<?xml version="1.0" encoding="UTF-8"?><xml><records><record><source-app name="Biblio" version="6.x">Drupal-Biblio</source-app><ref-type>13</ref-type><contributors><authors><author><style face="normal" font="default" size="100%">Crowston, Kevin</style></author><author><style face="normal" font="default" size="100%">Heckman, Robert</style></author><author><style face="normal" font="default" size="100%">Misiolek, Nora</style></author></authors></contributors><titles><title><style face="normal" font="default" size="100%">Leadership in self-managing virtual teams</style></title></titles><keywords><keyword><style  face="normal" font="default" size="100%">FLOSS</style></keyword><keyword><style  face="normal" font="default" size="100%">Leadership</style></keyword></keywords><dates><year><style  face="normal" font="default" size="100%">2010</style></year><pub-dates><date><style  face="normal" font="default" size="100%">12/2010</style></date></pub-dates></dates><urls><related-urls><url><style face="normal" font="default" size="100%">http://crowston.syr.edu/sites/crowston.syr.edu/files/JOB REVISED to distribute.pdf</style></url></related-urls></urls><publisher><style face="normal" font="default" size="100%">Syracuse University School of Information Studies</style></publisher><abstract><style face="normal" font="default" size="100%">In this paper, we present a theory of leadership in self-managing virtual teams. We are particularly interested in self-managing virtual teams because self-management seems to be a common phenomenon in teams that interact primarily through information technology (so-called virtual teams). Building on leadership theory and structuration theory, the theory describes leadership as a process that results in the reinforcement, creation and evolution of ongoing structures and distinguishes between two types of leadership. We identify first-order leadership as leadership that works within and reinforces existing structures to elicit and guide group contributions.
We define second-order leadership as behavior that effects changes in the structure that guides group action. We argue that second-order leadership is enabled by first-order leadership, is therefore action embedded, and is grounded in processes that define the social identity of the team. We propose that effective self-managing virtual teams will exhibit a paradoxical combination of shared, distributed first-order leadership complemented by strong, concentrated, and centralized second-order leadership. We conclude by presenting a set of research questions and suggestions for future research.</style></abstract></record></records></xml>