Parvovirus B19 A Case Report And Review Of The Literature

Parvovirus B19 in a renal allograft: A case report and review of the literature. Oramas DM., Patel T., Setty S., Yeldandi V., Cabrera Abstract: Parvovirus B19 infection in solid organ transplanted recipient is an underdiagnosed entity. It is usually responsible for unexplained acute and chronic red blood cell aplasia not responding to erythropoietin therapy. Cases of Parvovirus B19 infection associated with pancytopenia, solid organ dysfunction, and allograft rejection have been also described in the literature. Deterioration of the immune system as a result of the severe immunotherapy favors reactivation of an old infection or acquirement of a new one. We present a case of a 32-year-old woman with one-year history of renal allograft transplant and previous cytomegalovirus infection who presented with chest pain, polyarthritis, pancytopenia and renal dysfunction. Serology for Parvovirus showed a titer of 13.8 trillion IU/ml and CMV 800 IU/ml. Renal biopsy revealed nucleomegaly with focal viral inclusions, along with changes associated with immunotherapy toxicity. Electron microscopy showed capillary and tubular epithelial ce lls â€Å"viral factories† confirming the diagnosis. We conclude that screening for parvovirus B19 should be advised in high risk cases who present with refractory anemia to avoid complication of the chronic infection as fatal rejection of the transplanted organ. Key words: Parvovirus B19, renal allograft, transplant Parvovirus B19 is the predominantShow MoreRelatedPodiatry Rhuematoid Arthritis8124 Words   |  33 Pagesquote its cause as unknown (Adams et al.2008, Maggi 2012). Genetic (tabulated in Figure.1) and environmental factors (for example smoking and pathogenic bacterium) interact (Klareskog 2006, Too 2012). Genetic Involvement Author/s Critique of Literature Genes associated with expression Major Histocompatability Complex (MHC) Presence of the human leukocyte antigens or (HLA) ‘share-epitope’ alleles Newton et al 2004, Plenge et al 2007, Steer 2009, Too et al 2012 Strong evidence behind HLA involvement

Bride Price Modern Day Female Enslavement Essay examples

In the western world, it is common for a little girl to imagine herself walking down the aisle in a beautiful white gown and her father at her side ready to hand her over into the hands of the man of her dreams. However, in Sub-Saharan African societies like Ghana and Uganda, girls dream of the day when a man, along with his family, will come to her father’s house and propose a bride price to perform the traditional marriage rights. Bride price according to Gita Sen is problematic in that it is defined as a payment made by a prospective husband to the family of a woman he wishes to marry (Sen). From Sen’s definition, it is evident that bride price not only highlights the dominance of patriarchy in African societies but emphasizes the†¦show more content†¦From my experience as a Ghanaian, a woman, especially in the rural area, has little to no control on who she marries. This is because in these societies, depending on the number of men who offer a bride price i n exchange for the woman, the woman is married off to the highest ‘bidder’. This act indeed is one of objectification. Isabella Gyau Orhin’s article â€Å"High Bride Price Aiding Marital Violence†, calls to attention that with objectification comes possession and as such when a woman is objectified she is eventually viewed as a possession. Orhin quotes Commissioner Short of the Department of Human and Administrative Justice when he says â€Å"In the Ghanaian society where bride price is unsympathetically high, the man after painfully paying this price is likely to treat the wife more as a possession than a partner in marriage.†(Orhin). This statement clearly underlines the fact that after bride price has been paid to the bride’s family, she not only is objectified but also becomes a possession of her husband and his family. According to Miria Matemba in her note on â€Å"Relationship between Domestic Violence and Bride price† during the International Conference on Bride Price, she explained that after paying a high bride price for a woman, men think that they have p roperty rights over their wives since they made payments in exchange for them and in turn ‘bought’ them like they would any item form a shop (Matembe). From my perspective, when a woman isShow MoreRelatedSlavery : The Old Testament4666 Words   |  19 PagesSlavery in Exodus 21-The Old Testament deemed to be a common practice. Modern readers should gain understanding like other nation, slavery was rampant and flourished in the Israelites, but the biblical slavery is very different from the modern slavery. The old testament lacks slavery condemnation but it has a clear teaching on ethical treatment of slaves, which was part of the culture of the surrounding nations. Slavery in the bible in the time of the Jews was not an exploitation act but rather anRead MoreHuman Rights Before And After Islam4363 Words   |  18 Pagesthat the religious traditions of the Islamic culture has addressed the issue of human rights in totality, the same as Christianity and other religions. The Islamic model of human rights has a particularly striking rigor, relevance and vision to the modern society (Haneef, 2016). The distinguishing and outstanding feature of human rights and entitlement in the Islamic culture is that they have been a natural outcomes of a broader practice of their faith, social behaviour, and deeds; and the fact thatRead More The Marxist Formula in Emechetas The Joys of Motherhood Essay4895 Words   |  20 Pagesto the exploitative, capitalist system used by the British. However, Emecheta also criticizes her tribal cultures oppressive hierarchy, illustrating the Ibo treatment of slaves and of women. So although European colonialism is the catalyst of modern Africaà ­s exploitation, Emecheta points out that a significant level of class-oriented oppression existed in African culture long before the British, the French, the Portuguese, the Dutch, and the Germans ever arrived in Africa. Emecheta criticizes

