Content uploaded by Robert Vinaja
Author content
All content in this area was uploaded by Robert Vinaja on Jul 31, 2014
Content may be subject to copyright.
341
MAJOR CHALLENGES IN MULTI-CULTURAL VIRTUAL TEAMS
Robert Vinaja
University of Texas-Pan American
1201 W. University Dr., Edinburg, TX 78541
(956) 381-3314
Abstract: Some of the problems that multi-cultural virtual teams experience include: time delays in replies, lack of synergy
among cross-cultural team members, communications breakdowns, unresolved conflicts among members, limited hours allowed
to be worked and different holidays. This paper reviews major challenges faced by multi-cultural virtual teams and describes
some managerial implications. Although many previous studies have focused in various factors such as telecommuting issues,
there are few studies that investigate the issues in multi-cultural virtual teams. The main objective of this research-in-progress
paper is to empirically investigate multi-cultural challenges in virtual teams and outline the proposed research.
INTRODUCTION
Previous studies have investigated issues in virtual teams (Yoong 2001, Suchan et. al. 2001). A multi-cultural team is a team whose
members have different cultural backgrounds, for instance because they are from different countries. In a global marketplace, more
and more companies need international presence; therefore the need for creating virtual teams exists. By dynamically allocating
people to projects based on expertise rather than location, organizations can more easily assign the most qualified people to
appropriate projects without concern for the expense and wasted productivity caused by extensive travel or frequent relocation
(Goldman 2000).
Multi-cultural virtual teams are important in these days due to the increasing globalization of organizations and the
proliferation of new network technologies (LAN, WAN, Internet, extranets). Some of the problems that multi-cultural virtual teams
experience include the following: time delays in replies, lack of synergy among cross-cultural team members, communications
breakdowns due to cultural variances, unresolved conflicts among culturally different members, limited hours allowed to be worked
and different holidays. This paper reviews major challenges faced by multi-cultural virtual teams and describes some managerial
implications.
MAJOR CHALLENGES
Multi-cultural issues in virtual teams are not always visible but definitely do exist. Several studies suggest that global virtual teams
face significant challenges in four major areas: communication, culture, technology, and project management (Kayworth, Timothy and
Leidner 2000). Current research suggests that virtual team failure is directly related to the difficulties of building trust, positive
relationships across the three boundaries of geographical distance, time zones, and cultural differences (Kimble et.al. 2001).
Time difference is another problem for virtual corporations. Time becomes a problem when people who are not in the same
place and need some of their activities to be synchronized. When working with different time zones, individuals can be a day behind
of getting something done. Time zones need to be kept in mind when trying to stay connected with someone from another country.
The time difference becomes a greater concern as the distance between the virtual teams grows. All over the world we have
different time zones and it may be difficult to get everybody on the right team. It may be midnight in one part of the world and it may
be the rush hour in another business. This is a problem because everybody needs to be on the same page and doing the same thing.
One would not want to schedule a meeting with a virtual team with one team meeting during regular business hours and the other team
meeting at 2 a.m. Anytime that a communication for instance needs to be immediately connected to Japan from the United States,
users will have a hard time to obtain communication because it will be a different time in Japan and people will probably be asleep
and not receive the intended communication in time. The time difference makes it hard on virtual teams but is still an obstacle that
can be overcome.
Another major barrier could be the available technology. The current state of technology is such that virtual teams can
technically function well in large parts of the world. However, some employees living in different regions may not have access to new
communications infrastructures like ISDN, especially in rural areas, and employees in other countries may be subject to later release
dates for software. Some other problems include incompatible networks, slow computers, and traffic on the network. Video
conferencing solutions are either: expensive and good quality only in a LAN but not in WAN or cheap and unacceptably but low in
342
quality. Broadband services may not be available everywhere and installing dedicated lines could increase the cost to the organization
and therefore offsetting any cost savings from telecommuting or reduced travel.
One obvious problem that can arise is a language barrier. All over the world people have different languages. One of the
main problems in virtual teams is the difference in languages that are spoken. When the team members speak different languages they
have trouble communicating. Many things could go wrong if clear communication is not initiated then many problems could occur in
such things such as orders, measurements, and prices. The language problem can be somewhat difficult to overcome if a common
language is not agreed upon. The major languages used in businesses today are English, Spanish, Japanese and Chinese. If a common
language can be agreed upon in advance, this problem can be alleviated. The language barrier is a small problem but will be overcome
if management selects their virtual team members with great care.
Communications needs to be carefully managed to take into account the cultural differences among team members.
