BUS FPX 4011 Assessment 1 Success Factors in Virtual Collaboration

Student Name

Capella University

BUS-FPX4011 Virtual Team Collaboration

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Date

Human Resource Policies at Johnson & Johnson

Focus on Career Development

Johnson & Johnson emphasizes career development resources for virtual team members, recognizing the challenges of networking in a virtual environment. The organization prioritizes setting aside time for team members to establish and pursue career goals alongside peers and management. This focus is essential for maintaining employee satisfaction and reducing turnover rates. By providing a sense of purpose and opportunities for growth, the company fosters motivation among its employees (Friedrich, 2017, p. 176).

Goal Setting and Tracking

Encouraging team members to set and work on goals is critical for their motivation and engagement. Tracking the results of their efforts helps employees appreciate their contributions, making them feel valued within the team.

Rewards and Recognition

In a virtual setting, acknowledgment of success can be more challenging but is equally important. Johnson & Johnson promotes rewards and recognition for both results and efforts. Celebrating achievements, regardless of whether they lead to immediate results, keeps team members motivated and aligned with the team culture (Friedrich, 2017, p. 179). Recognizing hard work throughout the process is vital, especially in remote environments (Friedrich, 2017, p. 180).

Telecommuting and Support

As telecommuting becomes the norm, Johnson & Johnson fully supports remote work arrangements. The organization provides stipends for necessary equipment, such as furniture and internet, ensuring a smooth transition to virtual environments.

Training and Development

Importance of Technical Training

Effective virtual communication requires specific training, as the dynamics differ significantly from face-to-face interactions. Johnson & Johnson prioritizes technical training to equip team members with the skills needed to communicate effectively in a virtual setting (Friedrich, 2017, p. 30). This training is crucial for maintaining productivity and ensuring a smooth workflow.

Emphasis on Diversity

The organization also focuses on educating team members about diversity and inclusion, promoting a culture where all ideas are valued. This creates an environment conducive to collaboration and innovation.

Ongoing Training Resources

Training isn’t limited to new hires; ongoing training opportunities are available to all team members via an accessible SharePoint site, ensuring everyone can refresh their skills and knowledge.

Standard Organizational Processes

Accountability and Visibility

In a virtual environment, standard organizational processes have evolved. Team members must clearly identify their responsibilities to avoid duplication of efforts and log issues in shared documents for visibility. This approach enhances collaboration and helps ensure nothing is overlooked.

Communication

Communication is vital in a virtual setting. Regular updates and open lines of communication help maintain rapport among team members, fostering trust and collaboration (Pullan, 2016, ch. 3).

Flexibility and Improvement

Processes can be adjusted based on team feedback, encouraging continuous improvement. Cross-collaboration is supported, allowing team members to connect with others across the organization, enhancing community and communication.

Communication and Collaboration Technology

Johnson & Johnson invests in state-of-the-art communication tools to facilitate collaboration both within teams and across functions. Consistent use of the same electronic software allows for seamless communication, minimizing delays and potential issues.

Technology Training

Recognizing that technology is only effective if used correctly, the organization places a strong emphasis on training employees to use these tools efficiently (Pullan, 2016, ch. 4).

Organizational Culture

Building Trust

Trust is fundamental to organizational success. While building trust may take longer in a virtual environment due to limited social interaction, Johnson & Johnson emphasizes the importance of fostering strong relationships among team members (Pullan, 2016, ch. 3). This trust contributes to better teamwork and collaboration.

Celebrating Diversity

The organization views cultural diversity as an asset that fosters creativity and new perspectives, rather than a challenge. Leaders are encouraged to leverage this diversity to enhance team performance (Pullan, 2016, ch. 7).

Leadership in a Virtual Environment

Technology as a Backbone

Leadership in a virtual team is crucial, as the effectiveness of communication relies heavily on technology. Johnson & Johnson invests time and resources into selecting appropriate programs and training employees on their use (Martinelli et al., 2018, ch. 8).

Support for Team Members

Leaders are expected to set high performance expectations and provide the necessary resources and support. By exemplifying the behaviors they expect from their teams, leaders foster an environment of accountability and collaboration (Martinelli et al., 2018, ch. 3).

Competence and Experience

Experienced Leadership

Effective leadership in a virtual environment requires experience. Leaders at Johnson & Johnson have prior experience with virtual teams, enabling them to understand the challenges and support their members effectively. This experience is crucial for building a cohesive and productive team.

Support for New Members

While new team members may lack virtual experience, Johnson & Johnson provides robust support to help them adapt. The organization’s focus on leadership and team member training ensures that everyone is equipped to thrive in a virtual setting.

Conclusion

Johnson & Johnson’s human resource policies are designed to support virtual team members through comprehensive career development, effective training, robust communication processes, and a culture of trust and diversity. By prioritizing these elements, the organization fosters a motivated workforce capable of achieving high levels of collaboration and productivity, regardless of geographical barriers.

References

Afflerbach, T. (2020). Hybrid virtual teams in shared services organizations: Practices to overcome the cooperation problem. Springer.
Friedrich, R. (2017). The virtual team maturity model: Performance improvement of virtual teams. Springer Fachmedien Wiesbaden.
Martinelli, R. J., Waddell, J. M., Rahschulte, T. J., Duarte, D. L., & Snyder, N. T. (2018). Virtual Team Collaboration. Wiley Global Education US.