Running head: VIRTUAL TEAM REPORT 1 VIRTUAL TEAM REPORT 8Virtual Team ReportStudent’s Name Institution Affiliation Virtual Team ReportIntroduction This is a detailed report on the creation of a professional team to oversee the opening of our third branch in New York. At Signature restaurant, we believe in passion and excellence towards our main goal, customer satisfaction. The team is meant to oversee the establishment of the main divisions of the restaurant: Kitchen, ICT & management and customer service. The kitchen department will be in charge of all food preparation affairs, including but not limited to ordering the required food stuff and other ingredients. The ICT and Management department will be responsible for human resourcing, ICT infrastructure and services and general restaurant management. It will also be expected to keep an ordered track of the restaurant performance in terms of finances, customer base and establish the most favorite dishes and orders by processing the data captured by the service department. The customer service department will be responsible for taking customer orders, serve customers will respective foods , drinks , junks and drinks as orders. The department will also be responsible for taking and implementing customer feedback. The department will be responsible for maintaining the restaurant image to the customers and other guests. This team will be formed from amongst the successful job applicants, consultancies and the senior employees from across our branches. According to Breuer et al (2015), virtual teams are formed by bring together groups of professionals who are not in the same physical location. Their communication and time schedules could be a big challenge to the team leader, and hence, there is need to observe key tips and tricks when forming virtual teams.Team Members As mentioned above, the team will be formed by members from the successful job applicants, consultancies partners, and senior employees. The table below represents this information in a more precise and understandable manner. Table 1 Team Members # Name Source Role Comments 1 Morris Hughes IRS Consultancies Consultancy Services 2 Martin Petersen ICT & Management, Illinois ICT & Management 3 Veronica Donald New Recruit Service 4 Mitchell Mold New Recruit Service 5 Dominic Purcell New Recruit Kitchen & Catering 6 Antonio Benedict Management, Tosho Branch ICT and Management 7 Stella Martins New Recruit Kitchen & Catering Team Selection Procedure and Communication Channels All the team members are already conversant with what happens in our line of restaurants except the new recruits. However, the recruits have been vetted and found to understand what awaits then should they join Tosho Line of Restaurants. Due to the nature of virtual teams.

1. Running head: VIRTUAL TEAM REPORT
1
VIRTUAL TEAM REPORT
8Virtual Team ReportStudent’s Name
Institution Affiliation
Virtual Team ReportIntroduction
This is a detailed report on the creation of a professional team
to oversee the opening of our third branch in New York. At
Signature restaurant, we believe in passion and excellence
towards our main goal, customer satisfaction. The team is meant
to oversee the establishment of the main divisions of the
restaurant: Kitchen, ICT & management and customer service.
The kitchen department will be in charge of all food preparation
affairs, including but not limited to ordering the required food
stuff and other ingredients. The ICT and Management
department will be responsible for human resourcing, ICT
infrastructure and services and general restaurant management.
It will also be expected to keep an ordered track of the
restaurant performance in terms of finances, customer base and
establish the most favorite dishes and orders by processing the
data captured by the service department.
The customer service department will be responsible for taking
customer orders, serve customers will respective foods , drinks ,
junks and drinks as orders. The department will also be
responsible for taking and implementing customer feedback.
The department will be responsible for maintaining the
restaurant image to the customers and other guests. This team
will be formed from amongst the successful job applicants,
consultancies and the senior employees from across our
branches. According to Breuer et al (2015), virtual teams are
formed by bring together groups of professionals who are not in
the same physical location. Their communication and time
schedules could be a big challenge to the team leader, and
hence, there is need to observe key tips and tricks when forming
virtual teams.Team Members