Communication is not necessarily the same when you match virtual teams in a multi-cultural environment. A major problem deals
with the geographically dispersed virtual team members and how precisely they address questions or pass on information to their
colleagues. Because many of these members reside in different time zone areas, it is a “rule of thumb” to be precise in what each
member wants to know and how well they ask a question. If team members phrase their questions carefully the first time, they will
get their point across successfully without having to deal with sending changes and making up for the time lost (Alexander 2000).
Writing clearly and not using acronyms is another way to deal with this issue.
Advances in technologies have increased each person’s ability and likelihood of interacting with people of cultural
backgrounds quite different from their own. According to Visions Inc, “Multiculturalism is a process of change by which we learn to
recognize, understand and appreciate cultural identities, as well as the similarities and differences of people from other cultural
groups.”
There are a few issues that can arise from workers from different cultures. Maybe some workers will want to be aggressive about their
work and others would not want to be like this because they do not believe in being that way. People from different cultures may tend
to misunderstand each other’s behaviors or stereotype people from other countries and hence come to distrust one another (Dash
2001, Alexander 2000, Cascio 2000).
One cultural issue is the importance of social status within cultures. Americans have a “need for speed” and like the
efficiency of targeted, sparse prose that is used when communicating by e-mail. They also like fast responses. In other cultures, such
as the Japanese, this form of communication collides with their work ethic. The Japanese are correct and proper, expecting to
carefully craft their responses, and the idea of a written message devoid of nonverbal, social and grammar is an incomplete message
(Lipnack and Stamps 1997, Khaitan 1999). Virtual teams must recognize discrepancies between cultures in order to work efficiently
and effectively. Working in a cross-cultural virtual team can create awareness concerning the principal cultural differences that affect
communication and working situations, and it can provide techniques for lessening culturally-based problems. Eventually with the
growing use of the Internet to conduct business to business transactions it is essential for cultures to learn to adapt and understand
cultural issues.
MANAGERIAL ISSUES
Managing the virtual team is a task in itself. Team leaders and supervisors must be aware of particular issues in order to
avoid any potential problems (Cascio 2000). In building the virtual corporations the managers must be able to understand the diversity
in international cultures so that understanding the trait is a success (O’Hara 2001). If there is trust on a team, communication becomes
simpler (Lipnack and Stamps, 1997, Jarvenpaa 1998, Dash 2001, Alexander 2000).
Managers must ensure that all parties in the virtual team can participate and benefit from the interaction. Some individuals
need guidance and direction while others are more independent. For example Japan is one country who believes in working in teams
and don’t seem to mind being directed and pushed. However in the U.S. it is the norm to go the extra mile alone and not need or
expect a lot of direction and monitoring. This is important to remember when managing virtual teams (Atkins and Cogburn 2001,
Kumar and Van Fenam 2001)
Lipnack and Stamps (1997) state that managing a successful virtual company requires 90% people and 10% technology. A
virtual manager is faced with far more challenges of keeping members connected and communicating effectively across the network.
Policies and procedures are also established and necessary for members to follow and respect. Management reluctance can also be a
problem for virtual corporations. Not everyone embraces the virtual teamwork model around the world. Some developing country’s
managers may like a traditional office instead of a virtual corporation.
SAMPLE CASES
Examples for the possible constraints that firms face due to virtual teams are as follows. A firm named BakBone Software located in
San Diego faces some problems. The firm’s U.S. and Israeli members are in a virtual team that faces both a seven-hour time
difference and cultural issues. Israeli team members do not work Fridays due to religion, thereby putting them out of synch with U.S.
343
team workers. The company tries to overcome obstacles via e-mail, a shared Web server, conference calls, and soon will incorporate
videoconferencing to their communications tools. Such efforts can bridge cultural differences.
A good example of a communication issue in a virtual team is that of gathering people from different countries who speak a
different language. For example, BakBone Software, located in San Diego, has implemented people from Japan in their virtual team.
The only problem is that the Japanese, who speak flawless English, think that their English is not understandable and will rather be
more quiet and agree to many things without stating their own opinion about a company issue (Alexander 2000).
Microsoft uses virtual teams to support major global corporate customer sales and post sales services as do other
organizations servicing global clients with interdependent customer needs crossing country boundaries. Companies such as Ford are
using virtual global teams for designing the latest car models. In other cases, companies are operating on a 24-hour day in which the
design of computer chips is communicated at the end of the work day to another part of the world where the work continues
uninterrupted.
