What happens to organizational behavior and HR management in this new knowledge paradigm?
Management for Internet-based businesses takes its form in technology solutions. Virtual management has long been panned as a sufficient replacement for hands-on management, which has driven the micromanagement craze. In todays world, where trust is so resistively given, unless the manager can see what you are doing he/she does not believe you are doing anything. A virtual manager for many years, I can attest to its success and to its capability to drive increased and more consistent motivators than standing over someone, doing ten-minute spot checks, or even calling all staff meetings. The key success factors derive from two primary motivations: 1) the customers satisfaction 2) work/life balance. Because a large majority of people require the socialization of interoffice politics/play or in many cases the different settings, getting people accustomed to working virtually can prove challenging. The profile now morphs into a spirit of entrepreneurship versus the general team player who
