a. Brief Summary of the Article
The article entitled “5 Dysfunctional Traits of a Team and 5 Strategies to Resolve Them” written by Kent (2013) presented crucial information that enumerated traits of a dysfunctional team; as well as strategies deemed effective in resolving problems related to dysfunctional teams. As an MBA graduate and a member of the Fellow of the American College of Healthcare Executives (FACHE), Kent (2013) synthesized the five traits of dysfunctional teams as follows: “(1) lack of commitment; (2) absence of trust; (3) avoidance of accountability; (4) fear of conflict; and (5) inattention to results” . The author likewise identified critical concerns that apparently contribute to performance gap and makes collaborative endeavors ineffective and dysfunctional. As such, recommended strategies to improve performance include learning from past experiences; inclusion of members of the team during planning stages; examining barriers to effective performance and addressing them; aligning goals with strategies; and conducting regular monitoring and review .
b. Description of the Dysfunctional Team and Why it is Dysfunctional
c. Strengths and Weaknesses of the Team
Since dysfunctional teams were noted to be ineffective in working together in an
effective manner towards the attainment of their identified goals, the only strength that these teams could exude include their continued conformity to the policies and procedures that govern their existence in the organization. The weaknesses noted were those that were contributory to the performance gap which includes: poor communication, lack of commitment and focus, as well as greater tendencies to encounter conflicts with evident resistance to apply effective resolutions strategies to address them.
d. Description of Recommendations to Improve the Effectiveness of the Team
As briefly noted, the strategies to improve the effectiveness of the team includes a collaboration of management and team transformations. Management must do its part in ensuring application of open communication and regular performance evaluations to monitor the progress of the team’s performance. On the part of the members of the team, it was identified that the members should be committed and focused on the performance of their respective roles and responsibilities; as well as be willing and able to establish trust among members and accept accountability, as required.
e. State and Defend which Team was at Fault: Leadership or the Employees
Reference
Kent, M. (2013). 5 Dysfunctional Traits of a Team and 5 Strategies to Resolve Them. Retrieved from South Florida Hospital News: http://southfloridahospitalnews.com/page/5_Dysfunctional_Traits_of_a_Team_and_5_Strategies_to_Resolve_Them/3692/1/
