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post 1

As the manager of a dysfunctional team, the first thing to do would be to try to find out exactly what is wrong. The manager should investigate what is causing the team to not accomplish its goals, and then implement something to reduce the problem. I would start by meeting individually with the employees to see what they think is causing the problem. If it is due to a conflict between the team members, there are a couple of things that could be done. The manager could try to find a way to resolve the conflict, although that could be very difficult to do. Another method would be to reduce the contact between the two members with said conflict, or if it is due to one member in particular causing the problems, then the manager might consider removing them from the team.

There are some other strategies that could help a dysfunctional team if the problem is not simply a conflict between members. It may be that the way in which the team was set up to complete the task was not effective, to begin with. One strategy is to give clear personalized objectives to each member. Rather than giving them an overall objective as a team, they could each be given a specific task. This will help to reduce friction between members and can help each member to feel fully invovled.

The team could also just not be used to working with each other and everyone needs to get to know each other. It could be useful to implement some team-building strategies and events to encourage them to get to know each other and work together.

post 2

Beyond being a good manager, I have to also make sure that we are a good team. Regardless of the number of people on the team or the task we are given, we need to be able to work and cohabitate effectively. If there is an issue in our team that has gotten to the point where we are not getting any work done, then that is a huge problem. Let's say that in this case, tasks hadn't been delegated appropriately. That could cause quite a bit of friction. Team members could become resentful of others or may even try to take over another's task because they think they know better. After sitting down and talking to my team, I can figure out where they are as a team and individually. How they feel about the work they are given has an impact on the output. I can rearrange the task to people who are more experienced or knowledgeable about a certain task. Brief training may be needed, but that's fine.