Erving Goffman Focuses on Form of Social Interaction Free Essays

string(154) " all portrayed as performers enacting rehearsed lines and roles in places that are carefully constructed in order to maximise the potential of deception\." Examine the view that Erving Goffman’s work focuses on forms of social interaction but ignores social structure. Erving Goffman was born on the 11th June 1922 in Mannville, Canada. In 1939, Goffman enrolled at the University of Manitoba where he pursued an undergraduate degree in chemistry; however he then took an interest for sociology while working temporarily at the National Film Board in Ottawa. We will write a custom essay sample on Erving Goffman Focuses on Form of Social Interaction or any similar topic only for you Order Now This was the motivation that he then needed to go on and enrol at the University of Toronto where he studied anthropology and sociology, then after graduating with a degree he began a masters in sociology at the University of Chicago, which was one of the centres’ of sociological research in the United States. In the decade from 1959-1969 Goffman published seven significant books, this was a remarkable achievement, and so has been considered as the most influential sociologist of the twentieth century. The focus of his work was the organisation of observable, everyday behaviour, usually but not always among unacquainted in urban settings. He used a variety of qualitative methods; he then developed classifications of the different elements of social interaction. The assumption of this approach was that these classifications were heuristic, simplifying tools for sociological analysis that did not capture the complexity of lived experience. Goffman was heavily influenced by George Mead and Herbert Blumer in his theoretical framework, and went on to pioneer the study of face-to-face interaction, elaborate the â€Å"dramaturgical approach† to human interaction, and develop numerous concepts that would have massive influence. Goffman mainly concentrated on the detailed analysis of encounters and the norms governing these encounters, therefore the evaluation of face-to-face interactions, paying close attention to the small details of these interactions and discovering things that may seem insignificant yet actually are what structure behaviour and behaviour norms. In doing so, Goffman investigated gestures, such as shaking hands or placing a hand on someone else’s shoulder and facial expressions during interactions. These types of gestures came to be known as ‘grammatical structures’ of social interactions. Social interactions create the world to be a predictable place and saw interactions as rituals, in the sense that ‘interaction order’ as Goffman called it is a social order, when we disrupt interaction we disrupt society. Goffman argued that our interactions give us a sense of our social belonging and our sense of inviolability of people. When discussing social interaction Goffman uses notions from the theatre in his analyses. The concept of social role originated in a theatrical setting. Roles are socially defined expectations that a person in a given status, or social position, follows. Goffman sees social life as though played out by actors on a stage, as how people act depends on the roles that they are playing at that time. Goffman then suggests that social life is divided into regions and back regions. The front regions are social occasions or encounters in which individuals act out formal roles; they are essentially, ‘on stage performances’. An example of this would be within the family between a husband and wife who may take care to conceal their quarrels from their children, preserving a front harmony, only to fight bitterly once the children are safely tucked up in bed. The back regions may resemble the backstage of the theatre, where people can relax and open up about their feelings and styles of behaviour they keep in check when on stage. Back regions permit ‘profanities, open sexual remarks, elaborate griping, use of dialect or substandard speech’. (Goffman, 1959). Thus, a waitress may be the soul of quiet courtesy when serving a customer, but become loud and aggressive once behind the swing doors of the kitchen. Goffman (1959) argued that performance teams routinely use backstage regions for such purposes. This approach by Goffman is usually described as ‘dramaturgical’; that is, it is an approach based on an analogy with the theatre, with its front and backstage regions. However, Goffman is not suggesting