2. As mentioned above, the team will be formed by members from
the successful job applicants, consultancies partners, and senior
employees. The table below represents this information in a
more precise and understandable manner.
Table 1 Team Members
#
Name
Source
Role
Comments
1
Morris Hughes
IRS Consultancies
Consultancy Services
2
Martin Petersen
ICT & Management, Illinois
ICT & Management
3
Veronica Donald
New Recruit
Service
4
Mitchell Mold
New Recruit
Service
5
Dominic Purcell
New Recruit
Kitchen & Catering
6

3. Antonio Benedict
Management, Tosho Branch
ICT and Management
7
Stella Martins
New Recruit
Kitchen & Catering
Team Selection Procedure and Communication Channels
All the team members are already conversant with what happens
in our line of restaurants except the new recruits. However, the
recruits have been vetted and found to understand what awaits
then should they join Tosho Line of Restaurants. Due to the
nature of virtual teams and the difficulties in bringing different
personalities to work together compatibly, the team is founded
with a common mission for all members (Zsambok, 2014). The
team is formed as small as possible for easier decision making
amongst the members. It is also intended that the team is geared
towards a mutual accountability. All team members are selected
based on their technical expertise, interpersonal skills and their
problem solving and decision making skills. These collectively
form a reliable complementary skill base for all tem members.
To avoid undue expenses, communications will be done via
Skype since it has been established as the most convenient
means of communication in our line of work. The scheduled
meetings are scheduled to overlap despite differences in
member time zones. The team has been formed by selecting the
most suitable candidates to avoid an undue costs in human
resources. Communications will also be done remotes as they
reduce commuter expenses (Rocco, 2015).
The team members are expected to make critical decisions in
their line of work. However, since the team members do not
know each other or, some of them may not be comfortable
working with the others, it’s quite challenging to decide how to
put them together. Although the ability to make decisions and
solve problems has been vetted as per the company policy, other

4. factors such as ones race and gender could turn out problematic.
For example, sexual relationships amongst staff could result
into underperformance. Other factor which could affect them
include working away from home, raising children , working for
longer hours than prospected, staff motivation and health in
general. More so, cultural conflicts, the information provided,
prejudice, personal attitude and personal habits could also be
great determiners in decision making (Gilson et al 2015 & Noe,
2017 ).
Keith (2012) urges that conflicts amongst employees could be
hazardous. Damages in creativity and productivity and lose of
morale have been witnesses. She further explains that virtual
teams are quite dangerous since conflicts can be in any
direction. Petty issues such as impatience tend to cause a lot of
problems. This is quite common in traditional teams that keep
members waiting until a meeting is called. However, virtual
teams, especially those joined in an online platforms, issues can
be raised in real time. Improperly vetted issues and giving of
false consensus due to peer pressure are dangerous in a virtual
team. Keith further urges that false feedback and lack of
transparency in a team stalls many processes and projects and
this becomes expensive for the team management and the team
at large. In an online platform, provision of false information
especially on the main information repositories could lead to
misinformation and consequently affect the cost and quality of
production.Running the Virtual Team
Rocco (2015) says that virtual teams are rapidly growing and
their management is a quite difficult adventure. As a result, I
will run the team in a work defined system where each member
will be playing a distinct role. I will also set standards for very
type of task or service that has to be provided. I will also
establish a set of communication tools including emails, chats
and video conferences. Meetings will be held regularly to
establish any burning issues and have them solved. Any
deliverables set will be clearly detailed to avoid ambiguities.
The working environment will be as professional as possible. I

