I believe the most important part of all this is conflict resolution. Conflict is part of the human instinct; conflict resolutions is where we can manage a conflict within a team and turn it into a tool for good or not. There are a few typed of conflict resolutions that levy (131 ) explains to us is important in understanding and vital to the dynamic of the team.
Avoidance- this is the approach taken by avoiding a conflict rather than acknowledging it or even admitting it. Team members usually just hope that it will go away on its own. .
Accommodation- this happens when team members give up their point of view in order to be agreeable with others. They may see it as being cooperative however by team members not sharing their views and opinions in some cases they may be doing more harm than good by just going along with others. .
Confrontational- being aggressive toward your point of view and always trying to win is the way to deal with conflict when you're confrontational.
Compromise – the way you resolve conflict is by compromising and balancing the ideas of each team member.
Collaborative – this is when you a conflict needs the help all the people involved have something important concerns that can help. .
These approaches are very important and an understanding of each one is vital to the approach of conflict resolution. On page 139 of levy's book there is a self-evaluating survey of conflict resolution styles. I have learned allot about myself. I believe that my preferred style of conflict resolution is to compromise and be a collaborator to a conflict. I am in favor of openly to negotiation with the team. Also to resolve conflict I like to see the view of each team member and take from each their most effective and ideas and find a way to blend their ideas. I also don't mind if I lose negotiations as I often also win some as well and I enjoy working with others to reach a consensus.