that the social world really is a stage, but that, using the dramaturgical analogy, we can study certain aspects of it and learn more about why people behave in ways they do. (Giddens: 268: 2009). In The Presentation of Everyday Life (1959), Goffman outlined a conceptual framework in which any occasion of face-to-face interaction can be interpreted as a theatrical performance. Expanding the ideas of Kenneth Burke, who pioneered a ‘dramatist’ approach. Burke identifies five elements that have to be taken account of in any discussion or analysis of social interaction. The first being act, which refers to what is done. Typical acts such as telling jokes, drinking a cup of coffee and so on are all interpreted, all symbolic displays communicating to the audience of what’s going on. Then the scene, it is the situation, the context, the setting and the props and it is what the actors relate to. The agent relates to the ndividual that carries out the action, they act but with an identity, with an image of self that is presented to the audience. Burke argues image of self is going to relate to the acts that have been carried out and the context in which the act is being carried out. He states that self’s are not things which are not fixed, they are something presented to the audience. Purpose, why do people do things? One reason being bec ause they have motives, they are taken very seriously and are the reason for people’s behaviour. Purposes are not fixed; they depend on what is being carried out. Finally the last element which Burke discusses is agency which is the theoretical points, he claims that the whole lot is realised through language. From these elements Goffman then went on to develop his own ‘dramaturgical’ investigations based on six themes: the performance, the team, the region, discrepant roles, communication out of the character and impression management. Nothing of Goffman’s dramaturgical world is quite what it seems. Rather, people are all portrayed as performers enacting rehearsed lines and roles in places that are carefully constructed in order to maximise the potential of deception. You read "Erving Goffman Focuses on Form of Social Interaction" in category "Essay examples" He then goes on to suggest that as performers people both ‘give’ and ‘give off’ impressions. It has been suggested that Goffman’s dramaturgical world is thus one of misdirection in which general suspicion is necessary; he developed an interest in espionage practices mainly because he recognised these as extensions of everyday behaviour. Goffman then went on to identify five moves in social interaction which are the ‘unwitting’, the ‘naive’, the ‘covering’, the ‘uncovering’ and finally the ‘counter uncovering’ move (1959: 11-27). Each of these moves is designed either to achieve some advantage directly, or to reveal the strategies of other players. These moves are used in social worlds, or as Goffman called them, ‘situated activity systems’. Each is regulated by adopted norms known by system’s members. Rather than concentrating on the production of meanings, the definition of the situation and relevant symbols, as Bulmer advocated, Goffman proposed the study of ‘strategic interaction’ using the vocabulary outlined above. However, for reasons which are uncertain, neither Goffman nor anyone else developed this proposal, and the relationship between symbolic interactionism and strategic interaction has been largely ignored. For Goffman, the concern between the individual and society was through ritual. Goffman’s use of ritual was indebted to Durkheim; arguing that the ‘self’ in modern society becomes a sacred object in the same way that the collective symbols of more primitive societies, operated in Durkheim’s â€Å"The Elementary Forms of Religious Life†. The ‘self’ as â€Å"sacred object must be treated with proper ritual care and in turn must be presented in a proper light to others† (1967:87). The rituals of modern social life that individuals perform for each to maintain, â€Å"civility and good will on the performer’s part† and acknowledge the â€Å"small patrimony of sacredness† possessed by the recipient are ‘stand ins’ for the power of supernatural entities described by Durkheim (Goffman, 1961:62). As Goffman put it, â€Å"Many gods have been done away with, but the individual himself stubbornly remains as a deity of considerable importance† (1967:95). In Asylums (1961), Goffman analysed the extreme backstages of society, such as the schizophrenic wards of mental hospitals. He proposed the concept of â€Å"total instituations† for places where all aspects of life are subject to all encompssing authority that allows no private backstages for the individuals. Goffman argued that patients engage in resistance through bizarre behaviour which is beyond insitutional controls. Thus, the official social processing of persons as deviant tends to promote further deviance. Mental illness, in Goffman’s view, is not a characteristic of the individual so much as a social enactment, a spiral of violations of the ritual properties of everyday life. Therefore Goffman drew upon his fieldwork to make a point that one becomes labeled as mentally ill because one persistently violates minor standards of ritual proriety. He claims that these mentally ill patients are deprieved of backstage privacy, props