RESEARCH METHODOLOGY AND CURRENT STATUS OF THE PROJECT
Many studies have focused in telecommuting factors. There are few studies that investigate the issues in multi-cultural teams. The
main objective of this research in progress is to empirically investigate multi-cultural challenges in virtual teams. Cultural differences
play an important role in team communications (Thatcher 2001). Several studies have found that the difference between individualistic
and collectivistic cultural values affects work-group composition, processes, and outcomes (Cox, Lobel, and McLeod, 1991; Earley
and Gibson, 1998; Sosik and Jung, 2002). In addition, differences in national culture have an impact information technology (IT)
implementation and acceptance (Veiga et. al. 2001). The technologies that enable virtual teams might be assimilated in a different way
by individuals from different cultures.
We will use a comprehensive theoretical framework developed by Pare and Dube (2000) which includes the following
factors: the project context (environment and group member characteristics), communication technology (choice and implementation),
team processes, and project success (outcomes and satisfaction). Therefore the prominent research questions of this study are:
1. Is there a difference in the quality of the project outcome and the team members’ satisfaction depending on the cultural distance?
2. What are the major challenges in the team process and its influences in project outcomes and member satisfaction?
The first step of this exploratory research consists as field study/"multiple" case studies. The sample will consist of
supervisors and middle level managers in maquiladoras and managers at their related owner firms. Maquiladoras are manufacturing
and assembly plants located on the Mexican side of the U.S.-Mexico border. The maquiladora program was set up in 1965 in order to
create jobs in Mexico. The Mexican government was interested in establishing maquiladoras because of the high unemployment rate
in the northern Mexico area. The program was designed in order to encourage U.S. firms to open plants in Mexico that use American-
made parts (Feinberg et. al., 2002). The sample will include nationals from at least three countries. The majority of the maquiladoras
are U.S. or Japanese owned. The sample will include supervisors and managers in maquiladoras located in the states of Tamaulipas,
Mexico- Texas and Baja California, Mexico- California. These two borders are located in the boundary between the United States and
Mexico.
Data will be gathered by using a questionnaire and coded semi-structured interviews. The interviews will be transcribed and
we will use coding and content analysis to identify the key challenges faced by multicultural teams. We hope to develop deep insights
of the problems faced by multi-cultural virtual teams from which hypotheses may evolve.
The importance of rigorous research methods in IS has been emphasized in previous studies (Robey and Markus 1998). Ours
in an example of cross-cultural IS research. An important methodological issues is the validation of the survey instrument. (Boudreau,
Gefen, and Straub, 2001). A particular validation issue in cross-cultural research, it is the adaptation of a general mono-cultural
instrument to ensure its validity (Thatcher 2001). The original instruments in the English language and will be translated into Spanish.
In order to prevent any reliability and/or validation problems related to the translation, we will use standard blind translation
procedures (Brislin 1986). The original instrument in English, will be translated into Spanish, and then translate it back into English
by a second independent translator. The first original instrument and the back-translated one should have the same basic meaning.
The second stage of the study is a controlled experiment involving virtual teams. Virtual teams will be composed of graduate
students from the U.S. and Mexico. Half of the groups will be control groups and will be made of students from the same country. The
other teams will be culturally-diverse teams and will be composed of students from both countries. Members will be assigned at
random, and they will communicate using asynchronous (e-mail, and an electronic bulletin board) and synchronous communication
tools (chat, GDSS software).
The most important independent variable is the cultural distance (CD) construct (Shenkar 2001. It is important that ensure
that the constructs are equivalent across cultures (McLeod et.al. 1996, Rojas-Mendez et.al 2001). The dependent variables include
performance and satisfaction. Performance of virtual teams has been commonly studied by assessing outcomes such as decision time,
member satisfaction, participation, consensus, and perceived decision quality (Chidambaram and Jones, 1993; Lurey and Raisinghani,
2001).
We will use the widely used framework developed by Hosted, that has been used in comparable studies. In addition, to
increase validity, we will measure each subject’s cultural-orientation rather than assuming cultural orientation (i.e. individualistic-
collectivistic) on the basis of country of residence. A recent study by Straub et. al. (2002) addresses the absence of theory on the role
344
of culture and explores the theory-based measurement of culture via social identity theory and the methodological and practical
implications of theory-based definition of culture. It is clear that there are many methodological issues in information system cross
cultural research (Karahanna and Evaristo, 2002).
CONCLUSION AND EXPECTED RESULTS
Virtual teams have the advantage of global benefits in this area simply because they have international partners in the area of business.
