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The Five Dysfunctions of a Team by Patrick Lencioni [Your name goes here] [Your class name goes here] [Due date of the paper] The Five Dysfunctions of a Team by Patrick Lencioni The Five Dysfunctions of a Team is a book written by Patrick Lencioni in 2002, in which he has offered some effective and workable solutions regarding team management…
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Download file to see previous pages The book serves the role of a proper guide for organizations in building cohesive, cooperative, and fully functional teams. The author has provided an insight into the ways a team can achieve higher levels of performance by focusing on five key areas that have the potential to lead to decreased productivity of the workforce. A Fully Functioning Team According to the author, a fully functional team is one that has the potential to achieve team goals and objectives within the given time frame. To achieve the goals, each team member must show commitment and dedication to his/her assigned roles and responsibilities. The team members should have complete working harmony between them, as well as a high level of trust in each other. They should hold meaningful meetings to discuss critical issues instead of doing filtered communication to avoid conflicts. Moreover, they should be able to hold themselves accountable for the results (Lencioni, 2002). Five Dysfunctions of a Team The five main dysfunctions of a team include absence of trust, fear of conflict, lack of commitment and dedication, accountability avoidance, and inattention to results (Lencioni, 2002). Let us discuss all of these in some detail. ...
Similarly, employees with lack of trust hesitate from taking help of others because of poor working relationships. They also avoid providing any constructive feedback to their team members on their performance. They neither take help of others nor offer their help to others, even if they can provide some guidance to them beyond their own area of expertise. In teams with lack of trust, the lack of communication also occurs, which adversely affects the productivity level of the whole team. Members of such teams are usually very reserved. They do not offer any sort of assistance to others because of which workplace conflicts also occur at times. They have no idea of the skills and abilities of one another because their focus is just limited to their own selves (Lencioni, 2002). Fear of Conflict Fear of conflict is another factor that leads to poor functioning and decreased team productivity. Teams that have a fear of conflict are not able to work properly towards achievement of the goals and objectives. Members of such teams are always worried about team conflicts because of which they avoid all such situations that may have the possibility of affecting the working of the team. This approach results in filtered discussions, wastage of time on discussing unimportant issues, and decreased team performance. The reason is that members of such teams avoid talking on controversial matters because of the fear of conflicts even when discussion on those topics is necessary for the accomplishment of desired goals. Similarly, such team members hold boring meetings in which they discuss unimportant issues instead of focusing on critical issues. Inferior decision-making and veiled discussions are the most probable results of such approach. They limit their viewpoints in order to ...Download file to see next pagesRead More
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