5. will also come up with a staff motivation and rewarding culture
for the all staff based on their skills and hard work. I will also
utilize project management tools to track project time spans and
deadlines.
Motivations
Lioa urges that motivation could be either intrinsic or extrinsic.
He suggest that intrinsic factors are inbuilt and do not
necessarily need any external input although they could be
manipulated by some other external factors such as salary and
allowances. He also points out that intrinsic motivation is more
of feelings than anything else. Satisfactions, feeling capable,
enjoying challenges and accepting appreciations are examples
of intrinsic motivations. On the other hand, extrinsic
motivations are moved by the immediate environment, whether
coworkers or the organization. Conditions of work, political
security, salaries, promotions and the general environment, all
of which are beyond the control of the management motivate
workers externally (Vassilev et al, 2014).
Tosso Restaurant business has been growing over the years.
Management support to open a new Restaurant in New York
must be welcomed as long as it generates enough revenue for
the investors. As a result, a detailed report on the potentials of
the new hotel and the projected financial gains will be reliable
to convince the management to invest in this venture. Also, my
personal portfolio is adequate to convince the management to
buy my idea of a new restaurant in a metropolitan area.
The success of virtual teams is always a strategic goal for all
team leaders. Firstly, self-trust is very essential before one
move forward to trust the others. Secondly, understanding the
business strategy, creating a strategic execution plan, and
leading the change matter a lot. Feedback and business coaching
help address issues as soon as they show up as it also changes
the behavior. Another strategic move understands different
personalities, style and cultures. This helps het the work done at
a low cost. To demonstrate effectiveness in virtual teams, the
following are necessary.

6. · Effective leadership
· High interactive environment, both in the real and the virtual
world.
· Establishing and effectively resolving any performance
difficulties
· Venturing in both hard and soft skills in staff
· Building trust and,
· Focusing on staff issues and affairs.
Conclusion
The main function of the virtual team is to oversee the main
divisions in the organizations and ensure that they work towards
to the goals and the objectives of the company. For the goals to
be met easily, motivators are to be given to all the employees to
boost their morale. Besides, they aid in the establishment of a
clear communication path which the key to any of the
organizations. Due to these advantages, I recommend the virtual
team to be adopted in all the organizations.
References
Breuer, C., Hüffmeier, J., & Hertel, G. (2016). Does trust matter
more in virtual teams? A meta-analysis of trust and team
effectiveness considering virtuality and documentation as
moderators. Journal of Applied Psychology, 101(8), 1151.
Gilson, L. L., Maynard, M. T., Jones Young, N. C., Vartiainen,
M., & Hakonen, M. (2015). Virtual teams research: 10 years, 10
themes, and 10 opportunities. Journal of Management, 41(5),
1313-1337.
Hoch, J. E., & Kozlowski, S. W. (2014). Leading virtual teams:
Hierarchical leadership, structural supports, and shared team
leadership. Journal of applied psychology, 99(3), 390.
Liao, C. (2017). Leadership in virtual teams: A multilevel
perspective. Human Resource Management Review, 27(4), 648-
659.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.

7. Vassilev, I., Rogers, A., Kennedy, A., & Koetsenruijter, J.
(2014). The influence of social networks on self-management
support: a metasynthesis. BMC public health, 14(1), 719.
Zsambok, C. E., & Klein, G. (Eds.). (2014). Naturalistic
decision making. Psychology Press.
Running Head: SUSTAINABLE LEADERSHIP POWER
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SUSTAINABLE LEADERSHIP POWER
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The success of any given organization depends on the
leadership. Leadership does not mean standing and dictating to
others what they are supposed to do. It involves working as a
team together with the other members of staff for a successful
outcome. Team work is very important because it is made up of

8. joined efforts from staff members with different talents and
capabilities (Van Wart, 2014).
Dallas Café is one of the restaurants that depend on teamwork
for success and excellent results including customer
satisfaction. Within the restaurants there are different teams
that make sure everything taking place in the divisions is a
success.
Dallas Café
The Customer service team
The customer service team is a very important and sensitive
team of any given restaurant. It is made up of different
intellectuals who work together to satisfy the needs of the
customers. To be able to compete effectively the customer
services need to be of the desired standards so that the
customers have something to talk about and praise about the
restaurant.
Who gets to define leaders in the group?
Leadership is one of the heavy duties that someone can be given
to handle. Leaders lead by example. They have a very high
influential power towards their team members especially in
ensuring that the demands of the organization are met. Leaders
need to reflect behaviors that will motivate and inspire the other
members of the group to change sacrifice their own personal
duties for organizational tasks. When the team members work
toward achieving the best and desired standards of the
organization then it means that the zeal and influence has come
from the leader (Bens, 2017).
The usage of power in terms of task completion and resource
allocation
It is important as a leader to ensure that you do not show any
favors to your group members. Treat all members equally to
promote oneness. In a situation where there are favors shown to
certain group members then it means that there will be disunity
in the team and thus the desired end results would not be
achieved. In terms of task completion and resource allocation, it
is important to ensure that as a leader you distribute all the

