ABSTRACT
Duarte and Snyder provide a seven factor framework with which to address the conversation regarding management strategy and potential team success in virtual teams. They are human resource policy, training, processes, collaboration and communication mediation, culture, leadership support and leadership and membership competency. Maslow and Herzberg form a solid basis for further understanding of employee motivational research in the twenty-first century as managers seek to understand motivational theory in relation to their virtual project teams. A natural difference between virtual teams and traditional teams is not simply the physical separation, but the additional challenge of the psychological dispersion. The virtual elements such as diffusion across time zones and cultures the added competencies of cross-cultural communication, process facilitation, and creating and sustaining remote team work will be needed. While the team members continued to struggle in finding and aggregating project information managers continued to argue about their desire for technological freedom.
