As a manager, how would you deal with a team member who disagrees with you on a certain issue?

It depend of the issue, if it's critical you have to take the responsability to move on as a team leader otherwise you can discuss and take time to be alligned

A good leader knows how to deal with his/her follower. A good manager knows how to LISTEN and UNDERSTAND. In an organization, in order for you to have a successful business you should know how to listen attentively to your colleagues and understand each others' point of view. Though, it may come as an argument you also need to understand fully and think professionally. Ideally speaking in an organization you're not the one to make decisions nor to think for a possible solutions and valuable suggestions you also need to ask for other's opinion for the betterment of the company. Oneness  and openness is the key in an organization. 

you have the right to disagree on the issue on critical evalution of the matter or subject. If the dis agreement merit benefit, its the manager should agree for the disagreed matter

Ideally, you’ll be able to coach your colleagues to talk to each other and resolve their conflict without involving you, making clear that their disagreement is harmful to them and the organization. But that’s not always possible. In these situations, we believe it’s important to intervene, not as a boss but as a mediator. To be sure, you won’t be a neutral, independent mediator since you have some stake in the outcome but you’re likely to be more effective in meeting everybody’s interests — yours, theirs, and the organization’s — if you use your mediation skills rather than your authority.

Depends on what is the disagreament about. For the most part, disagreements are healthy and divergent voices need to be heard and discussed. From the discussion there should come some consensus that would then be accepted by all parts. The consensus could be from one of the parts agreeing to being wrong, or by achieving a a mid-ground agreement.

But if the disagreement is about core values of the company or people, then it needs to be delt with in a more appropriated manner and consensus is not the way to go. For example, things like corruption can't be argued with and needs to be kept out, no mid-ground on that.

As per the issue first i have to understand the problem and where is the issue may be i am wrong that time and i am standing on my words because i am the manager that is not right,

i go thru the problem and if i found he is wrong then i talk to the person and try to make him or her understand and i know nothing is inpodible for my to do.

i always belive softhard and soft spoken make everyone understand 

Disagreements are quite healthy as long as it gives different perspectives to any issues. End of the day if you are the boss and your subordinate does not agree with you on certain things, he /she has to align with the business objectives or goals.  Th only thing as a manager we can do is to understand his perspective and make him /her understand why you want a particular thing to happen in a specific or particular way. 

Thank you for the invitation

Agreed with colleagues

 I should listen keenly, allow direct communication, encourage new ideas and ultimately come to a consensus.

Thanks for the invitation

Good listening, good dialogue, good explanation and good discussion

The opinion of the member is no less important and the discussion is important

The most important thing is that you have to be a fair person, try to see the perspective of the team member, it might sound like something bad but in reality it is what makes team stronger, when different opinions are given, it is an opportunity for everyone to learn and also decide what is the best method to approach this, even if you are going to call the shots but the team members should feel that their input is valuable and something you take into consideration before calling the shots. If the disagreement is because of the lack of experience of the team member, then of course you need to do what you feel is the best way to go but one on one meeting and discussions can resolve this if both parties are not playing battle of the egos.