All partners are, in a sense, experts in their own economy and each one contributes a large part to the virtual corporation, or group of
corporate partners involved (Hofstede, 2001, Dessert, 2001).
Virtual teams bring together different cultures in order to provide their company with a competitive advantage when they
form virtual corporations with other companies to have their product succeed. Multicultural teams may allow a company to think
about going global or even how to differentiate its product to different segments of its domestic population. Multicultural teams can
also help avoid obstacles that may not be obvious to a group from the same background.
Multicultural issues arise with time, politics/governments, language and cultures. Working virtually, and today’s
communications tools, mean that more and more people encounter the difficulties of working across national cultures. Global virtual
teams and distributed groups bring us in close working contact with people from different national cultures that we’ve rarely a chance
to get to know. Virtual corporations must be able to demonstrate ways to deal with the impact of culture on team performance, trust
and dynamics (Hansen 1999). There are still many areas in the incorporation of these virtual teams that need extra attention and
discussion in order to make them successful in the future.
This study is one of the first empirical investigations designed to study the challenges of multi-cultural virtual teams. This
study will provide insights for developing a list of critical success factors in managing multi-cultural virtual teams. This research is a
step in a new direction for the study of virtual teams which include members from multiple cultures, which will result in an improved
knowledge of global virtual teams. This study has implications for the field in two major terms. First, it will provide a deeper
understanding of the managerial issues in multi-cultural virtual teams. This study is particularly important because it will provide
insights for managers faced with the challenge of managing a multi-cultural virtual team. The results of this study should be available
in time for the conference presentation and will be relevant for managers of business organizations who rely on the virtual enterprise
model. It will also benefit IS researchers and practitioner managers alike.
REFERENCES
Andres, Hayward P., "The Impact of Communication Medium on Software Development Performance: A Comparison of Face-to-Face
and Virtual Teams," Proceedings of AIS.
Armstrong, David J., and Paul Cole, "Managing Distances and Differences in Geographically Distributed Work Groups," in S.
Jackson and M. Ruderman, Diversity in Work Teams, American Psychological Association, 1995.
Atkins, Daniel and Derrick Cogburn, Crafting Virtual Collaborations: Cross-National (U.S. and South Africa) Learning Teams.
Alexander, Steve, “Virtual Teams Going Global,” InfoWorld, 22(46): 55-56. 200, Nov 13, 2000.
Cascio, Wayne F., “Managing a virtual workplace,” Academy of Management Executive, 14 (3), Aug. 2000, pp. 81-90.
Chidambaram, L., and Jones, B., "Impact of Communication Medium and Computer Support on Group Perceptions and Performance:
A Comparison of Face-to-Face and Dispersed Meetings," MIS Quarterly (17:4), 1993, pp. 465-516.
Cox, T., Lobel, S., and McLeod, P., "Effects of ethnic group cultural differences on cooperative and competitive behavior on a group
task, " Academy of Management Journal, 34, 827–847, 1991.
Dash, Julekha, "Think of people when planning virtual teams," Computerworld, 35(6): 34, Feb.5 2001.
Davison, Sue Canney, "Leading and facilitating international teams," in Mel Berger, Cross-Cultural Team Building, McGraw-Hill
London, 1996.
Davidow, W.H., and Malone, W. S. (1992). The virtual corporation. New York, NY: Edward Burlingame Books/HarperBusiness,
Harper Collins Publishers.
345
Dessert, Tiffany. “Haute Innovations International Virtual Teams Case Scenario.” SMSU, April 4, 2001.
Earley, P. C., and Gibson, C. B., "Taking stock in our progress on individualism—collectivism: 100 years of solidarity and
community," Journal of Management, 24, 265–304, 1998.
Feinberg, M., Rydl, L. and Vinaja, R., “ISO 9000 Compliance in Maquiladoras, Mexican Interior Firms and Mexican Service Firms:
Some Evidence,” accepted for presentation at the Business Association for Latin American Studies Conference, Tampa, FL, March 20-
23, 2002
Grenier, R., and Metes, G., Going virtual. Upper Saddle River, New Jersey: Prentice Hall, 1995.
Geber, B., "Virtual Teams," Training, April 1995, pp. 36-40.
Goldman, James E., Applied Data Communications. 2nd ed. New York: John Wiley and Sons, Inc.,1998
Handy, C., "Trust and the virtual organization," Harvard Business Review, 73 (3), 40-50, 1995
Hansen, Fay., “Mastering Virtual Teams” Compensation and Benefits Review, 31 (5): 75. 1999 Sep/Oct, p.3.
