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Every team has the potential to be dysfunctional at some point and understanding the type and severity of dysfunction is crucial to improving a team’s performance. In this regard, Peduzzi and Agreli (2018) analyzed the five dysfunctions of a group to further guide in analysis of the disparities that could occur in a team. This paper aims at drawing lessons from the five dysfunctions by highlighting the lessons learned and how they can be employed in the health and medicine practice.
The Absence of Trust dysfunction occurs when members of a team are unable to be open with each other and disclose their faults, shortcomings, or need for support. In the Fear of Conflict dysfunction, teams lacking trust are unable to engage in an unfettered, impassioned discussion concerning important subjects (Peduzzi & Agreli, 2018). The third dysfunction involves Lack of Commitment, in which Peduzzi and Agreli (2018) contend that members of a team find it hard to commit to decisions in the absence of conflict, and this generates a climate of uncertainty. In the Avoidance of Accountability dysfunction, even the most dedicated and determined professionals are inclined to call their teammates on actions and behaviors that may appear detrimental to the team’s ultimate good (Eicher, 2020). This happens when teams fail to commit to a defined action plan. Lastly, the Inattention to Results dysfunction dictates that when team members are not made liable for their actions, they naturally prioritize their interests over the team’s overall goals.
In light of these dysfunctions, it is important to note that a cornerstone of trust cannot be built without familiarity with teammates. When a team chooses to operate without establishing a social contract or understanding each other’s flaws and strengths, it generates settings in which team friction can readily devolve into cloaked conversations and backchannel remarks. This hinders team members from openly expressing their concerns and when team members refuse to openly express their thoughts at work, it leads to poor decision making (Peduzzi & Agreli, 2018). I will therefore strive to establish a clear vision and understand my teammates strengths and weaknesses, give and receive constructive feedback and appreciate inputs from my teammates in the firld of medicine. This will help prevent my peers from becoming disenchanted due to a lack of vision and dedication. Clear visions prevent team members from placing their interests such as ego and preference in the way of the team’s overall goal and helps curb problems like loss of touch with the need for success.
The field of health and medicine involves interaction with people from diverse backgrounds. It also involves complex tasks that require teamwork participation. Interactions among team members require that one understands the dynamics of coexisting with different people (Eicher, 2020). In my field of practice, team learning is encouraged by having regular team meetings and involvement of each team member in setting of a common overall goal for the team. This has helped to keep everyone focused on the common goal and eliminate ambiguity.
To extend the conventional responsibilities of health workers and make decisions as a unit that works toward a common objective, teamwork in health care incorporates the techniques of collaboration and better communication (Eicher, 2020). This helps in boosting staff morale since they are likely to identify more with the organizations they work in. The long-term effect of this is increased productivity and the growth of a healthier work environment.
The importance of understanding a team’s dynamics cannot be overstated in any set work environment. At the onset of team formation, a social contract of interactions that involves establishing the qualities of team members, their likes, dislikes, and preferences is paramount. The team members also need to agree to a common overall goal that each of the team members is to contribute towards. This eliminates the essence of ambiguity and makes team members feel appreciated. The clear roles of each team member also need to be defined to eliminate conflicts and help focus their efforts on productivity.
References
Eicher, L. C. (2020). The Five Dysfunctions of a Team: A Leadership Fable. College and University, 95(1), 77-78.
Peduzzi, M., & Agreli, H. F. (2018). Teamwork and collaborative practice in primary health Care. Interface-Comunicação, Saúde, Educação, 22, 1525-1534.
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