Causes of Team Breakdown

My personal experience that caused of a team’s breakdown, Strategies can manager or supervisor implement to sustain a team’s cohesiveness and effectiveness.
Based on my experience the causes of team’s breakdown are individual differences, improper behavior and always complaining, selfish, lack of respect to colleague and training to do the assigned task. Proper action of each member of the team must go smoothly because if anyone of the member drops the ball, the whole team will suffer. Person has its own originality that’s makes him/her unique, differences of reaction and point of view makes the manager decision more accurate and applicable. The manager can address with the person differences by drafting standardized and specific job description or function to his people. Improper behavior in the organization, (pretending, denying, annoying, complaining) directly affect the flow of work causing the delays of target accomplishment. The manager must remain objective he/she will focus on the situation itself attack the problem by delegating and involving all personnel and avoid criticizing the failed person concerned in front of others then after, call involved person attention and clarify his designated function, explaining the importance of being polite, responsible and friendly know the cause by hearing his/her side and manager makes disciplinary action. In complaining, as what I have learned the person who is always complaining is doing nothing, he/she is just complaining all of his/her life rather than doing and participating for the achievements of the organizational objectives. The manager must strictly enforce the rules just like the naval policy which is obey first before you complain reiterating to subordinates that there’s a proper venue/forum for some grievances. In selfishness (wages, promotion and others) the manager can take action by calling employees to a conference categorizing the points of promotion the nature of work according to actual training and related academic discipline emphasizing the rank, level, and steps of employee with corresponding wages or their salaries. Lastly, lack of respect to colleague and training to do the assigned task the manager could take recourse by tightening policies towards employee personality and character, explaining the right words when talking over problems with colleagues so as not to ignite conflict with anyone, engaging them to different related seminars and hands-on or actual training to specialize the job that being assigned to them. We know even the person is lack of skills to do the task the manager must empower his/her employee so that his/her people will greatly motivated to perform and accomplish the job, because empowered and motivated person is always willing to learn and passionate to achieve best results. Finally, we know how uncomfortable if the workplace is always silent, pressured and serious. This will stress the team more and drain their energy faster. So the manager must promote humor to lighten up the mood at work. For example when having a meeting we try to begin with icebreakers or occasionally tell a proper joke, a joke that no one will emotionally harm or create disrespect on his part.