go sit in abroader view, explicitly or implicitly. Written down, the vision serves as a preamble to the tasks and objectives.
(3) For many teams, virtual or not, the period between the first acceleration of view, specifying a clear purpose can last as long as the rest of the life of the team. Start-ups can be frustrating confusion long or short. Milestones, an acceleration of rhythm and initial preparation for implementation.
(4) Goals serve as linesGroups of tasks and results. Well-considered goals highlight the main components of team work and take the shape of the seeds sub-teams to work effectively.
(5) The team is the result of goal-oriented people. If the States team with pinpoint certain details, in line with the objective of IT at the same time, identify those to which they are to be transferred. The table with the names of team members is a template file handy virtual organizationThe members (who may also apply to the creation of so-called virtual organization directory is used). The starting list of team members is very dynamic. People who need the team came with the original idea is not regular team members. The key people must be hired, and the team, the places are not filled and that the request to identify the necessary training, experience or representative office. The lists give the names, some necessary information on the team (egthe size of the team).
To contact the people in the virtual world, you must know that their addresses. Contact details are worked of decisive importance for the team and are usually as follows: The location of offices, zip code, telephone numbers (office, home, car, mobile), fax number, e-mail. People who are included in the VO have been carefully selected. You must Posse skills, such as the so-called "virtual behavior," which allows them tostrong "team player" and at the same time creates the necessary flexibility. The members of the VO have acquired the necessary skills to manage information for conducting online meetings and discussions and successfully deal with technological change. More importantly, are team members in a series of behaviors, including the daily "tracking", the formal and informal communication, the ability to cope with an overdose of information, haveetc.
(6) What is extremely important in creating a successful VO is to create the appropriate relations among members. These reports are: Who will contact who and what are the target of their mutual contacts. This is why the teams, in particular the new training is recommended to advance the mutual relations of its members through education, the "relationship maps" that are the goals for VO. The idea thatEach member of the VO should be involved in all team activities is a very serious threat for the team. Therefore, it must be clearly indicated which activities require team members are involved and how.
(7) A very important moment in the creation of the VO is to choose the appropriate medium (the way or means of communication and information). In choosing the appropriate means many things have taken into account: the activities of team members, mediaalready in use, the team member preferences for certain media, the willingness of team members to the media that are not used currently accept, etc. There are three types of media: face to face, synchronous same virtual time () asynchronous, virtual.
The sixth VO and how to solve problems
The fact is that the processes of creation and operation of virtual organizations are not easy. They are accompanied with various problems, from thosecultural differences between team members, their sometimes quite unrealistic expectations of what their team members and others can and can not do the problems associated with the coordination of all members of virtual organization. However, the next could be the most important problems:
(1) The problems of (dis) trust between team members is presumed that the essential problem is the virtual organization, the physicist, but the so-called psychological distance between members. Alland Present Danger in most virtual teams that are members that are used in different places with different cultures and have different levels of technological knowledge, a sort of feeling of fear for the way their information, or if the other team members the contributions of the realization of mutual responsibility, etc., is not credible that prevents the physical distance, always a psychological barrier in the communication teamMembers. It takes time to develop "trust online, although some time is usually on these costs.
(2) The problems of communication within the virtual organization are several problems with the serious problem of communication in the functioning of virtual teams. One problem is the inability to see the whole project. The members of virtual teams know what they do as individuals, but are not always sure if and how the results oftheir job "fit" in total overview of the task team. Consequently, there is sometimes an increase in problems such as the delay of the information to perform specific tasks are required, and hence the delay in completion of the whole work. The specific communication within virtual organization may also some situations where a member of the virtual organization does not fall below the received message is complete. What is needed to resolve or moderate, decreasing theproblems mentioned virtual organization management is very appropriate.
(3) The development of trust. This question must be central to the importance of team manager. It is the fact that with old-fashioned methods of administration for the constant monitoring and control suitable for the virtual situation.
(4) The promotion of direct (face-to-face) contact, if possible. And 'virtual organization managers often suggested to organizeat least a first virtual meeting place for members of the organization so that they learn to know each other personally and develop some personal contacts. Such meetings, if possible, contacts and relationships between members of the virtual more.
(5) To ensure the introduction of team members in the manner and timing of the completion of the task. The basic idea is that the team members to achieve their position in the team. This can be done to showThe complete plan electronically.
(6) To find the model of how to prevent "late". This model can be sent as an obligatory response to the claim or the need to give the necessary information for the period covered (24 hours or 48 hours, etc.), or the obligation to return information to send the per-son in search of answer the question of the right to reach dress and take time to give the answer.
(7) For the recordseach team member. While it may be difficult to take data every day, you should send the information about the lack of Each team member with other members (away from home, the city) in time ..
(8) provides a framework for trust, security and contract management, new economy based on a virtual organization requires an environment where companies can quickly how to share resources and cooperate to achieve common project objectives. The negotiation, monitoring andEnforcement of contracts and agreements, to meet the reliability, accounting, security and other problems such as intellectual property rights will be an important component of this environment. There is also a prerequisite for services to replace the trust inherent in the operations within an organization integrated real-time (trust in colleagues, even if not personally known to the trust Procedures and processes, etc.), and trust between the client and a service provider established by a law clearlyIdentity and brand and reputation.
Seventh Conclusion
We expect that the concept of virtual organization to be large. It offers significant business opportunities for service providers, particularly existing telecommunications networks, data centers and applications hosting. The existence of implementations virtual environment to create opportunities for businesses and other organizations for corporate networks and other communities to form a commercial or publicBasic service. The literature on traditional organizations and businesses set up play the role of key structural dimensions in terms of performance and success of this type. The same conclusions can be made in virtual organizations. These organizations are best served if it provides structure, flexibility and organ-by-Design dimensions of formalization, departmentation, centralization, measured, and the complexity of adopting.
Less virtualOrganizations can learn from. The relationship between environment, strategy and structure is relevant in virtual organizations is traditional organizations. As we accumulate empirical knowledge about this relationship, we can already say that the unique features of virtual organization, this knowledge is of great importance for the structuring and for their success. Any organization meet the challenges of a dynamic high external, mustuse their design dimension to the city with enough agility and organ is available, the drastic strategic decisions can be quickly and effectively to implement. virtual organization is a characteristic form of virtual team organizations.
The virtual organization is a group of people who can communicate electronically in the first place and who meet face to face occasionally. It 's the team that exceeds thanks to its special properties, surfacetemporal and organizational boundaries, and its many advantages, enabling companies to achieve superior results. Creating a virtual organization is a rather complex process which includes several stages: an identity, mission determines project milestones, set goals, the case of members, build relationships, media and select covers. The virtual organization works with various problems that can only be addressed successfully with a reasonable approach for monitoringvirtual organization management.
0 ความคิดเห็น:
แสดงความคิดเห็น