for situational self-presentation, and most of the other resources by which people under ordinary conditions are allowed to show their well demeaned selves and their ability to take part in the reciprocity of giving ritual deference to others. This research is familiar to that of Durkheim’s research on suicide, not so much to show why people kill themselves but to reveal the normal conditions that keep up social solidarity and give meaning to life. George Simmel was another major influence for Goffman. Goffman looked at the details of everyday life not simply as illustrations or data for theoretical abstractions, but to provide an accurate description of the social world. Simmel’s concept of â€Å"pure sociation† established the study of interaction as basic to sociological analysis. Goffman continued this tradition in his insistence that face-to-face interaction comprised an independent area of sociological analysis. â€Å"My concern over the years has been to promote acceptance of this face to face domainas an analytically viable one† (1983b:1). These methods that Gofman has used of incorporating the Simmelian micro level of interaction and the macro level analysis of Durkheimian ritual behaviour have been described as empirically electric, for example, in his book â€Å"Behaviour in Public Place†, Goffman noted that the data which he used came from different studies which he had carried, they included ones of a mental hospital, a study of a Shetland Island community and even some from manuals of etiquette which he had kept in a file of quotations that he found interesting. 1963:4). His approach was basically identifying the ways in which individuals in a variety of social contexts accomplished interaction. Thus, he paid attention to speech as well as silence. Goffman expected Frame Analysis (1974) to be his crowning achievement. In this book he stated that he was concerned with â€Å"the structure of experience individuals has at any moment of their lives† and made â€Å"no claim whatsoever to be talking abou t the core matters of sociology-social organisation and social structure† (1974:13). However, this does not mean that Goffman or integrationists generally ignore society and social structures. Goffman’s position was that the nature of society and its structures or institutions is discovered in the behaviours of individuals. He suggested, â€Å"If persons have a universal human nature, they themselves are not to be looked to for an explanation of it. One must look rather to the fact societies everywhere, if they are to be societies, must mobilise their members as self-regulating participants in social encounters. Fundamentally what Goffman is saying is that society frames interaction, but interaction is not dependant on macrostructures. Furthermore, interaction can have a transformative impact on social structures. There is a key point in Goffman’s work, which is that he rejected the classical sociological opposition between the individual and social structure that still retains credibility in current sociological theory. For Goffman, â€Å"individual and social structure are not competing entities; they are joint products of an interaction order sui generis† (Rawls 1987:138). As people in their daily life spend in the presence of others, people are then socially situated and so this social situatedness gives rise to â€Å"indicators, expressions or symptoms of social structures such as relationships, informed groups, age grades, gender, ethnic minorities, social classes and the like†, these ‘effects’ should be treated as â€Å"data in their own terms† (1983b:2). Furthermore, social structures are â€Å"dependent upon, and vulnerable to, what occurs in face-to-face encounters† (1983:246). Although social structures don’t determine displays such as rituals and ceremonies, they do however â€Å"help select from the available repertoire of them† (1983b:251). Thus, there is a sense of â€Å"loose coupling† that lies between that of interaction and social structure. An example which can be used to explain this is that of a small number of males, â€Å"such as junior executives who have to wait and hang on others’ words† in a manner similar to that of women involved in informal cross-sexed interaction (1983:252). What this observation allows Goffman to do is create a role category of subordination that â€Å"women and junior executives share† (1983b:252). It can be said that Goffman does not intentionally ignore social structure; he just does not provide any definition of it, other than to point out their constructed and framing nature. Frames can be seen as basic assumptions enabling people to understand what is going on in any encounter or situation and the interaction enabling the individual to respond appropriately. Frame Analysis is an investigation of what occurs when individuals ask themselves and others, â€Å"what is going on here? † (1974:153). Meaning that Goffman is not dealing with the structure of social life but with the structure of experience that individuals have at any moment of their social lives, when they believe they understand â€Å"what is going on†, they will â€Å"fit their actions to this understanding and ordinarily find that the on-going world supports this fitting† (1974:158). Goffman believes that everyday activities carried out by individuals are