9. resources fairly and that you work with a deadline when a
specific task is given to the team members (Schippers et al.,
2015). Rules should be established pertaining to task
completion and activities are to be carried out. If there is
violation in the rules given then it means that there has to be a
punishment or an immediate action taken.
How people in an authoritative position use their power,
whether it is ethical and the impact of authoritative power on
team members
Being authoritative and rigid is one of the things that can make
a group to fail and not achieve its desired goals. Take time to
listen to the opinion of the group members and weigh what they
have to say concerning the activities taking place in the group
(Woodcock, 2017). However, you should not take their opinion
all the time. There is a point where you as a leader you need to
use your authoritative power. Power is good but when it is
misused it loses its meaning and instead brings more harm and
trouble (Sloane, 2017). Flexibility is one of the qualities of a
good leader. Work hand in hand with your group members
personally in that you are able to know when they have a
problem and when they are fine. This creates openness and
transparency and thus the desired outcome.
How the team defines power and what is easily accepted by the
team
Working towards a successful team is a very important thing
that each and every leader would desire. When there is a
successful leader it means there is a successful and strong team
behind him or her that supports him. For a team to be successful
then it means that they are jointly working towards one goal.
Democratic power is the best type of power that can be used to
run a team successfully. This is because the leaders and
members are given an equal opportunity to air their opinions
(DuBrin, 2015). The leader is not always correct in everything
that he or she does and says sometimes he or she also needs to
listen to what other members of the team have to say.
The influential powers you possess within your team

10. A leader always leads by example. He or she is like a mentor to
the other members present in the group which means that
whatever he says or does ends up directly affecting the team
members. Being an individual of high integrity and observing
the required values are the qualities of a good leader. The
actions and character of the leader speaks more than he or she
has to say to the members (Wheelan, 2014).
To what extent you need to exert power and how it affects the
desired outcomes
When the team members are allowed to express themselves
freely and their leader is always there to guide them and show
them the way and be there for them in times of trouble, then the
outcome of everything will be a success. But when the team
members are not open to their leader and find it difficult to
approach him then the outcome becomes poor and no one will
be willing to sacrifice their own needs for the sake of the
organization (DuBois et al., 2015).
References
Bens, I. (2017). Facilitating with Ease!: core skills for
facilitators, team leaders and members, managers, consultants,

11. and trainers. John Wiley & Sons.
DuBois, M., Koch, J., Hanlon, J., Nyatuga, B., & Kerr, N.
(2015). Leadership Styles of Effective Project Managers:
Techniques and Traits to Lead High Performance Teams.
Journal of Economic Development, Management, IT, Finance &
Marketing, 7(1).
DuBrin, A. J. (2015). Leadership: Research findings, practice,
and skills. Nelson Education.
Schippers, M. C., West, M. A., & Dawson, J. F. (2015). Team
reflexivity and innovation: The moderating role of team context.
Journal of Management, 41(3), 769-788.
Sloane, P. (2017). The Leader's Guide to Lateral Thinking
Skills: Unlock the Creativity and Innovation in You and Your
Team. Kogan Page Publishers.
Van Wart, M. (2014). Leadership in public organizations: An
introduction. Routledge.
Wheelan, S. A. (2014). Creating effective teams: A guide for
members and leaders. Sage Publications.
Woodcock, M. (2017). Team development manual. Routledge.
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