Hofstede, G., Cultures and organizations: Software of the mind. London: McGraw Hill, 1991.
Hofstede, Gert Jan, "Wired International Teams Experiments," In Strategic Decision Making by Multi-Cultural Virtual Teams.
Khaitan, Aradhana, Virtual Communities. March 25, 1999. University of Michigan.
Kayworth, Timothy and Leidner, Dorthy. “The Global Virtual Manager: A Perspective for Success,” European Management Journal,
18 (2): 183-194. 2000 Aug.
Kimble,Chris, Li,Feng, and Barlow,Alexis, "Effective Virtual Teams through Communities of Practice," Management Science
Research Paper No.2000/09.
Iacono, C.S., and Weisband, S. "Developing trust in virtual teams," Proceedings of the Hawaii International Conference on Systems
Sciences, Hawaii. (CD-ROM), 1997.
Jarvenpaa, S., Knoll, K., and Leidner, D., "Is Anybody Out There?: The Development and Implications of Trust in Global Virtual
Teams," Journal of Management Information Systems, 14, 29-64, 1998.
Jarvenpaa, S., and Leidner, D., "Communication and Trust in Global Virtual Teams," Journal of Computer-Mediated Communication
and Organization Science: A Joint Issue, 3., 1998.
Knoll, K., and Jarvenpaa, S. L., "Learning virtual team collaboration," Hawaii International Conference on System Sciences
Conference Proceedings, Hawaii, 4, 1995, 92-101.
Kumar, Kuldeep and Van Fenam, Paul C. Virtual Teams in Multinational Organizations.
Lau, Francis, Sarker, Suprateek and Sahay, Sundeep, “An Exploratory Study to FacilitateVirtual Team Development.”
Lipnack, J. and J. Stamps. Virtual Teams: Reaching Across Space, Time, and Organizations with Technology, John Wiley and Sons,
Inc., 1997.
Lurey, J. S., and Raisinghani, M. S., "An Empirical Study of Best Practices in Virtual Teams", Information and Management, (38),
2001, pp. 523-544.
McMahan, Kevin L. Effective Communication and Information Sharing in Virtual Teams, August 1998.
Mowshowitz, A. "Virtual organization," Communications of the ACM, 40 (9), 1997, 30-37.
Odenwald, S., "Global Work Teams," Training and Development, February 1996, 54-57.
346
O'Hara-Devereaux, Mary, and Robert Johansen, GlobalWork: Bridging Distance, Culture, and Time, Jossey-Bass, 1994.
Paré, Guy and Dubé, Line, “Virtual Teams: An Exploratory Study of Key Challenges and Strategies", Proceedings of the
International Conference on Information Systems, 2001.
Shenkar, Oded, “Cultural Distance Revisited: Towards a More Rigorous Conceptualization and Measurement of Cultural
Differences,” Journal of International Business Studies, 2001 3rd Quarter, Vol. 32 Issue 3, p519, 17p .
Sosik, John J.; Jung, Dong I, "Work-Group Characteristics and Performance in Collectivistic and Individualistic Cultures," Journal of
Social Psychology, Feb2002, Vol. 142 Issue 1, p5, 19p.
Suchan, Jim; Hayzak, Greg, "The Communication Characteristics of Virtual Teams: A Case Study," IEEE Transactions on
Professional Communication, Sep2001, Vol. 44 Issue 3, p174.
Thatcher, Barry, “Issues of Validity in Intercultural Professional Communication Research,” Journal of Business and Technical
Communication, Oct2001, Vol. 15 Issue 4, p458, 32p.
Townsend. A, DeMarie.A.M. and Hendrickson. A.R., "Virtual teams: Technology and the workplace of the future", Academy of
Management Executive, 12(3), 1998, pp 17-29.
Veiga, John F.; Floyd, Steven; Dechant, Kathleen , “Towards modelling the effects of national culture on IT implementation and
acceptance,” Journal of Information Technology, Sep2001, Vol. 16 Issue 3, p145, 14p
Walther, J. B. "Group and interpersonal effects in international computer-mediated collaboration," Human Communication Research,
23 (3), 1997, 342-369.
Warkentin, M. E., Sayeed, L., and Hightover, R., "Virtual teams verus face-to-face teams: An exploratory study of a Web-based
conference system," Decision Sciences, 28 (4), 1997, 975-996.
Yoong, Pak J.., "Relationship building and the use of ICT in boundary-crossing virtual teams: a facilitator's perspective," Journal of
Information Technology, Dec 2001, Vol. 16 Issue 4, p205.
