The effective motivators to transnational virtual team number – A case of H Company

• Main Authors: Jui-Chen Hsiao, 蕭璿禎
• Other Authors: Wen-Chih Liao
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/19554459736019709023

碩士 === 國立臺灣科技大學 === 管理學院MBA === 98 === Due to the progress of Information Technology in recent years, it has gradually changed the business operational models globally. To fulfill the promptly response per client demand, or the cost saving on human resources, some of enterprises have started to re-design and reform their organizational structures to deal with these market challenges, such as Virtual Enterprise, Virtual Organization, and Virtual Team. The members of virtual organization are normally formed for a specific purpose, and work together to achieve their common goals. Through network communications and information technology, the members are able to meet without face to face communication, despite that they might be apart in different locations and/or in different time zones. In this research, H Company was the number one of global computer manufacturer company. H Company had completed the so called IT record-breaking merger in year 2000. H Company had been built as the honorable enterprise culture of good welfare and no lay-off .in the market, but it also applied lay-off plan for cost down consideration. In year 2004, the new C.E.O. had deployed his cost-saving boldly by laid off more than 10,000 employees in each business unit and centralized the reporting structure. He substantially cut the IT costs by reduced IT staff from 19,000 to 8,000 headcount, the data center from 85 to 6, and the IT item from 5,000 to 1,000. H Company also reduced the IT investment from 3.8% (vs. total revenue) in 2005 to 2.8% in 2006. Under this circumstance, H Company started to put its organization into Central Control and Virtual Organization. This research was from the investigation of a members’ view and discussed how the leader of a virtual organization would motivate his/her team members who are scattered in different countries, non-native English speaker, independently member and rarely meet with other members to achieve their goals and missions. To maximize the efficiency and credibility of this research, I have adopted ANP method which discuss in depth on every sort of motivation factors based on professionally-designed questionnaires.