If You Have Been On A Dysfunctional Team, Describe Your Experience (Reaction Paper Sample)
After reading The Five Dysfunctions of a Team, you will write a 5 - 7page reaction page. This is not a book report, I want your reaction to specific elements of the book. Here are some questions to consider:
1. Did you enjoy the book, why or why not?
2. Is there a character that you identify with? Describe.
3. If you have been on a dysfunctional team, describe your experience.
4. What lessons from the book can you apply in your future team experiences?
It is expected that you cite throughout your paper using APA citation.
The Five Dysfunctions of a Team
The Five Dysfunctions of a Team
The combined effort of several individuals to attain a common objective and complete a task competently and effectively is referred to as teamwork. The Five Dysfunctions of a Team book has been written in a leadership fable to assist different organizations, teams, and businesses to attain effective and efficient ways to achieve their goals either commonly or individually.
After careful reading and internalizing of the book, I found it very interesting and resourceful. The book turned significant because previously, I have not had the chance to look at teams in the perspective instilled in me by the read or even think about the dysfunctions found in different groups of people. On reading the book, I got to accept and appreciate that I have been part of dysfunctional teams throughout my personal work experience. The book is written in simple terms that are easy to understand, which has made it easy to follow the occurrences in the organizational example used and also relate it to past and current experiences. In my opinion, the CEO Kathryn is a good example of a leader because she takes her time to observe, interact, and understand her team instead of just forcing her idea of how to make the company effective and efficient on them. She takes two weeks to study and engage the employees to get a better understanding of the situation on the ground (Lencioni, 2010, p. 28). She also goes about respectably presenting her ideas, even though some of the team members do not agree with her, which she takes calmly. I also enjoyed the book because I liked how Kathryn managed to stand her ground while focusing on the reason she was CEO despite the opposition from Martin. The way Kathryn handles the first meeting promotes the significance of a team and its functions. She introduces her team to the pyramid model, which is an organizational approach to efficient and effective team construction skills. The characters in the team clearly show the different characters expected in any team and their input in the team.
I identify with Jeff’s character. As illustrated in the book, Jeff is a leader who has the best interests of both the team and company at heart. However, his actions as an executive are not favorable because it is evident how he also possesses and plays a part in the team’s dysfunctions. Despite his misgivings, he acknowledges his role and is willing to listen and learn from the CEO so that they can salvage the team and improve their performance. His willingness to be led by the CEO is seen when he does not fear to state his stance and opinion, even when he holds a different opinion opposed to Kathryn’s idea. Unlike Martin who wants to have his way, Jeff appreciates Kathryn’s criticism and takes it positively and also silently agrees with some of the criticism and her way of passing it to the team (Lencioni, 2010, p. 48). Martin, on the other hand, is not open to learning and even tries to distract the meeting so that it would not be successful. Martin’s dislike for having Kathryn as CEO cuts deep into even how he disagrees with her; not peaceful manner. Jeff, in some ways, agrees with Martin’s ideologies and ways of working, but that does not interfere with his work relationship with Kathryn, who is not in good terms with Martin. That shows how Jeff is an independent thinker and worker; it also illustrates his willingness and competence in putting the company and its performance first.
The dysfunctions outlined in the fable include lack of trust, fear of conflict, avoidance of accountability, and lack of attention to the results. The author explores the behavior of each character in the team, which is contingent on solving the underlying teamwor...
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