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Develop authentic environment built on trust for workforce

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Leung, K., & Peterson, M. F. (2011). Managing a globally distributed workforce: Social and interpersonal issues. APA handbook of industrial and organizational psychology, vol 3: Maintaining, expanding, and contracting the organization. (pp. 771-805) American Psychological Association. doi:https://dx.doi.org/10.1037/12171-022

Morris, S. (2008). Virtual team working: Making it happen. Industrial and Commercial Training, 40(3), 129-133. doi:https://dx.doi.org/10.1108/00197850810868612

Neuwirth, E. B. (2004). Blurring corporate boundaries: Staffing agencies, human resource practices and unions in the new employment relationship. (Order No. 3137581, University of California, Davis). ProQuest Dissertations and Theses, , 224-224 p. Retrieved from https://search.proquest.com/docview/305214618?accountid=8289. (305214618).

Toppin, L. M. (2006). Defining the psychological contract of the virtual worker: Implications for the human resource professional. (Order No. 3218610, The George Washington University). ProQuest Dissertations and Theses, , 185-185 p. Retrieved from https://search.proquest.com/docview/305332241?accountid=8289. (305332241).

1. How can the HR department and line manager collaborate to develop an authentic environment built on trust for a virtual and global workforce? How do they make it work?

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In this report its discussed about what all efforts are to be taken by the managers and the HR of an organization for developing virtual environment. Communication, trust and the rotation of the roles which works developing an environment of the virtual team.

Reference no: EM13972997

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