One of the issues that seems to get everyone exercised is the sense of equity of contribution.
My own view is that some people are more temperamentally suited to group working and love the chat and on-line socialising, others need the peace and quiet of an evening's study alone with their pdf's.....I also know that whilst some people get off to a quick start and make lots of useful contributions, others are facing technical, personal and work issues that prevent them gaining access to the various media.
Secondly, in the same article , was an interesting point about "compensation": if some group members are especially quiet, others seem to work harder to make sure the job gets done. Indeed it can seem as if some people are dominating the discussions, whilst others are not saying enough.
and finally, I resonated with the point it made about blurring of boundaries between work and home - another facet of "compensation"
The study provided evidence of how teleworking stimulates greater consciousness about the relationship between work in the workplace and work at home.
Research Group members were conspicuously concerned that people might presume they were not working properly (becoming “invisible” to the rest of the organisation), indeed to the point of over-compensating.
The diaries they kept showed that they consistently worked longer hours (on average by more than one hour) when teleworking.
An issue for virtual team leaders has to be about managing such diversity. What do you think?
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