- Please print out the one page survey and give it to a few of your co-workers. Summarize the data and identify which of the 5 dysfunctions are true of your team. Briefly describe what you can do that would help improve the dysfunction that is the lowest in the pyramid. Do so with citations and with a minimum of 300 words.

From the questionnaire of 5 dysfunction survey, the average score of Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results are 6, 7.3, 7.7, 5, 6.3. Analysis from this result, I would say Absence of Trust, Avoidance of Accountability and Inattention of Result would be potentially areas for improvement for my team.

Absence of Trust: In this dysfunction, the lowest score is “team members know about one another’s personal lives and are comfortable discussing them”. I think in my culture or corporate culture we do not often talk about our personal lives very often. We just know a little bit about other people’s personal lives, such as whether they got married, they have children, or which part of the country they are from. Other things we don’t really talk very much. Another absence of trust in my team is my team members are not openly admit their weaknesses and mistakes. We don’t usually show our weaknesses and mistakes because if you show the weakness or mistakes in the team you will be thought you are not qualified in that work. If you show that to your boss or coworkers, they will have bad impressions on you so you can’t get more trust from them. And if you get things done wrong just one time, they will have more unreliable impressions on you than other people who didn’t show their weaknesses or mistakes. It could be a bad evaluation for you, so most of people will hide their weaknesses and mistakes.

Solutions: 1. Spend more time together. We can organize or participate some activities together and get to know more each other and establish the trust. 2. Share personal failures and successes. We can hold a meeting and share some personal failures and successes in our personal life or working experience to establish trust.

Avoidance of Accountability: In order to not let other people feel uncomfortable and work in the harmonious working environment, we usually barely call out another’s unproductive or deficiencies behaviors. Most of my team members are hesitate to call one another out precisely because they are fear jeopardizing the relationship between coworkers. As soon as the contradiction or uncomfortable feelings started in the team, it is going to be very hard to every team member work together efficiently. In addition, we are not deeply concerned about the prospect of letting down our peers and challenge one another about their plans and approaches.

Solutions: 1. Give one another feedback. By holding a meeting every week to point out or give some feedback to everyone. 2. “Be more direct to call one another on unproductive behaviors” (Kathryn Petersen, 2014). 3. Have clearer priorities and goals. Set up clearer plans from personal to team and check that in every specific period.

Inattention to Result: In this dysfunction, most of my team members are quick to seek credit for their own contributions, and slow to point out those of others. Like most of people, we always think how many things I did and how many problems I solved in the work. We barely pay attention about what other people have done in their works. We are more focus on individual goal achievements rather than a team.

Solution: Make the collective results of the team more important than personal goals. “Every team member needs to willingly make sacrifices in their areas for the good of team” (Kathryn Petersen, 2014). We should change the idea of that everyone is so caught up in their own responsibilities that they don’t make the effort to assist their teammates. From setting a collective team goals to make sure everyone can help other teammates to achieve the ultimate group goals not just for their own goals.