How do virtual teams differ from face to face teams? How do the leadership needs of virtual terms differ from face to face teams? How does gender bias affect either face to face or virtual teams led by women

Leadership for healthcare leaders

How do virtual teams differ from face to face teams?

Virtual teams are fundamentally different from face-to-face teams because of proximity and use of communication technologies to mediate interactions. In fact, a virtual team comprises of individuals who work together to pursue a shared goal but are separated by physical distance, while a face-to-face team comprises of individuals who work in physical proximity. This allows virtual teams to collect talent from across time zones, cultures and geographies as their interactions are mediated by information and communication technology tools, while face-to-face teams are restricted to collecting members from within geographical boundaries (Dyer, G. & Dyer, J., 2020).  Leadership for Healthcare Leaders Essay Paper

How do the leadership needs of virtual teams differ from face to face teams?

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The leadership needs of virtual teams differ from those of face-to-face teams. In the virtual team setting, the leader cannot physically control the daily activities or monitor each team member as they engage in the activities. This creates a need for the leader to delegate more responsibilities to the members than is seen in face-to-face teams. In fact, the leadership style adopted on virtual teams shifts away from control and command towards coaching and democracy. In addition, virtual teams tend towards flatter organization structures that have dim hierarchies and lines of authority as this encourages creativity, delivers results faster and allows the team to better survive within a hypercompetitive environment (Dyer, G. & Dyer, J., 2020).

How does gender bias affect either face to face or virtual teams led by women?                      Gender bias can have an effect on teams led by women. Women leaders are affected by what is expected of them as women and what is expected of them as leaders (double-bind bias). To be more precise, they are affected by descriptive and prescriptive bias. Descriptive bias presents as the labels attached to female gender while prescriptive bias presents are expected behaviors. The prescriptive and descriptive bias creates certain expectations so that women leaders who do not conform to the expectations would be punished, either overtly and covertly. Women are traditionally expected to be sensitive, emotional, deferential, warm and caring so that when they do not express these traits then they are likely to be considered unfit leaders who do not conform to the prescribed mold. For instance, whereas a man would be considered decisive, gender bias would consider the woman abrupt and brusque. In this respect, gender bias results in unfair expectations of women leaders (Agarwal, 2018).

References

Dyer, G., & Dyer, J. (2020). Beyond team building: how to build high performing teams and the culture to support them. John Wiley & Sons.

Agarwal, P. (2018, October 23). Not very likeable: here is how bias is affecting women leaders. https://www.forbes.com/sites/pragyaagarwaleurope/2018/10/23/not-very-likeable-here-is-how-bias-is-affecting-women-leaders/?sh=1f89bf1a295f .  Leadership for Healthcare Leaders Essay Paper