â€Å"framed† in different ways, although they are performed sequentially. In conclusion it can be said that Goffman’s work cannot be easily â€Å"placed† in any on theoretical tradition. His work was and remains a constant source of renewal in many different directions for sociological theory, which have been discussed throughout the duration on this essay. Goffman described his work as the promotion of the â€Å"face-to-face domain as an analytically viable one-a domain which might be titled†¦the interaction order- a domain whose preferred method of study is microanalysis† (1983b:2). However, Anthony Giddens (1984) pointed out that Goffman’s sociological analysis still needs to bridge the divide between the micro and macro, between face-to-face interactions and social structures. As his contribution to social theory consists in the idea of an interaction order sui generis this derives its order from constraints imposed by the needs of a presentational self rather than social structure. There are errors in the interpretation of Goffman’s work which have contributed to the misunderstanding of this contribution. Firstly, while the notion of presentational self has presumably been understood, it has nevertheless been re-embedded in the traditional dichotomy between agency and social structure. Consequently Goffman has been interpreted as documenting the struggle between the two; secondly, because of the attention Goffman gave to strategic action, it is assumed that Goffman considered this to be the basic form of action. Thirdly, Goffman has been interpreted as focusing on the details of the interactional negotiation of social structure and fourthly, Goffman is thought to have ignored the important issues such as inequality and institutional constraint. Bibliography * Durkheim E. 1912. The Elementary Forms of Religious Life. * Goffman E. 1959. The Presentation of Self in Everyday Life. * Goffman E. 1961. Asylums Harmondsworth: Penguin. * Goffman E. 1963. Behavior in Public Places: Notes on the Social Organization of Gatherings * Goffman E. 1971. Relations in Public: Microstudies of the Public Order Basic Books: New York. Goffman E. 1974. Frame Analysis: An Essay on the Organization of Experience, Harper and Row, New York. * Goffman E. 1983b. ‘The Interaction Order’ American Sociological Review Vol. 48. * Goffman, Erving. 1967. Interaction Ritual: Essays in Face-to-Face Behavior. Chicago: Aldine. * Giddens A. 1984. The Constitution of Society. Berkeley: University Of Californa Press. * Gi ddens A. 2009. Sociology 6th Addition. * Rawls Warfield A. 1987. The Interaction Order Sui Generis: Goffman’s Contribution to Social Theory. Sociological Theory, Volume 5, Issue (Autumn,1987). How to cite Erving Goffman Focuses on Form of Social Interaction, Essay examples

Development Programme Academic Leadership -Myassignmenthelp.Com

Questions: What Are The Challenges That A Manger Face While Handling The Global Team? How Those Challenges Should Be Handled? Why It Is Important To Go Global For Organizations In Todays Time? Answers: Introduction In last few years, organization have rapidly transformed into number of virtual teams since it has become a popular way to connect as well as engage with the world and dispersed workforce. This reduces the cost of the international association and assuring high level of speed and right adaptability. The report will study in detail about organizations that are using global based international teams or considering adopting this concept (Nkukwana et al., 2017). The discussion will focus on the leadership of virtual teams, cost based benefit analysis of virtual based interaction as well as face to face communication. The report will also focus on other challenges like work life based issues, building teams from another country, supervision and evaluation of virtual workforce and development of a mindset which works with virtual team globally. Project Objective The objective of the report is evaluating the challenges faced by the management while managing a global team (Masuda et al., 2016). The report will focus on understanding different challenges and collecting as well as codify the best practices as well as global challenges. Project Scope In an ideal situation worldwide, HR based policies for international IT or other virtual teams must be consistent, fair as well as responsive enough to deal with any kind of emergency. It is also expected that the designations as well as reporting structure must be equalized. It is also important to understand that consistency on global level should permit and be aligned with domestic laws as well as cultural level norms. This is a challenging practice since the variation of current work culture and companys structure or standards in every country (Stanley et al., 2017). Moreover, the standard of living and overall cost also varies from region to region. Therefore, from HR point of view, the policy of one size fits all models is redundant concept. Also, there is struggle for consistencies as well, where management is expected to find different ways for remotest teams to successfully have association with direct management (Soderhjelm et al., 2016). Following is the detailed discussion of challenges in managing the global teams: - Get local expertise in HR practices: organization should have a local HR people