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Essay / Research Paper Abstract
4 pages in length. Patrick Lencioni's The Five Dysfunctions of a Team illustrate the means by which organizations are floundering in what should otherwise be a smooth flow of collaboration. It is because of these five dysfunctions - absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results – that companies struggle to maintain a healthy team atmosphere and, ultimately, have even greater difficulty effectively managing themselves. No additional sources cited.
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4 pages (~225 words per page)
File: LM1_TLCLencioni.rtf
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flow of collaboration. It is because of these five dysfunctions - absence of trust, fear of conflict, lack of commitment, avoidance of accountability and inattention to results - that
companies struggle to maintain a healthy team atmosphere and, ultimately, have even greater difficulty effectively managing these aspects. All of the five dysfunctions are interconnected by virtue of each one
sharing threads of common denominators of the primary focus. For example, the best way to conquer the second dysfunction - fear of conflict - is to engage directly in
it; however, this can only occur if the first dysfunction - absence of trust - has been remedied. Discord among human beings is a normal, daily event at all
stages of life; however, it is the manner in which such antagonism is addressed that determines how effective the outcome will ultimately be. The author asserts that argumentation positions
each person assumes during a verbal conflict brings forth myriad communicative modes; within these elaborate human interactions, people are more likely to discover common ground upon which to hasten a
resolution. When the parties involved ultimately focus upon reaching a satisfactory agreement, they are better able to unite their opposing positions as a means by which to differentiate between
unimportant issues and the arguments true focal point, which inevitably serves to encourage unrestricted communication and openness of ideas. "By building trust, a team makes conflict possible because team
members do not hesitate to engage in passionate and sometimes emotional debate, knowing that they will not be punished for saying something that might otherwise be interpreted as destructive or
critical (Lencioni, 2002, p. 202). To understand the way in which Lencionis (2002) principles can be applied to sports operations is to realize the inherent nature of sports operations
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