in every country to address and understand the local laws. It is also important to have local level of expertise in HR practices as well as knowledge. The practices like recruitment and training challenges are some of the important actions that needs to be managed and is done differently in every location. The company just needs to get in touch with local experts on the processes and laws (Tang et al., 2017). Creation of job grade consistency with the help of a model: a company like Euroclear is now slowly moving in the direction of adopting job evaluation models from consulting any HR based organization like Hay Group. Adoption of models helps in organizing varied job kind into vertical forms like management of people, development of product, supporting the business and project level management. This further helps in providing a goal based for comparison and management of roles and people across diverse locations. For example, a manager of hundred odd people may look much more significant to a company than single level contributor (Cross, 2016). However, a single level of contributor at horizontal grade is very high since there is specialized level of expertise where men or women is equally important. Also, the grade level cannot be treated equally as a title and people tile are more subjected to local level conventions. Management of dispersed staff in the form of portfolio teams: a company called ON Semiconductor has an IT based team that helps in supporting sales in Slovakia. In addition, the company also has a factory in Hong Kong where the main sales office is established. The customer service centre is in Shenzhen and in Kuala Lumpur is a domestic development unit (Greiver et al., 2016). This organization can overcome the potential to completely disconnect between varied locations by having a single point for sales in IT portfolio and headquarter is Phoenix which is based in Arizona. Headquarter sets the goals as well as distributes the work among the member of that portfolio team despite their location. Similar methods can help with IT based staff working with manufacturing unit, HR department, finance and other international corporate activities. Different cultures: human relationships and the way the public can handle the common cases in team of software development can collapse in a minute. The cultural diversity and its basic understanding are becoming crucial for companies to handle virtual teams, since a normal conversation in one culture may be offensive in another (Cohen et al., 2017). The fact, staff in headquarter dont speak the native language of the country may make things even more sensitive. The way to overcome the issue is handling the situation with clarity in motives and polite attitude. It is important for the manager to keep the tone polite, calm as well as confident about the certain message needed to be communicated and with proper clarity. Lacking face to face interaction: one of the biggest issues while managing global teams, specifically in the beginning was the reason that there was no kind of direct communication along with any face to face meetings. So, the challenge is how to manage the team like this and the solution lies in virtual meetings. Therefore, what is required here is right kind of software and a good internet connection (Alhaqbani et al., 2016). In case of daily meetings that help in catching up with present function and deletion of possible restrictions, weekly meeting based on planning as well as shows internal level of development and one meeting each month to show the overall status of various stakeholders, with product owners. Time zones: another major challenge while managing global team is varied time zones. In addition, in IT industry, the developers have other jobs as well which results in reducing the probability of their presence to certain hours. So, in case many managed needs to setup daily or weekly meetings, it becomes a challenge to coordinate a time for it as per the time zone of every country (Daood et al., 2017). Evaluation of performance: human being by nature loses focus easily and the situation also gets worse when they work from home instead of typical workplace culture. To avoid such cases and ensure that every member of team is productive while working, it is important to set important goals. It can be any kind of goals, like team goals, or weekly or quarterly goals. It is also important that goals are clear to each person. However, the most critical way is that goals can be objectified or quantifiable. The way it can be measured must be shared with all the team members. Accordingly, every team member will be ranked and evaluated (Cawsey et al., 2016). Qualitative research The qualitative research is a collection as well as analysis of many non-numerical based functions consisting of words, pictures and activities and it doesnt mean that one can apply a structure based approach for all research related efforts. The report will form some focused questions to ask from the organizations that managed global team. It is also important to get various inputs from multiple users to get better insight about things (Newton, 2017). The sample size for this research will be limited to thirty global companies. Quantitative research Various variables will be evaluated that in this case will vary and can be measured, manipulated as well as controlled in the study. The overall design is decided carefully, in a systematic manner and come with a controlled plan that finds varied answers to the question of the study. This will help in providing a specific road map for all the angles to the study. The questionnaire will be formed to ask certain well-structured questions specifically designed to analyze the internal conflicts and challenges people face while working in a global team. The sample size while conducting quantitative research will be 50 organizations. Research Limitations The research is prepared keeping all the important points in mind, there are still some limitations. First, the research is conducted in two-time periods which lasted for four weeks. The time is not enough for the researcher to be able to observe minutely all the performances of the team and overall challenges organizations face in their day to day operations (Gregory et al, 2016). Secondly, the population taken for qualitative research is small and only thirty organizations might not be able to show the lakhs of global companies dealing with the challenges on daily basis. Thirdly, the questionnaire is designed to understand the issues organizations are facing while handling the virtual team (Lohikoski et al., 2016). However, it may not be able to provide enough proofs to evaluate the issues properly. Time Schedule Work Start Date End Date Project Scope 1st September 5th September Literature Review 6th September 13th September Research Methodology 14th September 17th September Limitations 18th September 20th September Final Submission 20th September 22nd September Conclusion In the end, it can be said easily that there is no clear way to handle a situation while dealing with virtual team however understanding of the roles as well as competencies of the virtual leaders are crucial for the team effectiveness. The characteristics of leadership also show that the simple leadership role in a normal setting requires different skills than managing a team in virtual setting. A leader who can interact in an effective manner in a more personal setting may not be able to do it properly in virtual culture. A leader who can establish trust in local setting may not be able to do it in virtual setting (Costa et al., 2017). Leader should understand the issue face by varied virtual teams and must also invest more efforts to make sure that teams are using the resources to achieve the team goals. Reference Alhaqbani, A., Reed, D.M., Savage, B.M. and Ries, J., 2016. The impact of middle management commitment on improvement initiatives in public organisations.Business Process Management Journal,22(5), pp.924-938. Cawsey, T., Deszca, G., Ingols, C., Finkelstein, S., Hambrick, C.D., Cannella Jr, A.A., Pitt, M., Koufopoulos, D.N. and Huber, G.P., 2016. Organizational change.Assessment,45, p.49. Cohen, L. and Kassis-Henderson, J., 2017. Revisiting culture and language in global management teams: Toward a multilingual turn.International Journal of Cross Cultural Management,17(1), pp.7-22. Costa, P.L., Passos, A.M., Bakker, A.B., Romana, R. and Ferro, C., 2017. Interactions in engaged work teams: a qualitative study.Team Performance Management: An International Journal, (just-accepted), pp.00-00. Cross, A., 2016.Talent management pocketbook. Pocketbooks. Daood, A., Power, J., Phelan, C. and O'Brien, M., 2017. How to Promote Knowledge Sharing in Cross-Functional Npd Teams.Electronic Journal of Knowledge Management,15(2). Gregory, P., Barroca, L., Sharp, H., Deshpande, A. and Taylor, K., 2016. The challenges that challenge: Engaging with agile practitioners concerns.Information and Software Technology,77, pp.92-104. Greiver, M., Wintemute, K., Aliarzadeh, B., Martin, K., Khan, S., Jackson, D., Leggett, J., Lambert-Lanning, A. and Siu, M., 2016. Implementation of data management and effect on chronic disease coding in a primary care organisation: a parallel cohort observational study.Journal of innovation in health informatics,23(3), pp.580-590. Lohikoski, P., Kujala, J., Haapasalo, H., Aaltonen, K. and Ala-Mursula, L., 2016. Impact of trust on communication in global virtual teams.International Journal of Knowledge-Based Organizations (IJKBO),6(1), pp.1-19. Masuda, A.D. and Kostopoulos, K.C., 2016. Performance in Teams: The Role of Conflict-Management Styles, Team and Leadership Identity.Rethinking Innovation: Global Perspectives, p.238. Newton, R., 2017. Collaborate across teams, silos, and even companies.Management with Impact. Nkukwana, S. and Terblanche, N.H., 2017. Between a rock and a hard place: Management and implementation teams expectations of project managers in an agile information systems delivery environment.SA Journal of Information Management,19(1), pp.10-pages. Sderhjelm, T., Bjrklund, C., Sandahl, C. and Bolander-Laksov, K., 2016. Academic leadership: management of groups or leadership of teams? A multiple-case study on designing and implementing a team-based development programme for academic leadership.Studies in Higher Education, pp.1-16. Stanley, T., Matthews, J. and Davidson, P., 2017, January. Dimensions of Employee Engagement in a Global Organisation. InAcademy of Management Proceedings(Vol. 2017, No. 1, p. 13248). Academy of Management. Tang, C. and Naumann, S.E., 2017. Team diversit